[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002Fworking-rule-agreement-for-the-construction-industry---2016":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":188,"content_type_view":189,"extra_breadcrumbs":190,"body":192,"body_blocks":203,"related_pages":207},1014,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_GB","2025-07-28T15:01:08.112418+00:00","2026-04-02T12:40:05.864715+00:00","\u002Fcms\u002Fpages\u002F1014\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"United Kingdom","en-gb",{"title":20,"slug":21},"Work in UK","work-in-uk",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T17:01:08.112418+02:00","2026-04-02T14:40:06.046145+02:00",{"cba":32,"clauses":43,"details":186,"translations":187},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"working-rule-agreement-for-the-construction-industry---2016","b37f0284-aba9-11ea-825f-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Funited-kingdom\u002Fworking-rule-agreement-for-the-construction-industry---2016\u002Fworking-rule-agreement-for-the-construction-industry---2016\u002F","WORKING RULE AGREEMENT FOR THE CONSTRUCTION INDUSTRY - 2016","WORKING RULE AGREEMENT FOR THE CONSTRUCTION INDUSTRY - 2016 - 2016","United Kingdom - WORKING RULE AGREEMENT FOR THE CONSTRUCTION INDUSTRY - 2016 - 2016","WORKING RULE AGREEMENT FOR THE CONSTRUCTION INDUSTRY - 2016 - 2016 - Construction, technical consultancy",{"name":41,"data":42},"160929 CIJC final_Construction Industry 2016.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New7\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>Construction Industry Joint Council (CIJC)\u003C\u002Fp>\n\n\u003Ch1>WORKING RULE AGREEMENT FOR THE CONSTRUCTION INDUSTRY - 2016\u003C\u002Fh1>\n\n\u003Cp>(Revised 1st August 2016)\u003C\u002Fp>\n\n\u003Cp>Construction Industry Joint Council\u003C\u002Fp>\n\n\u003Cp>Adherent Bodies to the Council\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>**Employers:\u003C\u002Fp>\n\n\u003Cp>* National Federation of Builders NFB\u003C\u002Fp>\n\n\u003Cp>Spectrum House, Suite AF29\u003C\u002Fp>\n\n\u003Cp>Beehive Ring Road\u003C\u002Fp>\n\n\u003Cp>Gatwick\u003C\u002Fp>\n\n\u003Cp>West Sussex RH6 0LG\u003C\u002Fp>\n\n\u003Cp>03450 578160\u003C\u002Fp>\n\n\u003Cp>* Painting & Decorating Association PDA\u003C\u002Fp>\n\n\u003Cp>32 Coton Road\u003C\u002Fp>\n\n\u003Cp>Nuneaton\u003C\u002Fp>\n\n\u003Cp>Warwickshire CV11 5TW\u003C\u002Fp>\n\n\u003Cp>0247 635 3776\u003C\u002Fp>\n\n\u003Cp>* Home Builders Federation HBF\u003C\u002Fp>\n\n\u003Cp>HBF House, 1st Floor\u003C\u002Fp>\n\n\u003Cp>27 Broadwall\u003C\u002Fp>\n\n\u003Cp>London SE1 9PL\u003C\u002Fp>\n\n\u003Cp>020 7960 1600\u003C\u002Fp>\n\n\u003Cp>* Civil Engineering Contractors Association\u003C\u002Fp>\n\n\u003Cp>CECA\u003C\u002Fp>\n\n\u003Cp>1 Birdcage Walk\u003C\u002Fp>\n\n\u003Cp>London SW1H 9JJ\u003C\u002Fp>\n\n\u003Cp>020 7340 0450\u003C\u002Fp>\n\n\u003Cp>* Scottish Building Federation SBF\u003C\u002Fp>\n\n\u003Cp>Crichton’s House\u003C\u002Fp>\n\n\u003Cp>Crichton’s Close\u003C\u002Fp>\n\n\u003Cp>Holyrood, Edinburgh EH8 8DT\u003C\u002Fp>\n\n\u003Cp>0131 556 8866\u003C\u002Fp>\n\n\u003Cp>* National Federation of Roofing\u003C\u002Fp>\n\n\u003Cp>Contractors NFRC\u003C\u002Fp>\n\n\u003Cp>Roofing House\u003C\u002Fp>\n\n\u003Cp>31 Worship Street\u003C\u002Fp>\n\n\u003Cp>London EC2A 2DY\u003C\u002Fp>\n\n\u003Cp>020 7638 7663\u003C\u002Fp>\n\n\u003Cp>* National Access & Scaffolding\u003C\u002Fp>\n\n\u003Cp>Confederation NASC\u003C\u002Fp>\n\n\u003Cp>4th Floor, 12 Bridewell Place\u003C\u002Fp>\n\n\u003Cp>London EC4V 6AP\u003C\u002Fp>\n\n\u003Cp>020 7822 7400\u003C\u002Fp>\n\n\u003Cp>* National Association of Shopfitters NAS\u003C\u002Fp>\n\n\u003Cp>NAS House\u003C\u002Fp>\n\n\u003Cp>411 Limpsfield Road\u003C\u002Fp>\n\n\u003Cp>Warlingham\u003C\u002Fp>\n\n\u003Cp>Surrey CR6 9HA\u003C\u002Fp>\n\n\u003Cp>01883 624961\u003C\u002Fp>\n\n\u003Cp>* Build UK (Contractor Members)\u003C\u002Fp>\n\n\u003Cp>6-8 Bonhill Street\u003C\u002Fp>\n\n\u003Cp>London EC2A 4BY\u003C\u002Fp>\n\n\u003Cp>0844 2495351\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>**Trades Unions:\u003C\u002Fp>\n\n\u003Cp>* Union of Construction, Allied Trades and Technicians\u003C\u002Fp>\n\n\u003Cp>177 Abbeville Road, London SW4 9RL\u003C\u002Fp>\n\n\u003Cp>020 7622 2442\u003C\u002Fp>\n\n\u003Cp>* Unite\u003C\u002Fp>\n\n\u003Cp>Unite House, 128 Theobolds Road\u003C\u002Fp>\n\n\u003Cp>London WC1X 8TN\u003C\u002Fp>\n\n\u003Cp>020 7611 2500\u003C\u002Fp>\n\n\u003Cp>* GMB\u003C\u002Fp>\n\n\u003Cp>22-24, Worple Road, London SW19 4DD\u003C\u002Fp>\n\n\u003Cp>020 8971 4209\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>WR.1 ENTITLEMENT TO BASIC RATES OF PAY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>Operatives employed to carry out work in the Building and Civil Engineering\nIndustry\u003C\u002Fp>\n\n\u003Cp>are entitled to basic pay in accordance with this Working Rule (WR.1). Rates\nof pay\u003C\u002Fp>\n\n\u003Cp>are set out in a separate Schedule, published periodically by the\nCouncil.\u003C\u002Fp>\n\n\u003Cp>Classification of basic rates of pay for operatives:\u003C\u002Fp>\n\n\u003Cp>General Operative\u003C\u002Fp>\n\n\u003Cp>Skilled Operative Rate .....4\u003C\u002Fp>\n\n\u003Cp>Skilled Operative Rate..... 3\u003C\u002Fp>\n\n\u003Cp>Skilled Operative Rate .....2\u003C\u002Fp>\n\n\u003Cp>Skilled Operative Rate..... 1\u003C\u002Fp>\n\n\u003Cp>Craft Operative\u003C\u002Fp>\n\n\u003Cp>Rates published by the Council are national minimum rates and it is open\nto\u003C\u002Fp>\n\n\u003Cp>employers to pay higher rates.\u003C\u002Fp>\n\n\u003Cp>Current legislation requires that an Employee is provided with an Itemised\nPay\u003C\u002Fp>\n\n\u003Cp>Statement ‘payslip’ in hard copy or by email. Whatever means an\nEmployer\u003C\u002Fp>\n\n\u003Cp>determines the provision is it must not be at any cost to the operative. It\nis also\u003C\u002Fp>\n\n\u003Cp>accepted that, by agreement, the frequency of payments may be varied\ne.g.,\u003C\u002Fp>\n\n\u003Cp>fortnightly, every 4 weeks etc.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>1.1 General Operatives\u003C\u002Fh3>\n\n\u003Cp>1.1.1 General Operatives employed to carry out general building and\u002For\ncivil\u003C\u002Fp>\n\n\u003Cp>engineering work are entitled to receive the General Operatives Basic\nRate\u003C\u002Fp>\n\n\u003Cp>of Pay.\u003C\u002Fp>\n\n\u003Cp>Payment for Occasional Skilled Work\u003C\u002Fp>\n\n\u003Cp>1.1.2 General Operatives, employed as such, who are required to carry out\u003C\u002Fp>\n\n\u003Cp>building and\u002For civil engineering work defined in Schedule 1, on an\u003C\u002Fp>\n\n\u003Cp>occasional basis, are entitled to receive the General Operative Basic Rate\nof\u003C\u002Fp>\n\n\u003Cp>Pay increased to the rate of pay specified in Schedule 1 for the hours\nthey\u003C\u002Fp>\n\n\u003Cp>are engaged to carry out the defined work.\u003C\u002Fp>\n\n\u003Ch3>1.2 Skilled Operatives\u003C\u002Fh3>\n\n\u003Cp>1.2.1 Skilled Operatives engaged and employed whole time as such, who are\u003C\u002Fp>\n\n\u003Cp>required to carry out skilled building and\u002For civil engineering work\ndefined\u003C\u002Fp>\n\n\u003Cp>in Schedule 1 on a continuous basis, are entitled to the Basic Rate of\nPay\u003C\u002Fp>\n\n\u003Cp>specified in Schedule 1.\u003C\u002Fp>\n\n\u003Ch3>1.3 Craft Operatives\u003C\u002Fh3>\n\n\u003Cp>Craft Operatives employed to carry out craft building and\u002For civil\nengineering work\u003C\u002Fp>\n\n\u003Cp>are entitled to receive the Craft Operative Basic Rate of Pay.\u003C\u002Fp>\n\n\u003Ch3>1.4 Conditions of Employment of Apprentices\u003C\u002Fh3>\n\n\u003Cp>1.4.1 Conditions\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cp>An apprentice who has entered into a training service agreement is subject\nto the\u003C\u002Fp>\n\n\u003Cp>same conditions of employment as other operatives employed under the\nWorking\u003C\u002Fp>\n\n\u003Cp>Rule Agreement except as provided in WR.1.4.2 to 1.4.6.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1.4.2 Wages\u003C\u002Fp>\n\n\u003Cp>Rates of pay are set out in a separate schedule, published periodically by\nthe\u003C\u002Fp>\n\n\u003Cp>Council. Payment under the scale is due from the date of entry into\nemployment\u003C\u002Fp>\n\n\u003Cp>as an apprentice, whether the apprentice is working on site or undergoing\nfull-time\u003C\u002Fp>\n\n\u003Cp>training on an approved course, subject to the provisions of WR.1.4.3.\nPayment\u003C\u002Fp>\n\n\u003Cp>under the scale is due from the beginning of the pay week during which the\nspecified\u003C\u002Fp>\n\n\u003Cp>period starts.\u003C\u002Fp>\n\n\u003Cp>1.4.3 Payment During Off-the-Job Training\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Apprentices are entitled to be paid during normal working hours to attend\u003C\u002Fp>\n\n\u003Cp>approved courses off-the-job training in accordance with the requirement of\ntheir\u003C\u002Fp>\n\n\u003Cp>apprenticeship. Payment during such attendance shall be at their normal rate\nof\u003C\u002Fp>\n\n\u003Cp>pay, but the employer may withhold payment for hours during which an\napprentice,\u003C\u002Fp>\n\n\u003Cp>without authorisation fails to attend the course.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003C\u002Fdiv>\n\n\u003Cp>1.4.4 Overtime\u003C\u002Fp>\n\n\u003Cp>The working of overtime by apprentices under 18 years of age shall not be\npermitted.\u003C\u002Fp>\n\n\u003Cp>Where an apprentice age 18 or over is required to work overtime payment\nshall be in\u003C\u002Fp>\n\n\u003Cp>accordance with the provisions of WR.4.\u003C\u002Fp>\n\n\u003Cp>1.4.5 Daily Fare and Travel Allowances\u003C\u002Fp>\n\n\u003Cp>The apprentice shall be entitled to fare and travel allowances in accordance\nwith WR.5.\u003C\u002Fp>\n\n\u003Cp>1.4.6 Absence and Sick Pay\u003C\u002Fp>\n\n\u003Cp>The employer must be notified at the earliest practical time during the\nfirst day of\u003C\u002Fp>\n\n\u003Cp>any absence and no later than midday. The first seven days may be covered by\nself\u003C\u002Fp>\n\n\u003Cp>certification. Thereafter absence must be covered by a certificate or\ncertificates given\u003C\u002Fp>\n\n\u003Cp>by a registered medical practitioner. The apprentice shall be entitled to\nStatutory\u003C\u002Fp>\n\n\u003Cp>Sick Pay (SSP) plus Industry sick pay in accordance with WR.20 save the\naggregate\u003C\u002Fp>\n\n\u003Cp>amount of SSP plus Industry sick pay shall not exceed a normal week’s pay\nin\u003C\u002Fp>\n\n\u003Cp>accordance with WR.1.4.2.\u003C\u002Fp>\n\n\u003Cp>1.4.7 Other Terms and Conditions of Engagement\u003C\u002Fp>\n\n\u003Cp>The apprentice shall be subject to all other provisions and entitlements\ncontained\u003C\u002Fp>\n\n\u003Cp>within the Working Rule Agreement.\u003C\u002Fp>\n\n\u003Cp>Note: Normal hourly rate\u003C\u002Fp>\n\n\u003Cp>The expression ‘normal hourly rate’ in this Agreement means the craft,\nskilled\u003C\u002Fp>\n\n\u003Cp>operative, general operative or apprentice weekly basic rate of pay as\nabove, divided\u003C\u002Fp>\n\n\u003Cp>by the hours defined in WR.3 “Working Hours”. Additional payments for\noccasional\u003C\u002Fp>\n\n\u003Cp>skilled work or bonus payments are not taken into account for calculating\nthe “normal\u003C\u002Fp>\n\n\u003Cp>hourly rate”.\u003C\u002Fp>\n\n\u003Ch2>WR.2 BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>It shall be open to employers and operatives on any job to agree a bonus\nscheme\u003C\u002Fp>\n\n\u003Cp>based on measured output and productivity for any operation or operations on\nthat\u003C\u002Fp>\n\n\u003Cp>particular job.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>WR.3 WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>Working Hours\u003C\u002Fp>\n\n\u003Cp>The normal working hours shall be:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Monday to Thursday\u003C\u002Ftd>\n      \u003Ctd>8 hours per day\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Friday\u003C\u002Ftd>\n      \u003Ctd>7 hours per day\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Total\u003C\u002Ftd>\n      \u003Ctd>39 hours per week.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>except for operatives working shifts whose working hours shall continue to\nbe 8\u003C\u002Fp>\n\n\u003Cp>hours per weekday and 40 hours per week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The expression “normal working hours” means the number of hours\nprescribed\u003C\u002Fp>\n\n\u003Cp>above for any day (or night) when work is actually undertaken reckoned from\nthe\u003C\u002Fp>\n\n\u003Cp>starting time fixed by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>3.1 Rest\u002FMeal Breaks\u003C\u002Fh3>\n\n\u003Cp>3.1.1 Meal\u002FRefreshment Breaks\u003C\u002Fp>\n\n\u003Cp>At each site or job there shall be a break or breaks for rest and\u002For\u003C\u002Fp>\n\n\u003Cp>refreshment at times to be set by the employer. The breaks shall\naggregate\u003C\u002Fp>\n\n\u003Cp>one hour per day and shall include a meal break of not less than half an\nhour.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>3.1.2 Daily\u002FWeekly Rest Breaks\u003C\u002Fp>\n\n\u003Cp>Where there are objective or technical reasons concerning the\norganisation\u003C\u002Fp>\n\n\u003Cp>of work the application of the Working Time Regulations 1998 –\nRegulations\u003C\u002Fp>\n\n\u003Cp>10(1) Daily Rest Period – 11(1) and 11(2) Weekly Rest Period is\nexcluded.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>3.2 Average Weekly Working Hours\u003C\u002Fh3>\n\n\u003Cp>Where there are objective or technical reasons concerning the organisation\nof\u003C\u002Fp>\n\n\u003Cp>work, average weekly working hours will be calculated by reference to a 12\nmonth\u003C\u002Fp>\n\n\u003Cp>period subject to the employer complying with the general principles\nrelating to the\u003C\u002Fp>\n\n\u003Cp>protection of health and safety of workers and providing equivalent\ncompensatory\u003C\u002Fp>\n\n\u003Cp>rest periods or, in exceptional cases where it is not possible for objective\nreasons to\u003C\u002Fp>\n\n\u003Cp>grant such periods, ensuring appropriate protection for the operatives\nconcerned.\u003C\u002Fp>\n\n\u003Ch2>WR.4 OVERTIME RATES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>The employer may require overtime to be worked and the operative may not\u003C\u002Fp>\n\n\u003Cp>unreasonably refuse to work overtime.\u003C\u002Fp>\n\n\u003Cp>Overtime will be calculated on a daily basis, but overtime premium rates\nwill not be\u003C\u002Fp>\n\n\u003Cp>payable until the normal hours (39 hours-WR.3) have been worked in the pay\nweek\u003C\u002Fp>\n\n\u003Cp>unless the short time is authorised by the employer on compassionate or\nother\u003C\u002Fp>\n\n\u003Cp>grounds or is a certified absence due to sickness or injury.\u003C\u002Fp>\n\n\u003Cp>Note: The number of hours worked in excess of normal hours will be reduced\nby the\u003C\u002Fp>\n\n\u003Cp>number of hours of unauthorised absence before the overtime premium is\ncalculated.\u003C\u002Fp>\n\n\u003Cp>Overtime shall be calculated as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>(a) Monday to Friday:\u003C\u002Fp>\n\n\u003Cp>For the first four hours after completion of the normal working hours of\nthe\u003C\u002Fp>\n\n\u003Cp>day at the rate of time and a half; thereafter at the rate of double time\nuntil\u003C\u002Fp>\n\n\u003Cp>starting time the following day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Saturday\u003C\u002Fp>\n\n\u003Cp>At the rate of time and a half, until completion of the first four hours,\nand\u003C\u002Fp>\n\n\u003Cp>thereafter at double time.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>(c) Sunday\u003C\u002Fp>\n\n\u003Cp>At the rate of double time, until starting time on Monday morning.\u003C\u002Fp>\n\n\u003Cp>When an operative is called out after completing the normal working hours of\nthe day\u003C\u002Fp>\n\n\u003Cp>or night, he shall be paid at overtime rates for the additional time worked\nas if he had\u003C\u002Fp>\n\n\u003Cp>worked continuously. Any intervening period shall count to determine the\nrate, but\u003C\u002Fp>\n\n\u003Cp>shall not be paid.\u003C\u002Fp>\n\n\u003Cp>Overtime shall be calculated on the normal hourly rate. Additional payments\nfor\u003C\u002Fp>\n\n\u003Cp>occasional skilled work and bonus shall not be included when calculating\u003C\u002Fp>\n\n\u003Cp>overtime payments.\u003C\u002Fp>\n\n\u003Cp>In no case shall payment exceed double time.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>WR.5 DAILY FARE AND TRAVEL ALLOWANCES\u003C\u002Fh2>\n\n\u003Ch3>5.1 Extent of Payment\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>Operatives are entitled to a daily fare and travel allowance, measured one\nway from\u003C\u002Fp>\n\n\u003Cp>their home to the job\u002Fsite. The allowances will be paid in accordance with\nthe table\u003C\u002Fp>\n\n\u003Cp>published periodically by the Construction Industry Joint Council (the\nCouncil). There\u003C\u002Fp>\n\n\u003Cp>is no entitlement to allowances under this Rule for operatives who normally\nreport, at\u003C\u002Fp>\n\n\u003Cp>normal starting time, to a fixed establishment, such as the employer’s\nyard, shop or\u003C\u002Fp>\n\n\u003Cp>permanent depot. The distance travelled will be calculated by reference to\nWR.5.2.\u003C\u002Fp>\n\n\u003Cp>There is no entitlement under this Rule to allowances for distances less\nthan 9 miles.\u003C\u002Fp>\n\n\u003Cp>Having due regard for health and safety an operative may be required to\ntravel\u003C\u002Fp>\n\n\u003Cp>distances beyond the published scale; in which case payment for each\nadditional\u003C\u002Fp>\n\n\u003Cp>mile should be made based on the difference between the rate for the 49th\nand 50th mile.\u003C\u002Fp>\n\n\u003Ch3>5.2 Measurement of Distance\u003C\u002Fh3>\n\n\u003Cp>All distances shall be measured utilising the AA Route Planner or the RAC\nRoute\u003C\u002Fp>\n\n\u003Cp>Planner (or similar) using the post codes of the operative’s home and\nplace of work,\u003C\u002Fp>\n\n\u003Cp>based on the most direct route.\u003C\u002Fp>\n\n\u003Cp>An operative’s home is the address at which the operative is living while\nemployed\u003C\u002Fp>\n\n\u003Cp>on the work to which travelled.\u003C\u002Fp>\n\n\u003Cp>In the event that there is no post code for the operative’s home and\u002For\nplace of work\u003C\u002Fp>\n\n\u003Cp>the closest post code should be used.\u003C\u002Fp>\n\n\u003Ch3>5.3 Transport Provided Free by the Employer\u003C\u002Fh3>\n\n\u003Cp>Where the employer provides free transport, the operative shall not be\nentitled to fare\u003C\u002Fp>\n\n\u003Cp>allowance. However, operatives who travel to the pick up point for transport\nprovided\u003C\u002Fp>\n\n\u003Cp>free by the employer are entitled to fare allowance for that part of the\njourney, in\u003C\u002Fp>\n\n\u003Cp>accordance with the table.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>5.4 Transfer During Working Day\u003C\u002Fh3>\n\n\u003Cp>An operative transferred to another place of work during working hours\nshall, on the\u003C\u002Fp>\n\n\u003Cp>day of the transfer only, be paid any fares actually incurred:\u003C\u002Fp>\n\n\u003Cp>(a) in the transfer, and\u003C\u002Fp>\n\n\u003Cp>(b) in travelling home from the place where he finishes work if this differs\nfrom\u003C\u002Fp>\n\n\u003Cp>the place where he reported for work at starting time, subject to deduction\nof\u003C\u002Fp>\n\n\u003Cp>half the daily fare allowance.\u003C\u002Fp>\n\n\u003Ch3>5.5 Emergency Work\u003C\u002Fh3>\n\n\u003Cp>An operative called from the home (or temporary place of residence) outside\nnormal\u003C\u002Fp>\n\n\u003Cp>working hours to carry out emergency work shall be paid travelling expenses\nand his\u003C\u002Fp>\n\n\u003Cp>normal hourly rate for the time spent travelling to and from the job.\u003C\u002Fp>\n\n\u003Ch2>WR.6 SHIFT WORKING\u003C\u002Fh2>\n\n\u003Ch3>6.1 \u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>Shift working means a situation in which more than one shift of not less\nthan eight\u003C\u002Fp>\n\n\u003Cp>hours is worked on a job in a 24-hour period and such shifts do not\noverlap.\u003C\u002Fp>\n\n\u003Cp>On all work which is carried out on two or more shifts in a 24-hour period\nthe\u003C\u002Fp>\n\n\u003Cp>following provisions shall apply:\u003C\u002Fp>\n\n\u003Cp>The first shift in the week shall be the first shift that ends after\nmidnight on Sunday.\u003C\u002Fp>\n\n\u003Cp>The normal hours of a shift shall be eight hours, excluding meal breaks,\u003C\u002Fp>\n\n\u003Cp>notwithstanding which, the hours to be worked on any particular shift shall\nbe\u003C\u002Fp>\n\n\u003Cp>established by the employer.\u003C\u002Fp>\n\n\u003Cp>The rate payable for the normal hours of the shift shall be the\noperative’s normal\u003C\u002Fp>\n\n\u003Cp>hourly rate plus, in the case of an operative completing a shift, a shift\nallowance of\u003C\u002Fp>\n\n\u003Cp>14% of the normal hourly rate.\u003C\u002Fp>\n\n\u003Cp>An operative required to work continuously for over eight hours on a shift\nor shifts\u003C\u002Fp>\n\n\u003Cp>shall be paid at the rate of time and a half, plus a shift allowance of 14%\nof his\u003C\u002Fp>\n\n\u003Cp>normal hourly rate, for the first four hours beyond eight hours and\nthereafter at\u003C\u002Fp>\n\n\u003Cp>double time but such double time payment shall not be enhanced by the 14%\u003C\u002Fp>\n\n\u003Cp>allowance (i.e. the maximum rate in any circumstances shall be double the\nnormal\u003C\u002Fp>\n\n\u003Cp>hourly rate.)\u003C\u002Fp>\n\n\u003Cp>After having worked five complete shifts in a week an operative shall on the\nfirst\u003C\u002Fp>\n\n\u003Cp>shift thereafter be paid at the rate of time and half of normal rate plus\n12½% shift\u003C\u002Fp>\n\n\u003Cp>allowance for the first eight hours of the shift and thereafter and on any\nsubsequent\u003C\u002Fp>\n\n\u003Cp>shift in that week at the rate of double time but with no shift\nallowance.\u003C\u002Fp>\n\n\u003Cp>Where the nature of the work is such as to require an operative to remain at\nthe work\u003C\u002Fp>\n\n\u003Cp>station and remain available for work during mealtimes a shift allowance of\n20% shall\u003C\u002Fp>\n\n\u003Cp>apply instead of the 14% or 12½% otherwise referred to in this Rule.\u003C\u002Fp>\n\n\u003Cp>Where the work so requires, an operative shall be responsible for taking\nover from\u003C\u002Fp>\n\n\u003Cp>and handing over to a work colleague at commencement and on completion of\nduty\u003C\u002Fp>\n\n\u003Cp>unless otherwise instructed by the employer.\u003C\u002Fp>\n\n\u003Ch3>6.2 \u003C\u002Fh3>\n\n\u003Cp>Employers and operatives may agree alternative shift working arrangements\nand\u003C\u002Fp>\n\n\u003Cp>rates of pay where, at any job or site, flexibility is essential to achieve\ncompletion of the work.\u003C\u002Fp>\n\n\u003Cp>Under this Rule the first five complete shifts worked by an operative shall\ncount\u003C\u002Fp>\n\n\u003Cp>as meeting the requirements of the Guaranteed Minimum Weekly Earnings (Rule\n(WR.17).\u003C\u002Fp>\n\n\u003Cp>The shift allowance shall be regarded as a conditions payment and shall not\nbe\u003C\u002Fp>\n\n\u003Cp>included when calculating overtime payments.\u003C\u002Fp>\n\n\u003Cp>This Rule does not apply to an operative employed under the Continuous\nWorking,\u003C\u002Fp>\n\n\u003Cp>Night Work or Tunnel Work Rules.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>WR.7 NIGHT WORK (see WR 29.1 for definition)\u003C\u002Fh2>\n\n\u003Ch3>7.1 Night Work Allowance and Overtime\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype1\">\u003Cp>Where work is carried out at night by a separate gang of operatives from\nthose\u003C\u002Fp>\n\n\u003Cp>working during daytime, operatives so working shall be paid at their normal\nhourly\u003C\u002Fp>\n\n\u003Cp>rate plus an allowance of 25% of the normal hourly rate.\u003C\u002Fp>\n\n\u003Cp>Overtime shall be calculated on the normal hourly rate provided that in no\ncase shall\u003C\u002Fp>\n\n\u003Cp>the total rate exceed double the normal hourly rate. Overtime shall\ntherefore be paid\u003C\u002Fp>\n\n\u003Cp>as follows:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(a) Monday to Friday:\u003C\u002Fp>\n\n\u003Cp>after completion of the normal working hours at the rate of time and a\nhalf\u003C\u002Fp>\n\n\u003Cp>plus the night work allowance (i.e. time and a half plus 25% of normal\nhourly\u003C\u002Fp>\n\n\u003Cp>rate) for the next four working hours and thereafter at double time.\u003C\u002Fp>\n\n\u003Cp>(b) Weekends:\u003C\u002Fp>\n\n\u003Cp>all hours worked on Saturday or Sunday night at double time until the start\nof\u003C\u002Fp>\n\n\u003Cp>working hours on Monday.\u003C\u002Fp>\n\n\u003Cp>This Rule does not apply to operatives employed on shift work, tunnel work\nor\u003C\u002Fp>\n\n\u003Cp>continuous working.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>7.2 Health Assessments\u003C\u002Fh3>\n\n\u003Cp>Under the terms of this agreement night workers shall be provided with a\nfree\u003C\u002Fp>\n\n\u003Cp>confidential health assessment before starting night work and repeated on a\nregular\u003C\u002Fp>\n\n\u003Cp>basis. The frequency of repeat assessments will vary between individuals\naccording\u003C\u002Fp>\n\n\u003Cp>to factors such as the type of night work, its duration and the age and\nhealth of the\u003C\u002Fp>\n\n\u003Cp>individual worker.\u003C\u002Fp>\n\n\u003Cp>WR.8 CONTINUOUS WORKING\u003C\u002Fp>\n\n\u003Cp>8.1 An operative whose normal duties are such as to require continuous\navailability for\u003C\u002Fp>\n\n\u003Cp>work during mealtimes and consequently has no regular mealtime, shall be\ndeemed\u003C\u002Fp>\n\n\u003Cp>a “continuous worker” and shall be responsible for taking over from and\nhanding\u003C\u002Fp>\n\n\u003Cp>over to a work colleague at commencement and completion of duty unless\notherwise\u003C\u002Fp>\n\n\u003Cp>instructed by the employer.\u003C\u002Fp>\n\n\u003Cp>8.2 Continuous working payment will be calculated as follows:\u003C\u002Fp>\n\n\u003Cp>(a) All times but excluding Saturday 10 p.m. to Sunday 10 p.m.\u003C\u002Fp>\n\n\u003Cp>The rate of pay shall be at the normal hourly rate plus 20% for the number\nof\u003C\u002Fp>\n\n\u003Cp>hours on duty on the job.\u003C\u002Fp>\n\n\u003Cp>(b) Saturday 10 p.m. to Sunday 10 p.m.\u003C\u002Fp>\n\n\u003Cp>The rate of pay shall be at time and a half plus 20% of the normal hourly\nrate.\u003C\u002Fp>\n\n\u003Cp>If work between Saturday 10 p.m. to Sunday 10 p.m. is not within the\nnormal\u003C\u002Fp>\n\n\u003Cp>cycle of operations for the particular job, then no continuous working\nallowance\u003C\u002Fp>\n\n\u003Cp>shall be paid, but the rate pay shall be double the normal hourly rate.\u003C\u002Fp>\n\n\u003Cp>The continuous working allowance shall be regarded as a conditions payment\nand\u003C\u002Fp>\n\n\u003Cp>shall not be included when calculating overtime payments.\u003C\u002Fp>\n\n\u003Cp>This Rule does not apply to an operative employed under the Night Work,\nShift\u003C\u002Fp>\n\n\u003Cp>Working or Tunnel Work Rules.\u003C\u002Fp>\n\n\u003Ch2>WR.9 TIDE WORK\u003C\u002Fh2>\n\n\u003Ch3>9.1 \u003C\u002Fh3>\n\n\u003Cp>Where work governed by tidal conditions is carried out during part only of\nthe normal\u003C\u002Fp>\n\n\u003Cp>working hours, and an operative is employed on other work for the remainder\nof the\u003C\u002Fp>\n\n\u003Cp>normal working hours, the normal hourly rate shall be paid during the normal\nworking\u003C\u002Fp>\n\n\u003Cp>hours and thereafter shall be in accordance with the Rule on Overtime\nRates.\u003C\u002Fp>\n\n\u003Ch3>9.2 \u003C\u002Fh3>\n\n\u003Cp>Where work governed by tidal conditions necessitates operatives turning out\nfor\u003C\u002Fp>\n\n\u003Cp>each tide and they are not employed on other work, they shall be paid a\nminimum for\u003C\u002Fp>\n\n\u003Cp>each tide of six hours’ pay at normal hourly rates, provided they do not\nwork more\u003C\u002Fp>\n\n\u003Cp>than eight hours in the two tides. Payment for hours worked beyond a total\nof eight\u003C\u002Fp>\n\n\u003Cp>on two tides shall be calculated proportionately, i.e. those hours worked in\nexcess\u003C\u002Fp>\n\n\u003Cp>of eight multiplied by the total hours worked and the result divided by\neight, to give\u003C\u002Fp>\n\n\u003Cp>the number of hours to be paid in addition to the twelve paid hours (six for\neach tide)\u003C\u002Fp>\n\n\u003Cp>provided for above.\u003C\u002Fp>\n\n\u003Cp>Work done on Saturday after 4 p.m. and all Sunday shall be paid at the rate\nof\u003C\u002Fp>\n\n\u003Cp>double time. Operatives shall be guaranteed eight hours at normal hourly\nrate for\u003C\u002Fp>\n\n\u003Cp>time worked between 4 p.m. and midnight on Saturday and guaranteed 16 hours\nat\u003C\u002Fp>\n\n\u003Cp>normal hourly rate for two tides worked on Sunday.\u003C\u002Fp>\n\n\u003Cp>The Rule on Overtime Rates does not apply to this paragraph 9.2.\u003C\u002Fp>\n\n\u003Ch3>9.3 \u003C\u002Fh3>\n\n\u003Cp>The table below shows how hours of overtime are calculated:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Total Hours Worked on Two Tides\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Hours in excess of 8 hours\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Calculation for Hours Paid which are paid\n\n        \u003Cp>in addition to the 12 hours paid (6 hours\u003C\u002Fp>\n\n        \u003Cp>for each tide)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>1×9÷8 = 1.13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2×10÷8 = 2.50\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>3×11÷8 =4.13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>4×12÷8 = 6.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>5×13÷8 = 8.13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>6×14÷8 = 10.50\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>7×15÷8 = 13.13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>8×16÷8 = 16.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>WR.10 TUNNEL WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>The long-standing custom of the industry whereby tunnel work is normally\ncarried\u003C\u002Fp>\n\n\u003Cp>out by day and by night is reaffirmed. Where shifts are being worked within\nand in\u003C\u002Fp>\n\n\u003Cp>connection with the construction of tunnels the first period of a shift\nequivalent to\u003C\u002Fp>\n\n\u003Cp>the normal working hours specified in the Working Hours Rule for that day\nshall be\u003C\u002Fp>\n\n\u003Cp>deemed to be the ordinary working day. Thereafter the next four working\nhours shall\u003C\u002Fp>\n\n\u003Cp>be paid at time and a half and thereafter at double time provided that:\u003C\u002Fp>\n\n\u003Cp>(a) In the case of shifts worked on Saturday, the first four hours shall be\npaid at\u003C\u002Fp>\n\n\u003Cp>time and a half and thereafter at double time.\u003C\u002Fp>\n\n\u003Cp>(b) In the case of shifts worked wholly on Sunday, payment shall be made for\nall\u003C\u002Fp>\n\n\u003Cp>hours worked at double time .\u003C\u002Fp>\n\n\u003Cp>(c) In the case of shifts commencing on Saturday but continuing into\nSunday,\u003C\u002Fp>\n\n\u003Cp>payment shall be made for all hours worked at double time.\u003C\u002Fp>\n\n\u003Cp>(d) In the case of shifts commencing on Sunday but continuing into\nMonday,\u003C\u002Fp>\n\n\u003Cp>hours worked before midnight shall be paid double time and thereafter\u003C\u002Fp>\n\n\u003Cp>four working hours calculated from midnight shall be at time and a half\nand\u003C\u002Fp>\n\n\u003Cp>thereafter at double time.\u003C\u002Fp>\n\n\u003Cp>This Rule does not apply to an operative employed under the Continuous\nWorking or\u003C\u002Fp>\n\n\u003Cp>Shift Working Rules.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>WR.11 REFUELLING, SERVICING, MAINTENANCE AND REPAIRS\u003C\u002Fh2>\n\n\u003Cp>Operators of mechanical plant, such as excavators, cranes, generators,\ncompressors\u003C\u002Fp>\n\n\u003Cp>or concrete mixers shall, if required, work and be paid at their normal\nhourly rate\u003C\u002Fp>\n\n\u003Cp>for half an hour before and half an hour after the working hours prescribed\nby the\u003C\u002Fp>\n\n\u003Cp>employer for preparatory or finishing work such as refuelling, oiling,\ngreasing, getting\u003C\u002Fp>\n\n\u003Cp>out, starting up, checking over, cleaning out, parking and securing the\nmachine or equipment.\u003C\u002Fp>\n\n\u003Cp>Refuelling, Servicing, Maintenance and Repair work carried out on Saturday\nand\u003C\u002Fp>\n\n\u003Cp>Sunday shall be paid in accordance with the Rule on Overtime Rates.\u003C\u002Fp>\n\n\u003Ch2>WR.12 STORAGE OF TOOLS\u003C\u002Fh2>\n\n\u003Cp>When practicable and reasonable on a site, job, or in a workshop the\nemployer shall\u003C\u002Fp>\n\n\u003Cp>provide an adequate lock-up or lock-up boxes, where the operative’s tools\ncan be\u003C\u002Fp>\n\n\u003Cp>securely stored. The operative shall comply with the employer’s\nrequirements as\u003C\u002Fp>\n\n\u003Cp>regards the storage of tools. At all times an operative shall take good care\nof his\u003C\u002Fp>\n\n\u003Cp>tools and personal property and act in a responsible manner to ensure their\nreasonable safety.\u003C\u002Fp>\n\n\u003Cp>The employer shall accept liability for such tools up to a maximum amount\nspecified\u003C\u002Fp>\n\n\u003Cp>by the Council for any loss caused by fire or theft of tools which have been\nproperly\u003C\u002Fp>\n\n\u003Cp>secured by an operative in such lock-up facilities or lock-up boxes. The\nemployer\u003C\u002Fp>\n\n\u003Cp>does not have liability for loss in excess of the specified amount or loss\ncaused other\u003C\u002Fp>\n\n\u003Cp>than by fire or theft.\u003C\u002Fp>\n\n\u003Ch2>WR.13 HIGHWAYS MAINTENANCE\u003C\u002Fh2>\n\n\u003Cp>Where an operative is engaged in highways maintenance work the requirements\nof\u003C\u002Fp>\n\n\u003Cp>the job\u002Fcontract may require that the operatives working arrangements vary\nfrom the\u003C\u002Fp>\n\n\u003Cp>normal provisions of this agreement. This may require, by way of example, a\n12 hour\u003C\u002Fp>\n\n\u003Cp>working day rotating by day and night.\u003C\u002Fp>\n\n\u003Cp>Such variations should be agreed in advance and the employer should advise\nthe\u003C\u002Fp>\n\n\u003Cp>operative in writing of all such variations within one month.\u003C\u002Fp>\n\n\u003Cp>This rule is designed to clarify how variations maybe approached.\u003C\u002Fp>\n\n\u003Cp>It is open to employers and operatives to agree alternative arrangements,\u003C\u002Fp>\n\n\u003Cp>subject to the principles of WR.13.\u003C\u002Fp>\n\n\u003Ch3>13.1 Shift Working\u003C\u002Fh3>\n\n\u003Cp>Where an operative is required to work a shift pattern, other than five days\neach\u003C\u002Fp>\n\n\u003Cp>week, the following entitlements will need to be adjusted.\u003C\u002Fp>\n\n\u003Cp>13.1.1 Statutory and Industry Sick Pay\u003C\u002Fp>\n\n\u003Cp>The qualifying days and waiting days for both SSP and ISP may need to be\nadjusted\u003C\u002Fp>\n\n\u003Cp>in order not to disadvantage the operative and to take account of the shift\npattern being worked.\u003C\u002Fp>\n\n\u003Cp>13.1.2 Payment for Absence\u003C\u002Fp>\n\n\u003Cp>The daily rate of payment for both SSP and ISP, following the first three\nwaiting\u003C\u002Fp>\n\n\u003Cp>days (as per WR13.1.1), shall be based on the weekly entitlement for both\nSSP\u003C\u002Fp>\n\n\u003Cp>and ISP divided by the number of days the operative would have worked in\nthe\u003C\u002Fp>\n\n\u003Cp>next seven days.\u003C\u002Fp>\n\n\u003Cp>13.1.3 Annual Holiday Entitlement (including Public & Bank)\u003C\u002Fp>\n\n\u003Cp>Where an operative is required to work a shift pattern, other than five days\neach\u003C\u002Fp>\n\n\u003Cp>week, the annual holiday entitlement and its accrual will need to be\nadjusted.\u003C\u002Fp>\n\n\u003Cp>Hours, shift patterns and working week need to be taken into account.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>13.1.4 Call out and Standby\u003C\u002Fp>\n\n\u003Cp>Where an operative is required to be available (standby) for “call out”\nit is open to the\u003C\u002Fp>\n\n\u003Cp>employer and operatives to agree appropriate working and payment\narrangements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>WR.14 TRANSFER ARRANGEMENTS\u003C\u002Fh2>\n\n\u003Ch3>14.1 \u003C\u002Fh3>\n\n\u003Cp>At any time during the period of employment, the operative may, at the\ndiscretion of\u003C\u002Fp>\n\n\u003Cp>the employer be transferred from one job to another.\u003C\u002Fp>\n\n\u003Ch3>14.2 \u003C\u002Fh3>\n\n\u003Cp>The employer shall have the right to transfer an operative to any site\nwithin daily\u003C\u002Fp>\n\n\u003Cp>travelling distance of where the operative is living. A site is within daily\ntravelling\u003C\u002Fp>\n\n\u003Cp>distance if:\u003C\u002Fp>\n\n\u003Cp>(a) when transport is provided free by the employer the operative can\nnormally\u003C\u002Fp>\n\n\u003Cp>get from where he is living to the pickup point designated by the\nemployer\u003C\u002Fp>\n\n\u003Cp>within one hour, using public transport if necessary, or\u003C\u002Fp>\n\n\u003Cp>(b) in any other case the operative, by using the available public transport\non the\u003C\u002Fp>\n\n\u003Cp>most direct surface route, can normally get to the site within two hours.\u003C\u002Fp>\n\n\u003Ch3>14.3 \u003C\u002Fh3>\n\n\u003Cp>Transfer to a job which requires the operative to live away from home shall\nbe by\u003C\u002Fp>\n\n\u003Cp>mutual consent. The consent shall not be necessary where the operative has\nbeen in\u003C\u002Fp>\n\n\u003Cp>receipt of subsistence allowance in accordance with the Subsistence\nAllowance Rule\u003C\u002Fp>\n\n\u003Cp>from the same employer at any time within the preceding 12 months.\u003C\u002Fp>\n\n\u003Ch2>WR.15 SUBSISTENCE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>When an operative is recruited on the job or site and employment commences\non\u003C\u002Fp>\n\n\u003Cp>arrival at the job or site he shall not be entitled to payment of\nsubsistence allowance.\u003C\u002Fp>\n\n\u003Cp>An operative necessarily living away from the place in which he normally\nresides\u003C\u002Fp>\n\n\u003Cp>shall be entitled to a subsistence allowance of an amount specified by the\nCouncil.\u003C\u002Fp>\n\n\u003Cp>Subsistence allowance shall not be paid in respect of any day on which an\noperative\u003C\u002Fp>\n\n\u003Cp>is absent from work except when that absence is due to sickness or\nindustrial injury\u003C\u002Fp>\n\n\u003Cp>and he continues to live in the temporary accommodation and meets the\nindustry\u003C\u002Fp>\n\n\u003Cp>sick pay requirements.\u003C\u002Fp>\n\n\u003Cp>Alternatively, the employer may make suitable arrangements for a sick or\ninjured\u003C\u002Fp>\n\n\u003Cp>operative to return home, the cost of which shall be met in full by the\nemployer.\u003C\u002Fp>\n\n\u003Cp>An operative in receipt of subsistence allowance shall only be entitled to\ndaily\u003C\u002Fp>\n\n\u003Cp>fare and travel allowances under WR.5 between his accommodation and the\u003C\u002Fp>\n\n\u003Cp>job if he satisfies the employer that he is living as near to the job as\nthere is\u003C\u002Fp>\n\n\u003Cp>accommodation available.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>WR.16 PERIODIC LEAVE\u003C\u002Fh2>\n\n\u003Ch3>16.1 Entitlement\u003C\u002Fh3>\n\n\u003Cp>When an operative is recruited on the job or site and employment commences\non\u003C\u002Fp>\n\n\u003Cp>arrival at the job or site he shall not be entitled to the periodic leave\nallowances in\u003C\u002Fp>\n\n\u003Cp>this Rule. In other cases, when an operative is recruited or is sent to a\njob which\u003C\u002Fp>\n\n\u003Cp>necessitates his living away from the place in which he normally resides, he\nshall be\u003C\u002Fp>\n\n\u003Cp>entitled to payment of his fares or conveyance in transport provided by the\nemployer as follows:\u003C\u002Fp>\n\n\u003Cp>(a) from a convenient centre to the job at commencement.\u003C\u002Fp>\n\n\u003Cp>(b) to the convenient centre and back to the job at the following periodic\nleave intervals:\u003C\u002Fp>\n\n\u003Cp>(i) for jobs up to 80 miles from the convenient centre (measured\nutilising\u003C\u002Fp>\n\n\u003Cp>the AA Route Planner or RAC Route Planner (or similar) on the most\u003C\u002Fp>\n\n\u003Cp>direct route) every four weeks.\u003C\u002Fp>\n\n\u003Cp>(ii) for jobs over 80 miles from the convenient centre (measured\nutilising\u003C\u002Fp>\n\n\u003Cp>the AA Route Planner or RAC Route Planner (or similar) on the most\u003C\u002Fp>\n\n\u003Cp>direct route) at an interval fixed by mutual arrangement between the\u003C\u002Fp>\n\n\u003Cp>employer and the operative before he goes to the job.\u003C\u002Fp>\n\n\u003Cp>(c) from the job to the convenient centre at completion.\u003C\u002Fp>\n\n\u003Ch3>16.2 Payment of Fares and Time Travelling\u003C\u002Fh3>\n\n\u003Cp>Where an employer does not exercise the option, to provide free transport,\nthe\u003C\u002Fp>\n\n\u003Cp>obligation to pay fares may, at the employer’s option be discharged by the\nprovision\u003C\u002Fp>\n\n\u003Cp>of a free railway or bus ticket or travel voucher or the rail fare.\u003C\u002Fp>\n\n\u003Cp>Payment for the time spent travelling between the convenient centre and the\njob is as follows:\u003C\u002Fp>\n\n\u003Cp>(a) On commencement of his employment at the job, the time travelling from\nthe\u003C\u002Fp>\n\n\u003Cp>convenient centre to the job, provided that an operative shall not be\nentitled\u003C\u002Fp>\n\n\u003Cp>to such payment if within one month from the date of commencement of his\u003C\u002Fp>\n\n\u003Cp>employment on the job he discharges himself voluntarily or is discharged for\nmisconduct.\u003C\u002Fp>\n\n\u003Cp>(b) When returning to the job (i.e. one way only) after periodic leave,\nprovided\u003C\u002Fp>\n\n\u003Cp>that he returns to the job at the time specified by the employer and\nprovided\u003C\u002Fp>\n\n\u003Cp>also that an operative shall not be entitled to such payment if, within\none\u003C\u002Fp>\n\n\u003Cp>month from the date of his return to the job, he discharges himself\nvoluntarily\u003C\u002Fp>\n\n\u003Cp>or is discharged for misconduct.\u003C\u002Fp>\n\n\u003Cp>(c) On termination of his employment on the job by his employer, the time\u003C\u002Fp>\n\n\u003Cp>spent travelling from the job to the convenient centre, provided that he is\nnot\u003C\u002Fp>\n\n\u003Cp>discharged for misconduct.\u003C\u002Fp>\n\n\u003Cp>(d) Time spent in periodic travelling is not to be reckoned as part of the\nnormal\u003C\u002Fp>\n\n\u003Cp>working hours; periodic travelling time payments shall in all cases be at\nthe\u003C\u002Fp>\n\n\u003Cp>operative’s normal hourly rate to the nearest quarter of an hour and shall\nnot\u003C\u002Fp>\n\n\u003Cp>exceed payment for eight hours per journey.\u003C\u002Fp>\n\n\u003Ch3>16.3 Convenient Centre\u003C\u002Fh3>\n\n\u003Cp>The convenient centre shall be a railway station, bus station or other\nsimilar suitable\u003C\u002Fp>\n\n\u003Cp>place in the area in which the operative normally resides.\u003C\u002Fp>\n\n\u003Ch2>WR.17 GUARANTEED MINIMUM WEEKLY EARNINGS\u003C\u002Fh2>\n\n\u003Cp>An operative, who has been available for work for the week whether or not\nwork has\u003C\u002Fp>\n\n\u003Cp>been provided by the employer, shall be entitled to guaranteed minimum\nweekly\u003C\u002Fp>\n\n\u003Cp>earnings based on his normal contractual working hours and guaranteed\nminimum\u003C\u002Fp>\n\n\u003Cp>hourly rate of pay as defined in WR.1.\u003C\u002Fp>\n\n\u003Ch3>17.1 Loss of Guarantee\u003C\u002Fh3>\n\n\u003Cp>There shall be no entitlement to guaranteed minimum weekly earnings where\nthe\u003C\u002Fp>\n\n\u003Cp>employer is unable to provide continuity of work due to industrial\naction.\u003C\u002Fp>\n\n\u003Ch3>17.2 Proportional Reduction\u003C\u002Fh3>\n\n\u003Cp>Where an operative is absent for part of normal working hours due to\ncertified\u003C\u002Fp>\n\n\u003Cp>sickness or injury or for one or more days of annual or recognised public\nholiday,\u003C\u002Fp>\n\n\u003Cp>the requirement for the operative to be available for work will be deemed to\nbe met\u003C\u002Fp>\n\n\u003Cp>and the payment of Guaranteed Minimum Weekly Earnings will be\nproportionately\u003C\u002Fp>\n\n\u003Cp>reduced. The proportionate reduction will not apply where the employer\nauthorises\u003C\u002Fp>\n\n\u003Cp>the absence on compassionate or other grounds.\u003C\u002Fp>\n\n\u003Ch3>17.3 Availability for Work\u003C\u002Fh3>\n\n\u003Cp>An operative has satisfied the requirements to remain available for work\nduring\u003C\u002Fp>\n\n\u003Cp>normal working hours by complying with the following conditions:\u003C\u002Fp>\n\n\u003Cp>(a) That, unless otherwise instructed by the employer, the operative has\nreported\u003C\u002Fp>\n\n\u003Cp>for work at the starting time and location prescribed by the employer and\nhas\u003C\u002Fp>\n\n\u003Cp>remained available for work during normal working hours.\u003C\u002Fp>\n\n\u003Cp>(b) Carries out satisfactorily the work for which the operative was engaged\nor\u003C\u002Fp>\n\n\u003Cp>suitable alternative work if instructed by the employer and\u003C\u002Fp>\n\n\u003Cp>(c) Complies with the instructions of the employer as to when, during\nnormal\u003C\u002Fp>\n\n\u003Cp>working hours, work is to be carried out, interrupted or resumed.\u003C\u002Fp>\n\n\u003Ch3>17.4 Temporary Lay-off\u003C\u002Fh3>\n\n\u003Cp>17.4.1 Where work is temporarily stopped or is not provided by the employer\nthe\u003C\u002Fp>\n\n\u003Cp>operative may be temporarily laid off. The operative shall, subject to\nthe\u003C\u002Fp>\n\n\u003Cp>provisions of WR.17.4.2, be paid his normal rate of pay for the day on\nwhich\u003C\u002Fp>\n\n\u003Cp>he is notified of the lay-off and one fifth of “Guaranteed Minimum\nWeekly\u003C\u002Fp>\n\n\u003Cp>Earnings” as defined in WR.17 for each of the first five days of\ntemporary\u003C\u002Fp>\n\n\u003Cp>lay-off. While the stoppage of work continues and the operative is\nprevented\u003C\u002Fp>\n\n\u003Cp>from actually working, the operative will be required by the employer to\u003C\u002Fp>\n\n\u003Cp>register as available for work at the operative’s local job centre.\u003C\u002Fp>\n\n\u003Cp>17.4.2 The payment described in WR.17.4.1 will be made provided that, in\nthe\u003C\u002Fp>\n\n\u003Cp>three months prior to any lay-off, there has not been a previous period\nor\u003C\u002Fp>\n\n\u003Cp>periods of lay-off in respect of which a guaranteed payment was made for\u003C\u002Fp>\n\n\u003Cp>five consecutive days or five days cumulative, excluding the day or days\nof\u003C\u002Fp>\n\n\u003Cp>notification of lay-off. In any such case the operative will not be entitled\nto a\u003C\u002Fp>\n\n\u003Cp>further guaranteed payment until a total of three months has elapsed from\u003C\u002Fp>\n\n\u003Cp>the last day of the period covered by the previous payment. Thereafter\nand\u003C\u002Fp>\n\n\u003Cp>for so long as the stoppage lasts, the operative shall be entitled to a\nfurther\u003C\u002Fp>\n\n\u003Cp>guaranteed payment of up to five days.\u003C\u002Fp>\n\n\u003Cp>17.4.3 The temporary lay-off provisions may only be used when the employer\nhas\u003C\u002Fp>\n\n\u003Cp>a reasonable expectation of being able to provide work within a reasonable\ntime.\u003C\u002Fp>\n\n\u003Cp>In this context, an example of an employer who has a reasonable\nexpectation\u003C\u002Fp>\n\n\u003Cp>to be able to provide work maybe where a tender has been accepted but\u003C\u002Fp>\n\n\u003Cp>commencement has been delayed, where work is temporarily stopped due to\u003C\u002Fp>\n\n\u003Cp>weather conditions or for some other reason outside the employer’s\ncontrol.\u003C\u002Fp>\n\n\u003Cp>Reasonable time is not legally defined, however, an operative who has\nbeen\u003C\u002Fp>\n\n\u003Cp>temporarily laid off for four or more consecutive weeks (excluding the\nfirst\u003C\u002Fp>\n\n\u003Cp>week when the operative received full basic pay) or six weeks cumulative\nin\u003C\u002Fp>\n\n\u003Cp>any 13 week period may resign and claim a redundancy payment.\u003C\u002Fp>\n\n\u003Cp>17.4.4 In no circumstances may the temporary lay-off rule be used where a\ngenuine\u003C\u002Fp>\n\n\u003Cp>redundancy situation exists or to evade statutory obligations.\u003C\u002Fp>\n\n\u003Cp>17.4.5 An operative who is temporarily laid off is entitled to normal\npayment for the\u003C\u002Fp>\n\n\u003Cp>day of notification of lay-off and one fifth of his guaranteed minimum\nearnings\u003C\u002Fp>\n\n\u003Cp>for each of the first days of the lay-off subject to the limitations in WR\n17.4.2.\u003C\u002Fp>\n\n\u003Cp>17.5 Disputes\u003C\u002Fp>\n\n\u003Cp>A dispute arising under this Agreement concerning guaranteed minimum\npayment\u003C\u002Fp>\n\n\u003Cp>due may, at the option of the claimant, be referred to ACAS and\u002For an\nemployment\u003C\u002Fp>\n\n\u003Cp>tribunal in the event of no decision by the Council.\u003C\u002Fp>\n\n\u003Ch2>WR.18 ANNUAL HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>For the current (2016) holiday year the annual holiday entitlement\nremains\u003C\u002Fp>\n\n\u003Cp>unchanged at 21 days of Industry and 8 days of Public\u002FBank holidays.\u003C\u002Fp>\n\n\u003Cp>From January 2017 the rule becomes:-\u003C\u002Fp>\n\n\u003Cp>The holiday year runs from the 1st January for each year with an annual (52\nweeks)\u003C\u002Fp>\n\n\u003Cp>entitlement of 22 days of Industry plus 8 days of Public\u002FBank holidays.\nTotal paid\u003C\u002Fp>\n\n\u003Cp>holiday entitlement accrues at the rate of 0.577 days per week of service in\nthe\u003C\u002Fp>\n\n\u003Cp>relevant holiday year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>This is an absolute entitlement that cannot be replaced by rolling it up\ninto basic pay,\u003C\u002Fp>\n\n\u003Cp>bonus or any other allowance which would result in the operative not\nreceiving full\u003C\u002Fp>\n\n\u003Cp>holiday pay when taking annual leave.\u003C\u002Fp>\n\n\u003Cp>Under the provisions of the EU Working Time Directive the entitlement to\npaid\u003C\u002Fp>\n\n\u003Cp>holidays continues to accrue during employment, notwithstanding the\noperative may\u003C\u002Fp>\n\n\u003Cp>be absent due to sickness or paternity\u002Fmaternity leave. The duration of\naccrual being\u003C\u002Fp>\n\n\u003Cp>subject to prevailing legislation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>18.1 The Winter Holiday\u003C\u002Fh3>\n\n\u003Cp> shall be seven working days taken in conjunction with\u003C\u002Fp>\n\n\u003Cp>Christmas Day, Boxing Day and New Year’s Day, to give a Winter Holiday of\ntwo\u003C\u002Fp>\n\n\u003Cp>calendar weeks. The Council shall publish the dates of each Winter Holiday.\nIt shall\u003C\u002Fp>\n\n\u003Cp>be open to employers and operatives to agree that all or some of the Winter\nHoliday\u003C\u002Fp>\n\n\u003Cp>will be taken on alternative dates. Those days of Winter Holiday that fall\ninto the next\u003C\u002Fp>\n\n\u003Cp>calendar year are normally allocated to days of holiday earned in the\nprevious year.\u003C\u002Fp>\n\n\u003Ch3>18.2 Other Holidays. \u003C\u002Fh3>\n\n\u003Cp>The remaining 15 days of Industry holidays may be taken at any\u003C\u002Fp>\n\n\u003Cp>time by agreement with the employer. An operative requesting to take paid\nholiday\u003C\u002Fp>\n\n\u003Cp>must give the employer reasonable written notice and, as a minimum,\nequivalent to\u003C\u002Fp>\n\n\u003Cp>twice the duration of holiday requested (ie. two weeks written notice to\ntake a one\u003C\u002Fp>\n\n\u003Cp>week holiday) and the employer can either accept or reject the request, not\nlater than\u003C\u002Fp>\n\n\u003Cp>the period equivalent to the period of holiday requested.\u003C\u002Fp>\n\n\u003Ch3>18.3 Payment for Annual Holidays (22 day’s each full year)\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>Payment for annual holidays, which shall be made on the last pay-day\npreceding the\u003C\u002Fp>\n\n\u003Cp>commencement of each holiday period, shall be made as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003Cp>18.3.1 Calculation of pay for Annual Holiday\u003C\u002Fp>\n\n\u003Cp>A week’s pay is the average of the previous 12 complete weeks including\u003C\u002Fp>\n\n\u003Cp>overtime in accordance with WR.4, taxable travel allowance in accordance\u003C\u002Fp>\n\n\u003Cp>with WR5.1, Bonus in accordance with WR2 and regular allowances in\u003C\u002Fp>\n\n\u003Cp>accordance with WR’s 6, 7, 8, 9, 10, 11 & 13. Weeks during which\nthe\u003C\u002Fp>\n\n\u003Cp>operative is absent due to sickness are to be excluded.\u003C\u002Fp>\n\n\u003Cp>18.3.2 One day’s pay is calculated by dividing a week’s pay as defined\nby\u003C\u002Fp>\n\n\u003Cp>WR.18.3.1 by the contractual hours in the normal working week and\u003C\u002Fp>\n\n\u003Cp>multiplying by the contractual hours in the particular day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>18.4 Leavers\u003C\u002Fh3>\n\n\u003Cp>18.4.1 Operatives who leave the employment of the employer during a leave\nyear\u003C\u002Fp>\n\n\u003Cp>are entitled to a compensatory payment calculated as follows:\u003C\u002Fp>\n\n\u003Cp>(A ÷ 52) x 29 - B\u003C\u002Fp>\n\n\u003Cp>Where:\u003C\u002Fp>\n\n\u003Cp>“A” is the number of complete weeks of service in the leave year,\u003C\u002Fp>\n\n\u003Cp>“B” is the number of days’ leave taken by the operative in the leave\nyear\u003C\u002Fp>\n\n\u003Cp>including public\u002Fbank holidays.\u003C\u002Fp>\n\n\u003Cp>18.4.2 Where the number of days’ leave taken exceeds the operative’s\nentitlement\u003C\u002Fp>\n\n\u003Cp>the employer has the right to make a deduction from payments made to\u003C\u002Fp>\n\n\u003Cp>the operative leaving the employment of the employer in respect of any\u003C\u002Fp>\n\n\u003Cp>overpayment of holiday pay. Such deduction will be calculated in accordance\nwith WR.18.6.\u003C\u002Fp>\n\n\u003Ch3>18.5 Amount of the compensatory payment\u003C\u002Fh3>\n\n\u003Cp>The operative is entitled to a compensatory payment for each day, or part of\na day,\u003C\u002Fp>\n\n\u003Cp>of entitlement calculated by reference to the hourly rate of pay under\nWR.18.4\u003C\u002Fp>\n\n\u003Cp>multiplied by the normal contractual working hours.\u003C\u002Fp>\n\n\u003Ch3>18.6 General Provisions related to Holiday\u003C\u002Fh3>\n\n\u003Cp>Where employment commences after the start of the leave year the operative\nwill be\u003C\u002Fp>\n\n\u003Cp>entitled to the proportion of the 30 days Holiday equivalent to the\nproportion of the leave\u003C\u002Fp>\n\n\u003Cp>year calculated from the first week of employment to the last week of the\nleave year.\u003C\u002Fp>\n\n\u003Cp>An operative has no entitlement to payment for holidays not taken during the\nholiday\u003C\u002Fp>\n\n\u003Cp>leave year or to carry forward entitlement to holiday from one holiday year\nto the\u003C\u002Fp>\n\n\u003Cp>subsequent holiday year.\u003C\u002Fp>\n\n\u003Ch2>WR.19 PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Ch3>19.1 The following are recognised as public holiday for the purpose of this\nAgreement:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Cp>(a) England and Wales\u003C\u002Fp>\n\n\u003Cp>Christmas Day, Boxing Day, New Year’s Day, Good Friday, Easter Monday,\u003C\u002Fp>\n\n\u003Cp>the May Day Bank Holiday, the Spring Bank Holiday, and the Summer\u003C\u002Fp>\n\n\u003Cp>Bank Holiday shall be recognised as public holidays in England and Wales,\u003C\u002Fp>\n\n\u003Cp>provided that such days are generally recognised as holidays in the locality\nin\u003C\u002Fp>\n\n\u003Cp>which the work is being done.\u003C\u002Fp>\n\n\u003Cp>(b) Scotland\u003C\u002Fp>\n\n\u003Cp>Christmas Day, Boxing Day, New Year’s Day, Easter Monday, the first\u003C\u002Fp>\n\n\u003Cp>Monday in May, the Friday immediately preceding the Annual Summer Local\u003C\u002Fp>\n\n\u003Cp>Trades Holiday and the Friday and Monday at the Autumn Holiday, as fixed\u003C\u002Fp>\n\n\u003Cp>by the competent Local Authority.\u003C\u002Fp>\n\n\u003Cp>(c) Local Variations\u003C\u002Fp>\n\n\u003Cp>Where, in any locality, any of the above public holidays is generally\nworked\u003C\u002Fp>\n\n\u003Cp>and another day is recognised instead as a general holiday, such other\nday\u003C\u002Fp>\n\n\u003Cp>shall be recognised as the alternative holiday.\u003C\u002Fp>\n\n\u003Cp>(d) Alternative Days\u003C\u002Fp>\n\n\u003Cp>When Christmas Day, Boxing Day or New Year’s Day falls on a Saturday or\u003C\u002Fp>\n\n\u003Cp>Sunday an alternative day or days of public holiday will be promulgated.\nAny\u003C\u002Fp>\n\n\u003Cp>reference in this Rule to Christmas Day, Boxing Day or New Year’s Day\nshall\u003C\u002Fp>\n\n\u003Cp>be taken to apply to the alternative day so fixed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>19.2 Payment in Respect of Public\u002FBank Holidays\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysfixed\">\u003Cp>Payment for days of public\u002Fbank holiday recognised under this Rule shall be\nmade\u003C\u002Fp>\n\n\u003Cp>by the employer to an operative in his employment at the time of each such\nholiday\u003C\u002Fp>\n\n\u003Cp>on the pay day in respect of the pay week in which such holiday occurs,\nexcept that\u003C\u002Fp>\n\n\u003Cp>payment for Christmas, Boxing Day and New Year’s Day shall be made on the\nlast\u003C\u002Fp>\n\n\u003Cp>pay day before the Winter Holiday.\u003C\u002Fp>\n\n\u003Cp>The amount of payment for one day’s pay is calculated by dividing a\nweek’s pay\u003C\u002Fp>\n\n\u003Cp>as defined by either by WR.19.2.1 or 19.2.2 by the contractual hours in the\nnormal\u003C\u002Fp>\n\n\u003Cp>working week and multiplying by the contractual hours in the particular\nday.\u003C\u002Fp>\n\n\u003Cp>19.2.1 Where the operatives pay does not vary with the amount of work\ndone.\u003C\u002Fp>\n\n\u003Cp>A week’s pay is simply the normal weekly wage for the contractual\nweekly\u003C\u002Fp>\n\n\u003Cp>hours as defined by the contract of employment, including, where\nappropriate,\u003C\u002Fp>\n\n\u003Cp>any fixed bonus and regular payments and\u002For allowances made under WR’s\n6,\u003C\u002Fp>\n\n\u003Cp>7, 8, 9, 10, 11 & 13 but excluding overtime in accordance with WR.4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19.2.2 Where the operative’s pay varies with the amount of work done.\u003C\u002Fp>\n\n\u003Cp>Where earnings vary because of piecework or productivity bonus\u003C\u002Fp>\n\n\u003Cp>arrangements, then a week’s pay is arrived at calculating the earnings\u003C\u002Fp>\n\n\u003Cp>during the normal working week as defined by the contract of employment,\u003C\u002Fp>\n\n\u003Cp>averaged over the 12 complete weeks worked immediately prior to the\u003C\u002Fp>\n\n\u003Cp>holiday week, including, where appropriate, any fixed bonus and regular\u003C\u002Fp>\n\n\u003Cp>payments and\u002For allowances made under WR’s 2, 6, 7, 8, 9, 10, 11 &\n13\u003C\u002Fp>\n\n\u003Cp>but excluding overtime in accordance with WR.4. Weeks during which the\u003C\u002Fp>\n\n\u003Cp>operative is absent due to sickness are to be excluded.\u003C\u002Fp>\n\n\u003Cp>19.3 General Provisions Related to Payment for Public Holidays\u003C\u002Fp>\n\n\u003Cp>An operative who is required to work on a public or bank holiday has the\noption, by\u003C\u002Fp>\n\n\u003Cp>arrangement with the employer, of an alternative day of holiday as soon\nthereafter\u003C\u002Fp>\n\n\u003Cp>as its mutually convenient, in which case the payment prescribed by this\nRule shall\u003C\u002Fp>\n\n\u003Cp>be made in the respect of such alternative day instead of the public\nholiday. When\u003C\u002Fp>\n\n\u003Cp>the employment is terminated before such alternative day occurs, the\noperative shall\u003C\u002Fp>\n\n\u003Cp>receive such payment on the termination of employment.\u003C\u002Fp>\n\n\u003Cp>19.4 Payment for Work on a Public Holiday\u003C\u002Fp>\n\n\u003Cp>All hours worked on a day designated as a public holiday shall be paid for\nat\u003C\u002Fp>\n\n\u003Cp>double time.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>WR.20 PAYMENT OF INDUSTRY SICK PAY\u003C\u002Fh2>\n\n\u003Ch3>20.1 Relationship of Industry Sick Pay with Statutory Sick Pay (SSP)\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Cp>Under existing legislation there is an entitlement to statutory sick pay.\nAny payment\u003C\u002Fp>\n\n\u003Cp>due under this Rule shall be increased by an amount equivalent to any\nstatutory sick\u003C\u002Fp>\n\n\u003Cp>pay that may be payable in respect of the same day of incapacity for work\nunder the\u003C\u002Fp>\n\n\u003Cp>Regulations made under that Act. These are referred to elsewhere in this\nRule as\u003C\u002Fp>\n\n\u003Cp>“SSP Regulations”.\u003C\u002Fp>\n\n\u003Ch3>20.2 Limit of Weekly Payment\u003C\u002Fh3>\n\n\u003Cp>The aggregate amount of SSP plus Industry Sick Pay shall not exceed a\nnormal\u003C\u002Fp>\n\n\u003Cp>week’s pay in accordance with WR.1.\u003C\u002Fp>\n\n\u003Ch3>20.3 Qualifying Days\u003C\u002Fh3>\n\n\u003Cp>For the purpose of both this Rule and the SSP Regulations, the Qualifying\nDays that\u003C\u002Fp>\n\n\u003Cp>shall generally apply in the industry are Monday to Friday in each week.\u003C\u002Fp>\n\n\u003Cp>While the Qualifying Days referred to above shall generally be the same five\ndays as\u003C\u002Fp>\n\n\u003Cp>those which form the normal week of guaranteed employment under this\nAgreement,\u003C\u002Fp>\n\n\u003Cp>it is accepted that there might be certain exceptions, e.g. where the\nparticular\u003C\u002Fp>\n\n\u003Cp>circumstances of the workplace require continuous six or seven day working.\nIn\u003C\u002Fp>\n\n\u003Cp>these situations it is in order, where there is mutual agreement, for other\ndays to be\u003C\u002Fp>\n\n\u003Cp>regarded as Qualifying Days for the purpose of this Rule and SSP.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>20.4 Amount and Duration of Payment\u003C\u002Fh3>\n\n\u003Cp>(a) An operative who, during employment with an employer is absent from\nwork\u003C\u002Fp>\n\n\u003Cp>on account of sickness or injury shall, subject to satisfying all the\nconditions\u003C\u002Fp>\n\n\u003Cp>set out in this Rule, be paid the appropriate proportion of a weekly\namount\u003C\u002Fp>\n\n\u003Cp>specified by the Council for each Qualifying Day of incapacity for work.\u003C\u002Fp>\n\n\u003Cp>For this purpose, the appropriate proportion due for a day shall be the\u003C\u002Fp>\n\n\u003Cp>weekly rate divided by the number of qualifying days specified under WR.20.3\nabove.\u003C\u002Fp>\n\n\u003Cp>(b) During the first four continuous weeks of employment with a new\nemployer\u003C\u002Fp>\n\n\u003Cp>the operative shall be entitled to Statutory Sick Pay for absence which\nthe\u003C\u002Fp>\n\n\u003Cp>employer is satisfied is due to genuine sickness or injury.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>(c) After four continuous weeks of employment the operative shall be\nentitled\u003C\u002Fp>\n\n\u003Cp>to a total of four weeks’ Industry Sick Pay in addition to SSP in respect\nof\u003C\u002Fp>\n\n\u003Cp>absence that starts after these four weeks.\u003C\u002Fp>\n\n\u003Cp>(d) After 15 continuous weeks of employment the operative shall be entitled\nto a\u003C\u002Fp>\n\n\u003Cp>total of seven weeks’ Industry Sick Pay (ISP) in addition to SSP\n(inclusive of\u003C\u002Fp>\n\n\u003Cp>any ISP received in the previous 12 months) in respect of absence that\nstarts\u003C\u002Fp>\n\n\u003Cp>after these 15 weeks.\u003C\u002Fp>\n\n\u003Cp>(e) After 26 continuous weeks of employment the operative shall be entitled\nto\u003C\u002Fp>\n\n\u003Cp>a total of 10 weeks’ Industry Sick Pay (ISP) in addition to SSP (inclusive\nof\u003C\u002Fp>\n\n\u003Cp>any ISP received in the previous 12 months) in respect of absence that\nstarts\u003C\u002Fp>\n\n\u003Cp>after these 26 weeks.\u003C\u002Fp>\n\n\u003Cp>(f) This entitlement is based on a rolling 12 month period or single period\nof\u003C\u002Fp>\n\n\u003Cp>absence, whichever is the longer.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>20.5 Notification of Incapacity for Work\u003C\u002Fh3>\n\n\u003Cp>An operative shall not be entitled to payment under this Rule unless, during\nthe first\u003C\u002Fp>\n\n\u003Cp>Qualifying Day in the period of incapacity, the employer is notified that\nthe operative\u003C\u002Fp>\n\n\u003Cp>is unable to work due to sickness or injury and when the incapacity for work\nstarted.\u003C\u002Fp>\n\n\u003Cp>Thereafter the operative shall, at intervals not exceeding one week\nthroughout the\u003C\u002Fp>\n\n\u003Cp>whole period of absence, keep the employer informed of his continuing\nincapacity for\u003C\u002Fp>\n\n\u003Cp>work. Where the employer is notified later than this Rule requires, the\nemployer may\u003C\u002Fp>\n\n\u003Cp>nevertheless make payment under the Rule if satisfied that there was good\ncause for the delay.\u003C\u002Fp>\n\n\u003Ch3>20.6 Certification of Incapacity for Work\u003C\u002Fh3>\n\n\u003Cp>The whole period of absence from work shall be covered by a certificate\nor\u003C\u002Fp>\n\n\u003Cp>certificates of incapacity for work to the satisfaction of the employer. For\nthe first\u003C\u002Fp>\n\n\u003Cp>seven consecutive days of sickness absence, including weekends and public\u003C\u002Fp>\n\n\u003Cp>holidays, a self certificate will suffice for this purpose. Any additional\ndays of the\u003C\u002Fp>\n\n\u003Cp>same period of absence must be covered by a certificate or certificates\ngiven by a\u003C\u002Fp>\n\n\u003Cp>registered medical practitioner.\u003C\u002Fp>\n\n\u003Cp>Note: For the purpose of this paragraph a self certificate means a signed\nstatement\u003C\u002Fp>\n\n\u003Cp>made by the operative, in a form that is approved by the employer, that he\nhas been\u003C\u002Fp>\n\n\u003Cp>unable to work due to sickness\u002Finjury for the whole period specified in the\nstatement.\u003C\u002Fp>\n\n\u003Ch3>20.7 Qualifying Conditions for Payment\u003C\u002Fh3>\n\n\u003Cp>An operative shall not be entitled to the payment prescribed in this Rule\nunless the\u003C\u002Fp>\n\n\u003Cp>following conditions are satisfied:\u003C\u002Fp>\n\n\u003Cp>(a) That incapacity has been notified to the employer in accordance with\nWR.20.5 above.\u003C\u002Fp>\n\n\u003Cp>(b) That the requirements of WR.20.6 above to supply certificate(s) of\nincapacity\u003C\u002Fp>\n\n\u003Cp>for work have been complied with.\u003C\u002Fp>\n\n\u003Cp>(c) That the first three Qualifying Days (for which no payment shall be due)\nhave\u003C\u002Fp>\n\n\u003Cp>elapsed in each period of absence - subject to the SSP linking\nprovisions.\u003C\u002Fp>\n\n\u003Cp>(d) That none of the Qualifying Days concerned is a day of annual or\u003C\u002Fp>\n\n\u003Cp>public holiday granted in accordance with the provisions of this Working\nRule Agreement.\u003C\u002Fp>\n\n\u003Cp>(e) That the incapacity does not arise directly or indirectly from\ninsurrection\u003C\u002Fp>\n\n\u003Cp>or war, attempted suicide or self-inflicted injury, the operative’s own\u003C\u002Fp>\n\n\u003Cp>misconduct, any gainful occupation outside working hours or participation\nas\u003C\u002Fp>\n\n\u003Cp>a professional in sports or games.\u003C\u002Fp>\n\n\u003Cp>(f) That the limit of payment has not been reached.\u003C\u002Fp>\n\n\u003Ch3>20.8 Record of Absence\u003C\u002Fh3>\n\n\u003Cp>The employer shall be responsible for keeping records of absence and\npayments\u003C\u002Fp>\n\n\u003Cp>made to operatives under this Rule.\u003C\u002Fp>\n\n\u003Ch2>WR.21 BENEFIT SCHEMES\u003C\u002Fh2>\n\n\u003Ch3>21.1 Accident and Death Benefit\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>An operative is entitled to and the employer will provide insurance cover\nfor:\u003C\u002Fp>\n\n\u003Cp>(a) Accident injury in accordance with the table opposite as a result of an\ninjury\u003C\u002Fp>\n\n\u003Cp>(or injuries) sustained as a result of an accident at the place of work or\nan\u003C\u002Fp>\n\n\u003Cp>accident travelling to or from work:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Claim Type\u003C\u002Ftd>\n      \u003Ctd>Entitlement\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Loss of sight in both eyes\u003C\u002Ftd>\n      \u003Ctd>£30,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Loss of sight in one eye\u003C\u002Ftd>\n      \u003Ctd>£12,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Loss of hearing in one ear\u003C\u002Ftd>\n      \u003Ctd>£3,600\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Loss of hearing in both ears\u003C\u002Ftd>\n      \u003Ctd>£12,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Loss of hand or foot\u003C\u002Ftd>\n      \u003Ctd>£30,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Loss of arm or leg\u003C\u002Ftd>\n      \u003Ctd>£30,000£\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Loss of big toe\u003C\u002Ftd>\n      \u003Ctd>£1,600\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Loss of any other toe\u003C\u002Ftd>\n      \u003Ctd>£700\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Loss of thumb or index finger\u003C\u002Ftd>\n      \u003Ctd>£4,800\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Loss of any other finger\u003C\u002Ftd>\n      \u003Ctd>£1,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Total Disablement:\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>• lasting no less than 12 months\u003C\u002Ftd>\n      \u003Ctd>£3,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>• lasting no less than 24 months\u003C\u002Ftd>\n      \u003Ctd>£3,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>• that is permanent\u003C\u002Ftd>\n      \u003Ctd>£15,000*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>*Less any payment previously made in respect of the total disablement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(b) Death benefit of £32,500 and provided on a 24\u002F7 basis with cover\ndoubled\u003C\u002Fp>\n\n\u003Cp>to £65,000 if death occurs either at the place of work or travelling to or\nfrom\u003C\u002Fp>\n\n\u003Cp>work. Death benefit also covers operatives who have been continuously\u003C\u002Fp>\n\n\u003Cp>absent from any work since the cover ceased for a period of 2 years if\u003C\u002Fp>\n\n\u003Cp>unemployed or 3 years if incapacitated. The death benefit payable reduces\u003C\u002Fp>\n\n\u003Cp>depending on the period of absence.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(c) Employers must provide cover from the first day of employment, which\u003C\u002Fp>\n\n\u003Cp>includes all of the above features. Both Employee Accident Cover and\u003C\u002Fp>\n\n\u003Cp>Employee Life Cover are available from B&CE Holdings Ltd who can be\u003C\u002Fp>\n\n\u003Cp>contacted on 01293 586666.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(d) The above entitlements will be the subject of periodic review.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>21.2 Pension Scheme\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Under the provisions of the Pensions Act 2011 the government has from\nOctober\u003C\u002Fp>\n\n\u003Cp>2012 introduced new, statutory pensions requirements. The new provisions\nare\u003C\u002Fp>\n\n\u003Cp>being phased in over six years. The largest employers (those employing more\nthan\u003C\u002Fp>\n\n\u003Cp>120,000) were required to comply from October 2012 whereas (those with less\nthan\u003C\u002Fp>\n\n\u003Cp>30 employees) will not be required to comply until 2017 (depending on the\nemployers\u003C\u002Fp>\n\n\u003Cp>PAYE reference number). The precise date at which an employer is required\nto\u003C\u002Fp>\n\n\u003Cp>comply with the new provisions is known as the “staging date” and the\nrequirement\u003C\u002Fp>\n\n\u003Cp>will be for the employer to automatically enrol all eligible employees into\na qualifying\u003C\u002Fp>\n\n\u003Cp>pension scheme with both the employer and employee making at least the\nminimum\u003C\u002Fp>\n\n\u003Cp>specified contributions. The level of employer and employee contributions\nare\u003C\u002Fp>\n\n\u003Cp>planned to increase in 2018 and then again in 2019.\u003C\u002Fp>\n\n\u003Cp>As CIJC employers are of various sizes and will therefore have staging dates\nat\u003C\u002Fp>\n\n\u003Cp>different times it is necessary for the existing CIJC pension scheme\narrangements to\u003C\u002Fp>\n\n\u003Cp>be maintained alongside the new arrangements for employers to introduce at\ntheir\u003C\u002Fp>\n\n\u003Cp>“staging date”. A fully compliant workplace pension is available from\nB&CE Holdings\u003C\u002Fp>\n\n\u003Cp>Ltd who can be contacted on 01293 586666.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>21.3 Existing CIJC Pension Scheme Arrangements (prior to the\nemployer’s\u003C\u002Fh3>\n\n\u003Ch3>“staging date”)\u003C\u002Fh3>\n\n\u003Cp>An employer is required to make payment on behalf of an operative of such\namount\u003C\u002Fp>\n\n\u003Cp>or amounts as is promulgated from time to time by the relevant parties to\nthis\u003C\u002Fp>\n\n\u003Cp>agreement for the purpose of providing a retirement benefit. Such benefit is\nan\u003C\u002Fp>\n\n\u003Cp>entitlement under this agreement and the employer should normally make a\npayment\u003C\u002Fp>\n\n\u003Cp>of such amount to the B&CE EasyBuild Stakeholder Pension scheme.\nHowever, if\u003C\u002Fp>\n\n\u003Cp>the operative and the employer shall agree in writing, payment may be made\nto an\u003C\u002Fp>\n\n\u003Cp>alternative approved pension arrangement. In any event the parties shall not\nagree\u003C\u002Fp>\n\n\u003Cp>to contribute less than the minimum amounts promulgated.\u003C\u002Fp>\n\n\u003Cp>The current minimum employer contribution is £5.00 per week. Where the\noperative\u003C\u002Fp>\n\n\u003Cp>makes a contribution of between £5.01 and £10.00 per week the employer\nshall\u003C\u002Fp>\n\n\u003Cp>increase its contribution to match that of the operative up to a maximum of\n£10.00\u003C\u002Fp>\n\n\u003Cp>per week. Since 30th June 2008, employers are not required to make any\npension\u003C\u002Fp>\n\n\u003Cp>contribution for operatives who decline to make a personal pension\ncontribution of at\u003C\u002Fp>\n\n\u003Cp>least £5.00 per week. Prior to 30th June 2008 members who do not wish to\nmake a\u003C\u002Fp>\n\n\u003Cp>contribution, continue to receive a matching £5.00 per week employer\ncontribution.\u003C\u002Fp>\n\n\u003Ch3>21.4 New Pension Scheme Arrangements (effective from the employer’s\u003C\u002Fh3>\n\n\u003Ch3>“staging date”)\u003C\u002Fh3>\n\n\u003Cp>CIJC has nominated The People’s Pension provided by B&CE as the\npreferred\u003C\u002Fp>\n\n\u003Cp>pension scheme for operatives employed under CIJC terms. An industry wide\u003C\u002Fp>\n\n\u003Cp>scheme is important because of the transient nature of employment and the\naim to\u003C\u002Fp>\n\n\u003Cp>reduce the number of pension pots held by individuals. However, CIJC\nrecognises\u003C\u002Fp>\n\n\u003Cp>that it is ultimately for the employer to select a qualifying pension\narrangement and\u003C\u002Fp>\n\n\u003Cp>in the event that an employer utilises an alternative to The People’s\nPension the\u003C\u002Fp>\n\n\u003Cp>contribution levels and general arrangements in respect of pension provision\nshall be\u003C\u002Fp>\n\n\u003Cp>no less favorable than the following:\u003C\u002Fp>\n\n\u003Cp>(a) Operatives within the age range 22 up to State Pension Age who earn\nat\u003C\u002Fp>\n\n\u003Cp>least the auto-enrolment earnings trigger (as defined by Department of\nWork\u003C\u002Fp>\n\n\u003Cp>and Pensions) to be auto-enrolled. Those who fall outside of this criteria\nwill\u003C\u002Fp>\n\n\u003Cp>be allowed to opt-in if they wish.\u003C\u002Fp>\n\n\u003Cp>(b) The existing £5.00 per week employer contribution to be maintained\nduring\u003C\u002Fp>\n\n\u003Cp>Phase One (from the employers staging date until 5th April 2018) with\u003C\u002Fp>\n\n\u003Cp>employers making a higher level of contribution if required as a result of\nthe\u003C\u002Fp>\n\n\u003Cp>operatives’ level of earnings. Operatives to make a minimum £5.00 per\nweek\u003C\u002Fp>\n\n\u003Cp>contribution during Phase One and a higher level of contribution if\nrequired\u003C\u002Fp>\n\n\u003Cp>as a result of the operatives’ level of earnings.\u003C\u002Fp>\n\n\u003Cp>(c) Contribution to be based on Qualifying Earnings as determined by\u003C\u002Fp>\n\n\u003Cp>Department of Work and Pensions.\u003C\u002Fp>\n\n\u003Cp>(d) Operatives who currently receive a £5.00 per week employer\ncontribution\u003C\u002Fp>\n\n\u003Cp>but make no personal contribution and decide to opt-out and therefore do\u003C\u002Fp>\n\n\u003Cp>not make a personal contribution of at least £5.00 per week shall continue\nto\u003C\u002Fp>\n\n\u003Cp>receive the existing £5.00 per week employer contribution.\u003C\u002Fp>\n\n\u003Cp>(e) Operatives who currently neither receive an employer contribution nor\nmake\u003C\u002Fp>\n\n\u003Cp>a personal contribution and decide to opt-out shall not be eligible to\nreceive\u003C\u002Fp>\n\n\u003Cp>any employer contributions.\u003C\u002Fp>\n\n\u003Cp>(f) Operatives who currently make a personal contribution of between £5.01\nand\u003C\u002Fp>\n\n\u003Cp>£10.00 per week and while they continue to do so shall receive a\nmatching\u003C\u002Fp>\n\n\u003Cp>employer contribution.\u003C\u002Fp>\n\n\u003Cp>(g) An operative who has opted-out of the new pension arrangements may,\nat\u003C\u002Fp>\n\n\u003Cp>any time decide to opt in and providing such operative makes a minimum\u003C\u002Fp>\n\n\u003Cp>£5.00 per week personal contribution will receive an equal matched\u003C\u002Fp>\n\n\u003Cp>contribution from the employer up to a maximum of £10 per week.\u003C\u002Fp>\n\n\u003Cp>(h) An operative may, at any time, decide to increase their personal\nweekly\u003C\u002Fp>\n\n\u003Cp>contribution from £5.00 up to £10.00 per week in which event such\noperative\u003C\u002Fp>\n\n\u003Cp>will receive a matching contribution from the employer.\u003C\u002Fp>\n\n\u003Cp>(i) An operative may choose to make a personal contribution of any amount\u003C\u002Fp>\n\n\u003Cp>above £10.00 per week. In such circumstances the employer’s\ncontribution\u003C\u002Fp>\n\n\u003Cp>will be limited to £10.00 per week.\u003C\u002Fp>\n\n\u003Cp>(j) As an objective newly employed eligible operatives should be\nauto-enrolled\u003C\u002Fp>\n\n\u003Cp>within 6 weeks of commencing employment.\u003C\u002Fp>\n\n\u003Cp>(k) Under the regulations an operative may choose to opt-out or cease\u003C\u002Fp>\n\n\u003Cp>contributing at any time in the future in which case such operative shall\nnot\u003C\u002Fp>\n\n\u003Cp>be entitled to receive any employer contributions.\u003C\u002Fp>\n\n\u003Cp>The above arrangements are intended to be generally superior to the\nminimum\u003C\u002Fp>\n\n\u003Cp>statutory provisions. However, nothing within the above shall diminish or\ndetract from\u003C\u002Fp>\n\n\u003Cp>the operative’s statutory entitlements.\u003C\u002Fp>\n\n\u003Cp>The above arrangements shall apply during Phase One of the new\nregulations.\u003C\u002Fp>\n\n\u003Cp>There will be subsequent phases of the new regulations and new arrangements\nwill then apply.\u003C\u002Fp>\n\n\u003Ch2>WR.22 GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Ch3>22.1 Procedure\u003C\u002Fh3>\n\n\u003Cp>Grievances are concerns, problems or complaints that operatives raise with\ntheir\u003C\u002Fp>\n\n\u003Cp>employers. Any issue which may give rise to or has given rise to a\ngrievance\u003C\u002Fp>\n\n\u003Cp>(including issues related to discipline) affecting the employer’s\nworkplace and\u003C\u002Fp>\n\n\u003Cp>operatives employed by that employer at that workplace shall be dealt with\nin\u003C\u002Fp>\n\n\u003Cp>accordance with the following procedure.\u003C\u002Fp>\n\n\u003Cp>Operatives should aim to resolve most grievances informally with their line\nmanager.\u003C\u002Fp>\n\n\u003Cp>This has advantages for all work places, particularly where there might be a\nclose\u003C\u002Fp>\n\n\u003Cp>working relationship between a manager and operative. It also allows for\nproblems to\u003C\u002Fp>\n\n\u003Cp>be resolved quickly.\u003C\u002Fp>\n\n\u003Cp>If appropriate the employer should give consideration to the use of\nmediation to\u003C\u002Fp>\n\n\u003Cp>assist in resolving the matter.\u003C\u002Fp>\n\n\u003Cp>If a grievance cannot be settled informally, or the matter is considered\nsufficiently\u003C\u002Fp>\n\n\u003Cp>serious, the following procedure should be followed:\u003C\u002Fp>\n\n\u003Cp>Step 1\u003C\u002Fp>\n\n\u003Cp>The operative must write to the employer setting out the details of the\ngrievance or complaint.\u003C\u002Fp>\n\n\u003Cp>Step 2\u003C\u002Fp>\n\n\u003Cp>The employer must investigate the allegations detailed in writing by the\noperative and\u003C\u002Fp>\n\n\u003Cp>arrange a meeting with the operative at the earliest practicable\nopportunity.\u003C\u002Fp>\n\n\u003Cp>The employer shall arrange a meeting and advise the operative of the right\nto be\u003C\u002Fp>\n\n\u003Cp>accompanied at the meeting by either a trade union representative or work\ncolleague (WR.22.3).\u003C\u002Fp>\n\n\u003Cp>Where possible, the employer should allow a companion to have a say in the\ndate\u003C\u002Fp>\n\n\u003Cp>and time of the hearing. If the companion cannot attend on a proposed date,\nthe\u003C\u002Fp>\n\n\u003Cp>operative can suggest an alternative time and date so long as it is\nreasonable and it\u003C\u002Fp>\n\n\u003Cp>is not more than five working days after the original date.\u003C\u002Fp>\n\n\u003Cp>Step 3\u003C\u002Fp>\n\n\u003Cp>Following the meeting the employer shall write to the operative with a\ndecision on\u003C\u002Fp>\n\n\u003Cp>their grievance and notify the operative of the right of appeal against that\ndecision if\u003C\u002Fp>\n\n\u003Cp>the operative is not satisfied with it.\u003C\u002Fp>\n\n\u003Ch3>22.2 Appeals\u003C\u002Fh3>\n\n\u003Cp>Step 1\u003C\u002Fp>\n\n\u003Cp>If the operative wishes to appeal against the employer’s decision then the\noperative\u003C\u002Fp>\n\n\u003Cp>must write to the employer within five working days of the operative\nreceiving the\u003C\u002Fp>\n\n\u003Cp>employer’s written decision.\u003C\u002Fp>\n\n\u003Cp>Step 2\u003C\u002Fp>\n\n\u003Cp>The employer shall arrange a meeting at a time, date and place convenient to\nthe\u003C\u002Fp>\n\n\u003Cp>operative and advise the operative of the right to be accompanied at the\nmeeting\u003C\u002Fp>\n\n\u003Cp>by either a trade union representative or work colleague (WR.22.3). As far\nas is\u003C\u002Fp>\n\n\u003Cp>reasonably practicable the appeal should be with the most senior\nappropriate\u003C\u002Fp>\n\n\u003Cp>manager\u002Fdirector who has not previously been involved in the matter.\u003C\u002Fp>\n\n\u003Cp>Step 3\u003C\u002Fp>\n\n\u003Cp>Following the meeting the employer shall write to the operative with a\ndecision on the\u003C\u002Fp>\n\n\u003Cp>grievance, which shall be regarded as the final stage of the grievance\nprocedure.\u003C\u002Fp>\n\n\u003Ch3>22.3 The Accompanying Person (The Companion)\u003C\u002Fh3>\n\n\u003Cp>Accompanying an operative at a grievance hearing is a serious\nresponsibility\u003C\u002Fp>\n\n\u003Cp>and the companion is entitled to a reasonable amount of paid time off to\nfulfil\u003C\u002Fp>\n\n\u003Cp>this responsibility. The time off should not only cover the hearing but also\nallow a\u003C\u002Fp>\n\n\u003Cp>reasonable amount of time to become familiar with the case and confer with\nthe\u003C\u002Fp>\n\n\u003Cp>operative before the hearing. The operative must inform the employer in\nadvance of\u003C\u002Fp>\n\n\u003Cp>the hearing of the identity of the proposed companion.\u003C\u002Fp>\n\n\u003Cp>Companions have an important role to play in supporting the operative and\nshould\u003C\u002Fp>\n\n\u003Cp>be allowed to participate as fully as possible in the hearing in order\nto:\u003C\u002Fp>\n\n\u003Cp>• Put the operative’s case\u003C\u002Fp>\n\n\u003Cp>• Sum up the operative’s case\u003C\u002Fp>\n\n\u003Cp>• Respond on the operative’s behalf to any view expressed at the\nhearing.\u003C\u002Fp>\n\n\u003Cp>The companion may confer privately with the operative, either in the hearing\nroom or\u003C\u002Fp>\n\n\u003Cp>outside. The companion has no right to answer questions on the operative’s\nbehalf.\u003C\u002Fp>\n\n\u003Ch3>22.4 Raising a Grievance\u003C\u002Fh3>\n\n\u003Cp>Setting out a grievance in writing is not easy – especially for those\noperatives whose\u003C\u002Fp>\n\n\u003Cp>first language is not English or have difficulty expressing themselves on\npaper. In\u003C\u002Fp>\n\n\u003Cp>these circumstances the operative should be encouraged to seek help, for\nexample\u003C\u002Fp>\n\n\u003Cp>from a work colleague or a trade union representative. Under the\nDisciplinary\u003C\u002Fp>\n\n\u003Cp>Discrimination Act 1995 employers are required to make reasonable\nadjustments\u003C\u002Fp>\n\n\u003Cp>which may include assisting operatives to formulate a written grievance if\nthey are\u003C\u002Fp>\n\n\u003Cp>unable to do so themselves because of a disability.\u003C\u002Fp>\n\n\u003Ch3>22.5 Collective Grievances or Disputes\u003C\u002Fh3>\n\n\u003Cp>Any issue which may give rise to or has given rise to a written grievance\ninvolving\u003C\u002Fp>\n\n\u003Cp>more than one operative or interpretation of the Working Rule Agreement\naffecting\u003C\u002Fp>\n\n\u003Cp>the employer’s workplace and operatives employed by the employer at\nthat\u003C\u002Fp>\n\n\u003Cp>workplace shall be dealt with in accordance with the following procedure.\u003C\u002Fp>\n\n\u003Cp>There shall be no stoppage of work, either partial or general, including a\ngo-slow,\u003C\u002Fp>\n\n\u003Cp>strike, lock out or any other kind of disruption or restriction in output or\ndeparture\u003C\u002Fp>\n\n\u003Cp>from normal working, in relation to any grievance unless the grievance\nprocedure has\u003C\u002Fp>\n\n\u003Cp>been fully used and exhausted at all levels.\u003C\u002Fp>\n\n\u003Cp>Every effort should be made by all concerned to resolve any issue at the\nearliest\u003C\u002Fp>\n\n\u003Cp>stage. To assist in the speedy resolution of a collective grievance the\nmatter should\u003C\u002Fp>\n\n\u003Cp>be referred to a steward, if appointed, or a full time trade union\nrepresentative where\u003C\u002Fp>\n\n\u003Cp>no steward is appointed.\u003C\u002Fp>\n\n\u003Cp>A written record shall be kept of meetings held and conclusions reached or\ndecisions\u003C\u002Fp>\n\n\u003Cp>taken. The appropriate management or trade union representative should\nindicate\u003C\u002Fp>\n\n\u003Cp>at each stage of the procedure when a response to questions arising is\nlikely to be\u003C\u002Fp>\n\n\u003Cp>given, which should be as quickly as practicable.\u003C\u002Fp>\n\n\u003Cp>Stage 1\u003C\u002Fp>\n\n\u003Cp>If the matter then remains unresolved, and has not already been referred to\na\u003C\u002Fp>\n\n\u003Cp>full time trade union representative, the shop steward shall report the\nmatter to\u003C\u002Fp>\n\n\u003Cp>the appropriate full time trade union representative who shall, if he\nconsiders it\u003C\u002Fp>\n\n\u003Cp>appropriate, pursue any outstanding issue with the employer or his nominee.\nThe\u003C\u002Fp>\n\n\u003Cp>employer shall be advised in writing of the issue(s).\u003C\u002Fp>\n\n\u003Cp>Stage 2\u003C\u002Fp>\n\n\u003Cp>Failing resolution of the issue at stage 1 and within 28 days or such\nfurther period\u003C\u002Fp>\n\n\u003Cp>as may be agreed between the parties, the full time local union\nrepresentative shall\u003C\u002Fp>\n\n\u003Cp>report the matter up to the appropriate senior full time union\nrepresentative and to an\u003C\u002Fp>\n\n\u003Cp>appropriate representative of the employer. Such senior trade union\nrepresentative,\u003C\u002Fp>\n\n\u003Cp>if there are good grounds for so doing, shall pursue the issue with the\nappropriate\u003C\u002Fp>\n\n\u003Cp>representative of the employer.\u003C\u002Fp>\n\n\u003Cp>Where a collective grievance reaches this stage it would be appropriate for\neach\u003C\u002Fp>\n\n\u003Cp>party to notify the appropriate CIJC joint secretary of the grievance.\u003C\u002Fp>\n\n\u003Cp>Stage 3\u003C\u002Fp>\n\n\u003Cp>Failing resolution of the issue at stage 2 and within 28 days, or such\nfurther period as\u003C\u002Fp>\n\n\u003Cp>may be agreed between the parties, the senior trade union representative\nconcerned\u003C\u002Fp>\n\n\u003Cp>shall, if it is decided to pursue the matter further, put the issue in\nwriting to the\u003C\u002Fp>\n\n\u003Cp>employer and it is the duty of such representative and\u002For the employer to\nsubmit the\u003C\u002Fp>\n\n\u003Cp>matter, as quickly as practicable, to the Council for settlement.\u003C\u002Fp>\n\n\u003Cp>The decisions of the Council shall be accepted and implemented by all\nconcerned.\u003C\u002Fp>\n\n\u003Ch2>WR.23 DISCIPLINARY PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>It is recognised that, in order to maintain high standards of efficiency,\nsafety, quality\u003C\u002Fp>\n\n\u003Cp>and good morale, the employer has the right to discipline any operative:\u003C\u002Fp>\n\n\u003Cp>• who fails to perform his or her duties and responsibilities competently\nand in\u003C\u002Fp>\n\n\u003Cp>accordance with the instructions of the employer; and\u002For\u003C\u002Fp>\n\n\u003Cp>• whose behaviour is unsatisfactory; and\u002For\u003C\u002Fp>\n\n\u003Cp>• who fails to make appropriate use of the disputes’ procedure for the\nresolution of\u003C\u002Fp>\n\n\u003Cp>questions arising without recourse to strike or other industrial action.\u003C\u002Fp>\n\n\u003Cp>It is equally recognised that the employer must exercise this right with\nfairness and care.\u003C\u002Fp>\n\n\u003Cp>Cases of minor misconduct or unsatisfactory performance are usually best\ndealt with\u003C\u002Fp>\n\n\u003Cp>informally. A quiet word is often all that is required to improve an\noperative’s conduct\u003C\u002Fp>\n\n\u003Cp>or performance. The informal approach may be particularly helpful in small\nfirms,\u003C\u002Fp>\n\n\u003Cp>where problems can be dealt with quickly and confidentially. There will,\nhowever, be\u003C\u002Fp>\n\n\u003Cp>situations where matters are more serious or where an informal approach has\nbeen\u003C\u002Fp>\n\n\u003Cp>tried and is not working.\u003C\u002Fp>\n\n\u003Cp>If informal action does not bring about an improvement, or the misconduct\nor\u003C\u002Fp>\n\n\u003Cp>unsatisfactory performance is considered to be too serious to be classed as\nminor,\u003C\u002Fp>\n\n\u003Cp>the employer should provide the operative with a clear signal of their\ndissatisfaction\u003C\u002Fp>\n\n\u003Cp>by taking formal action as follows:-\u003C\u002Fp>\n\n\u003Cp>Note: The employer will not take any disciplinary action before carrying out\na full\u003C\u002Fp>\n\n\u003Cp>investigation into the matter for which the disciplinary hearing is to be\nheld.\u003C\u002Fp>\n\n\u003Cp>If appropriate the employer should give consideration to the use of\nmediation to\u003C\u002Fp>\n\n\u003Cp>assist in resolving the matter.\u003C\u002Fp>\n\n\u003Cp>Where there is cause to take disciplinary action, the employer will give the\noperative\u003C\u002Fp>\n\n\u003Cp>adequate written notice of the date, time and place of the disciplinary\nhearing. The notice\u003C\u002Fp>\n\n\u003Cp>must contain details of the complaint against the operative and advise of\nthe right to be\u003C\u002Fp>\n\n\u003Cp>accompanied at the hearing or appeal stage by either a trade union\nrepresentative or a\u003C\u002Fp>\n\n\u003Cp>work colleague (WR.23.7). Prior to the disciplinary hearing the operative\nshould be given\u003C\u002Fp>\n\n\u003Cp>copies of any documents that will be produced at the hearing.\u003C\u002Fp>\n\n\u003Cp>Where possible, the employer should allow a companion to have a say in the\ndate\u003C\u002Fp>\n\n\u003Cp>and time of the hearing. If the companion cannot attend on a proposed date,\nthe\u003C\u002Fp>\n\n\u003Cp>operative can suggest an alternative time and date so long as it is\nreasonable and it\u003C\u002Fp>\n\n\u003Cp>is not more than five working days after the original date.\u003C\u002Fp>\n\n\u003Cp>Discipline shall normally be applied in accordance with the following\nprocedure:\u003C\u002Fp>\n\n\u003Ch3>23.1 Disciplinary Action and Stages\u003C\u002Fh3>\n\n\u003Cp>Disciplinary action will comprise the following stages unless WR.23.4 is\napplicable:\u003C\u002Fp>\n\n\u003Cp>(a) a written warning,\u003C\u002Fp>\n\n\u003Cp>(b) a final written warning,\u003C\u002Fp>\n\n\u003Cp>(c) dismissal,\u003C\u002Fp>\n\n\u003Cp>(d) following each of the above stages the employer will notify the\noperative of\u003C\u002Fp>\n\n\u003Cp>the decision in writing including the right of appeal under WR.23.3,\u003C\u002Fp>\n\n\u003Cp>(e) the employer shall deal with disciplinary matters without undue\ndelay,\u003C\u002Fp>\n\n\u003Cp>(f) where an operative has been accompanied at a disciplinary or appeal\u003C\u002Fp>\n\n\u003Cp>hearing by a trade union representative the employer shall provide the\u003C\u002Fp>\n\n\u003Cp>representative or the trade union with a copy of any letter of warning or\u003C\u002Fp>\n\n\u003Cp>dismissal providing the operative gives express permission.\u003C\u002Fp>\n\n\u003Ch3>23.2 Duration of Warnings\u003C\u002Fh3>\n\n\u003Cp>Warnings will normally be discarded after six months in the case of a\nwritten warning\u003C\u002Fp>\n\n\u003Cp>and 12 months in the case of a final written warning.\u003C\u002Fp>\n\n\u003Ch3>23.3 Right of Appeal\u003C\u002Fh3>\n\n\u003Cp>The operative shall be advised of the right of appeal at every stage of the\nprocedure.\u003C\u002Fp>\n\n\u003Cp>Where the employer’s organisational structure allows, the appeal should be\nheard\u003C\u002Fp>\n\n\u003Cp>by a senior manager\u002Fdirector of the employer who has not been involved in\nthe\u003C\u002Fp>\n\n\u003Cp>disciplinary procedure. The request for an appeal must be made in writing\nwithin five\u003C\u002Fp>\n\n\u003Cp>working days of the date of the disciplinary decision. The employer will\ninform the\u003C\u002Fp>\n\n\u003Cp>operative of the final decision in writing.\u003C\u002Fp>\n\n\u003Ch3>23.4 Serious Misconduct\u003C\u002Fh3>\n\n\u003Cp>In exceptional circumstances and if the matter is sufficiently serious, a\nfinal written\u003C\u002Fp>\n\n\u003Cp>warning may be issued in the first instance.\u003C\u002Fp>\n\n\u003Ch3>23.5 Gross Misconduct\u003C\u002Fh3>\n\n\u003Cp>23.5.1 In certain circumstances the conduct may be so serious as to be\nreferred\u003C\u002Fp>\n\n\u003Cp>to as gross misconduct. In such circumstances the first two stages of the\u003C\u002Fp>\n\n\u003Cp>disciplinary procedure, written warning and final written warning, may be\u003C\u002Fp>\n\n\u003Cp>omitted and the operative may be summarily dismissed without notice or\u003C\u002Fp>\n\n\u003Cp>pay in lieu of notice, but only after following a fair disciplinary process\nin line\u003C\u002Fp>\n\n\u003Cp>with the ACAS Code of Practice. The employer will notify the operative of\nthe\u003C\u002Fp>\n\n\u003Cp>alleged gross misconduct in writing and arrange a disciplinary hearing.\nAlso\u003C\u002Fp>\n\n\u003Cp>the employer will advise the operative of his right to be accompanied at\nthe\u003C\u002Fp>\n\n\u003Cp>disciplinary hearing or appeal stage by either a trade union representative\nor\u003C\u002Fp>\n\n\u003Cp>a work colleague (WR.23.7).\u003C\u002Fp>\n\n\u003Cp>23.5.2 Set out below is a list, although not exhaustive, of behaviour, which\nwill be\u003C\u002Fp>\n\n\u003Cp>considered by the employer to be gross misconduct:\u003C\u002Fp>\n\n\u003Cp>• being under the influence of alcohol or other stimulants or illicit\ndrugs\u003C\u002Fp>\n\n\u003Cp>during working hours,\u003C\u002Fp>\n\n\u003Cp>• physical violence – actual or threatened,\u003C\u002Fp>\n\n\u003Cp>• violent, disorderly or indecent conduct,\u003C\u002Fp>\n\n\u003Cp>• deliberate damage to property,\u003C\u002Fp>\n\n\u003Cp>• theft, fraud or falsification of company records, documents or time\nsheets,\u003C\u002Fp>\n\n\u003Cp>• serious breach of confidence (subject to the Public Interest Disclosure\nlegislation)\u003C\u002Fp>\n\n\u003Cp>• removal from company sites or other premises of property belonging to\u003C\u002Fp>\n\n\u003Cp>the company, fellow operative, client, sub-contractor, supplier or other\u003C\u002Fp>\n\n\u003Cp>without the approval of the employer,\u003C\u002Fp>\n\n\u003Cp>• serious breach of the employer’s safety policy, rules or\nregulations,\u003C\u002Fp>\n\n\u003Cp>• bringing the employer into serious disrepute,\u003C\u002Fp>\n\n\u003Cp>• acts of incitement to or actual acts of discrimination on grounds\u003C\u002Fp>\n\n\u003Cp>of sex, race, religion, belief, colour, ethnic origin, disability, age or\u003C\u002Fp>\n\n\u003Cp>sexual orientation.\u003C\u002Fp>\n\n\u003Cp>• serious bullying or harassment,\u003C\u002Fp>\n\n\u003Cp>• serious carelessness resulting in loss or damage – or potential\nloss\u003C\u002Fp>\n\n\u003Cp>or damage,\u003C\u002Fp>\n\n\u003Cp>• serious insubordination,\u003C\u002Fp>\n\n\u003Cp>• misuse of the employer’s or client’s property or name.\u003C\u002Fp>\n\n\u003Cp>23.5.3 Summary dismissal means termination of employment without notice\nor\u003C\u002Fp>\n\n\u003Cp>pay in lieu of notice. In circumstances where a gross misconduct is\nalleged\u003C\u002Fp>\n\n\u003Cp>to have occurred the operative will be suspended on full pay whilst an\u003C\u002Fp>\n\n\u003Cp>investigation is carried out prior to a disciplinary hearing.\u003C\u002Fp>\n\n\u003Ch3>23.6 Shop Stewards\u003C\u002Fh3>\n\n\u003Cp>Where it is proposed to take disciplinary action against a duly appointed\nShop\u003C\u002Fp>\n\n\u003Cp>Steward, or other trade union official then, before doing so, the employer\nshall notify\u003C\u002Fp>\n\n\u003Cp>the appropriate full time official of the trade union concerned.\u003C\u002Fp>\n\n\u003Ch3>23.7 The Accompanying Person (The Companion)\u003C\u002Fh3>\n\n\u003Cp>Accompanying an operative at a disciplinary hearing is a serious\nresponsibility\u003C\u002Fp>\n\n\u003Cp>and the companion is entitled to a reasonable amount of paid time off to\nfulfil\u003C\u002Fp>\n\n\u003Cp>this responsibility. The time off should not only cover the hearing but also\nallow a\u003C\u002Fp>\n\n\u003Cp>reasonable amount of time to become familiar with the case and confer with\nthe\u003C\u002Fp>\n\n\u003Cp>operative before the hearing. The operative must inform the employer in\nadvance of\u003C\u002Fp>\n\n\u003Cp>the hearing of the identity of the proposed companion.\u003C\u002Fp>\n\n\u003Cp>Companions have an important role to play in supporting the operative and\nshould\u003C\u002Fp>\n\n\u003Cp>be allowed to participate as fully as possible the hearing in order to:\u003C\u002Fp>\n\n\u003Cp>• Put the operative’s case\u003C\u002Fp>\n\n\u003Cp>• Sum up the operative’s case\u003C\u002Fp>\n\n\u003Cp>• Respond on the operative’s behalf to any view expressed at the\nhearing.\u003C\u002Fp>\n\n\u003Cp>The companion may confer privately with the operative, either in the hearing\nroom or\u003C\u002Fp>\n\n\u003Cp>outside. The companion has no right to answer questions on the operative’s\nbehalf.\u003C\u002Fp>\n\n\u003Ch2>WR.24 TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Ch3>24.1 Employer notice to Operative\u003C\u002Fh3>\n\n\u003Cp>The employment may be terminated at any time by mutual consent which\nshould\u003C\u002Fp>\n\n\u003Cp>preferably be expressed in writing.\u003C\u002Fp>\n\n\u003Cp>All outstanding wages including holiday pay are to be paid at the expiration\nof the\u003C\u002Fp>\n\n\u003Cp>period of notice and the employee advised of his entitlement to PAYE\ncertificates or,\u003C\u002Fp>\n\n\u003Cp>in lieu thereof, a written statement that they will be forwarded as soon as\npossible.\u003C\u002Fp>\n\n\u003Cp>The minimum period of notice of termination of employment that an employer\nshall\u003C\u002Fp>\n\n\u003Cp>give to an employee is:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>a\u003C\u002Ftd>\n      \u003Ctd>During the first month\u003C\u002Ftd>\n      \u003Ctd>One days’ notice\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>After one months’ continuous employment but less than two\n        years\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>One weeks’ notice\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>After two years’ continuous employment but less than 12 years\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>One weeks’ notice for each full year of continuous employment\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>d\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>12 years’ continuous employment or more\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>12 weeks’ notice\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>24.2 Operative notice to Employer\u003C\u002Fp>\n\n\u003Cp>The minimum period of notice of termination of employment that an employee\nshall\u003C\u002Fp>\n\n\u003Cp>give an employer is:\u003C\u002Fp>\n\n\u003Cp>(a) During the first month - one day’s notice\u003C\u002Fp>\n\n\u003Cp>(b) After one month’s continuous employment - one week’s notice.\u003C\u002Fp>\n\n\u003Ch2>WR.25 TRADE UNIONS\u003C\u002Fh2>\n\n\u003Ch3>25.1 \u003C\u002Fh3>\n\n\u003Cp>The Employers’ Organisations recognise the Signatory Trade Unions within\nthe\u003C\u002Fp>\n\n\u003Cp>Construction Industry Joint Council for the purposes of collective\nbargaining. Both\u003C\u002Fp>\n\n\u003Cp>parties are fully committed to the Working Rule Agreement and strongly urge\nemployers to:\u003C\u002Fp>\n\n\u003Cp>(a) recognise the trade unions who are signatories to the Agreement;\u003C\u002Fp>\n\n\u003Cp>(b) ensure that all operatives are in the direct employment of the company\nor\u003C\u002Fp>\n\n\u003Cp>its sub contractors and are engaged under the terms and conditions of the\u003C\u002Fp>\n\n\u003Cp>Working Rule Agreement.\u003C\u002Fp>\n\n\u003Ch3>25.2 Deduction of Union Subscriptions\u003C\u002Fh3>\n\n\u003Cp>When requested by a Signatory Trade Union, employers should provide\nfacilities for the\u003C\u002Fp>\n\n\u003Cp>deduction of union subscriptions (check-off) from the pay of trade union\nmembers.\u003C\u002Fp>\n\n\u003Ch3>25.3 Full Time Trade Union Official\u003C\u002Fh3>\n\n\u003Cp>A full time official of a trade union which is party to the Agreement shall\nbe entitled,\u003C\u002Fp>\n\n\u003Cp>by prior arrangement with the employer’s site manager or other senior\nrepresentative\u003C\u002Fp>\n\n\u003Cp>in charge and on presenting his credentials, to visit a workplace to carry\nout trade\u003C\u002Fp>\n\n\u003Cp>union duties and to see that the Working Rule Agreement is being properly\nobserved.\u003C\u002Fp>\n\n\u003Ch3>25.4 Trade Union Shop Steward\u003C\u002Fh3>\n\n\u003Cp>An operative is eligible for appointment as a Steward on completion of not\nless than\u003C\u002Fp>\n\n\u003Cp>four weeks’ continuous work in the employment of the employer. Where an\noperative\u003C\u002Fp>\n\n\u003Cp>has been properly appointed as a Steward in accordance with the rules of his\ntrade\u003C\u002Fp>\n\n\u003Cp>union (being a trade union signatory to the Agreement) and issued with\nwritten\u003C\u002Fp>\n\n\u003Cp>credentials by the trade union concerned, the trade union shall notify the\nemployer’s\u003C\u002Fp>\n\n\u003Cp>site manager or other senior representative of the appointment, for formal\nrecognition\u003C\u002Fp>\n\n\u003Cp>by the employer of the Steward. On completion of this procedure the\nemployer\u003C\u002Fp>\n\n\u003Cp>will recognise the Steward, unless the employer has any objection to\ngranting\u003C\u002Fp>\n\n\u003Cp>recognition, in which case he shall immediately notify the trade union with\na view to resolving the question.\u003C\u002Fp>\n\n\u003Cp>An employer shall not be required to recognise for the purposes of\nrepresentation\u003C\u002Fp>\n\n\u003Cp>more than one officially accredited Steward for each trade or trade union at\nany one site or workplace.\u003C\u002Fp>\n\n\u003Ch3>25.5 Convenor Steward\u003C\u002Fh3>\n\n\u003Cp>Where it is jointly agreed by the employer and the trade unions, having\nregard to the\u003C\u002Fp>\n\n\u003Cp>number of operatives employed by the employer at the workplace and\u002For the\nsize of\u003C\u002Fp>\n\n\u003Cp>the workplace, the recognised trade unions may appoint a Convenor Steward,\nwho\u003C\u002Fp>\n\n\u003Cp>should normally be in the employ of the main contractor from among the\nStewards\u003C\u002Fp>\n\n\u003Cp>and such appointment shall be confirmed in writing by the Operatives’\nside. On\u003C\u002Fp>\n\n\u003Cp>completion of this procedure the employer will recognise the Convenor\nSteward,\u003C\u002Fp>\n\n\u003Cp>unless the employer has any objection to granting recognition in which case\nhe shall\u003C\u002Fp>\n\n\u003Cp>immediately notify the trade union with a view to resolving the question.\u003C\u002Fp>\n\n\u003Ch3>25.6 Duties and Responsibilities of Stewards and Convenor Stewards.\u003C\u002Fh3>\n\n\u003Cp>25.6.1 Duties of the Shop Stewards shall be:\u003C\u002Fp>\n\n\u003Cp>(a) To represent the members of their trade union engaged on the site \u002F\nfactory \u002F depot,\u003C\u002Fp>\n\n\u003Cp>(b) to ensure that the Working Rule Agreement is observed,\u003C\u002Fp>\n\n\u003Cp>(c) to recruit members on the site \u002F factory \u002F depot into a signatory trade\nunion,\u003C\u002Fp>\n\n\u003Cp>(d) to participate in the Grievance Procedure at the appropriate stage under\nWR.22,\u003C\u002Fp>\n\n\u003Cp>(e) to assist in the resolution of disputes in accordance with the\nWorking\u003C\u002Fp>\n\n\u003Cp>Rule Agreement.\u003C\u002Fp>\n\n\u003Cp>25.6.2 Duties of the Convenor Steward, in addition to those set out in\nWR.25.6.1, shall be:\u003C\u002Fp>\n\n\u003Cp>(a) to represent the operatives on matters concerning members of more than\none trade union,\u003C\u002Fp>\n\n\u003Cp>(b) to co-operate with management and to assist individual Shop Stewards,\u003C\u002Fp>\n\n\u003Cp>(c) to ensure that disputes are resolved by negotiation in accordance with\nthe Working Rule Agreement.\u003C\u002Fp>\n\n\u003Cp>25.6.3 No Steward or Convenor Steward shall leave their place of work to\nconduct\u003C\u002Fp>\n\n\u003Cp>trade union business without the prior permission of their immediate\nsupervisor.\u003C\u002Fp>\n\n\u003Cp>Such permission should not be unreasonably withheld but should only be\ngiven\u003C\u002Fp>\n\n\u003Cp>where such business is urgent and relevant to the site, factory or shop.\u003C\u002Fp>\n\n\u003Ch3>25.7 Steward Training\u003C\u002Fh3>\n\n\u003Cp>To assist them in carrying out their functions, Shop Stewards will be\nallowed\u003C\u002Fp>\n\n\u003Cp>reasonable release to attend training courses approved by their trade\nunion.\u003C\u002Fp>\n\n\u003Ch3>25.8 Steward Facilities\u003C\u002Fh3>\n\n\u003Cp>Management shall give recognised trade union officials and\u002For convenor\nstewards\u003C\u002Fp>\n\n\u003Cp>reasonable facilities for exercising their proper duties and functions.\nThese facilities,\u003C\u002Fp>\n\n\u003Cp>which must not be unreasonably withheld, must not be abused. The facilities\nshould\u003C\u002Fp>\n\n\u003Cp>include use of a meeting room, access to a telephone and the use of a\nnotice\u003C\u002Fp>\n\n\u003Cp>board on site. If the Convenor Steward so requests, the employer shall\nprovide him\u003C\u002Fp>\n\n\u003Cp>regularly with the names of operatives newly engaged by that contractor for\nwork on\u003C\u002Fp>\n\n\u003Cp>that site, factory or depot.\u003C\u002Fp>\n\n\u003Ch3>25.9 Meetings\u003C\u002Fh3>\n\n\u003Cp>Meetings of operatives, stewards or convenor stewards may be held during\nworking\u003C\u002Fp>\n\n\u003Cp>hours only with the prior consent of Management.\u003C\u002Fp>\n\n\u003Ch3>25.10 Blacklisting\u003C\u002Fh3>\n\n\u003Cp>The CIJC does not condone any form of blacklisting of any worker.\u003C\u002Fp>\n\n\u003Ch2>WR.26 SCAFFOLDERS\u003C\u002Fh2>\n\n\u003Cp>The following provisions are to be read in conjunction with the provisions\nof the\u003C\u002Fp>\n\n\u003Cp>Construction Industry Scaffolders Record Scheme (CISRS) General\nInformation\u003C\u002Fp>\n\n\u003Cp>publication. It should be noted that if a scaffolder or trainee scaffolder\nis not in\u003C\u002Fp>\n\n\u003Cp>possession of a valid CISRS card at the time of engagement, the new\nemployer\u003C\u002Fp>\n\n\u003Cp>should make an application immediately. Any difficulties should be referred\nto the\u003C\u002Fp>\n\n\u003Cp>Joint Secretaries for action in accordance with the Scheme.\u003C\u002Fp>\n\n\u003Ch3>26.1 \u003C\u002Fh3>\n\n\u003Cp>Scaffolders’ employed whole time as such will come under one of the\ncategories\u003C\u002Fp>\n\n\u003Cp>outlined below:\u003C\u002Fp>\n\n\u003Cp>Trainee Scaffolder: an operative who can produce a current, valid CISRS\nTrainee\u003C\u002Fp>\n\n\u003Cp>Scaffolder card\u003C\u002Fp>\n\n\u003Cp>Scaffolder: an operative who can produce a current, valid CISRS Scaffolders,\ncard\u003C\u002Fp>\n\n\u003Cp>or a current valid CISRS Basic Scaffolders’ card.\u003C\u002Fp>\n\n\u003Cp>Note: the word Basic has been dropped by the CISRS Scheme. CISRS Cards\u003C\u002Fp>\n\n\u003Cp>issued at this grade since June 2006 will state on both the front and\nreverse of the\u003C\u002Fp>\n\n\u003Cp>card “CISRS Scaffolder”. CISRS Basic Scaffolder Cards will be recognised\nuntil the\u003C\u002Fp>\n\n\u003Cp>expiry date displayed on the card.\u003C\u002Fp>\n\n\u003Cp>Advanced Scaffolder: an operative who can produce a current, valid CISRS\u003C\u002Fp>\n\n\u003Cp>Advanced Scaffolders Card.\u003C\u002Fp>\n\n\u003Cp>Operatives holding expired CISRS Basic or Advanced Scaffolder Cards will be\npaid\u003C\u002Fp>\n\n\u003Cp>at the Trainee rate (see WR.26.4) until their card is renewed.\u003C\u002Fp>\n\n\u003Cp>CISRS have introduced a new category of card, Basic Access System Erector\u003C\u002Fp>\n\n\u003Cp>(BASE) for non scaffolding operatives. This will allow an operative upon\ncompletion\u003C\u002Fp>\n\n\u003Cp>of the appropriate CISRS course to erect some specified simple\nscaffolding\u003C\u002Fp>\n\n\u003Cp>structures using prefabricated systems scaffold, which will be restricted by\nheight,\u003C\u002Fp>\n\n\u003Cp>structure and work environment. See the CISRS website www.cisrs.org.uk\nfor\u003C\u002Fp>\n\n\u003Cp>further information.\u003C\u002Fp>\n\n\u003Cp>Note: operatives carrying the BASE card are not fully qualified scaffolders\nand must\u003C\u002Fp>\n\n\u003Cp>not carry out any works in tube and fittings, also they must not carry out\nany works in\u003C\u002Fp>\n\n\u003Cp>prefabricated systems which exceeds the scope of their training.\u003C\u002Fp>\n\n\u003Ch3>26.2 \u003C\u002Fh3>\n\n\u003Cp>No operative other than a Scaffolder or Advanced Scaffolder as defined\nabove\u003C\u002Fp>\n\n\u003Cp>may be employed on scaffolding operations and no scaffolder other than an\u003C\u002Fp>\n\n\u003Cp>Advanced Scaffolder may be employed on advanced scaffolding operations\n(see\u003C\u002Fp>\n\n\u003Cp>schedule WR.26.5 and WR.26.6) unless working together with and under the\ndirect\u003C\u002Fp>\n\n\u003Cp>supervision of a qualified CISRS Scaffolder or Advanced Scaffolder.\u003C\u002Fp>\n\n\u003Ch3>26.3 \u003C\u002Fh3>\n\n\u003Cp>The onus of proof of training and experience required under this Rule is\non\u003C\u002Fp>\n\n\u003Cp>the operative concerned and the onus on checking the proof submitted is on\nthe employer.\u003C\u002Fp>\n\n\u003Ch3>26.4 \u003C\u002Fh3>\n\n\u003Cp>Scaffolders covered by WR.26.1 are entitled to the Skilled Operative Basic\nRate of\u003C\u002Fp>\n\n\u003Cp>Pay 4, 3, 2, 1 or Craft rate as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Rate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CISRS BASE (Basic Access Systems Erector)\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CISRS Trainee\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CISRS Scaffolder\u003C\u002Ftd>\n      \u003Ctd>Craft Rate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>One weeks’ notice for each\u003C\u002Ftd>\n      \u003Ctd>Craft Rate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26.5 Approved list of scaffolding operations\u003C\u002Fh3>\n\n\u003Cp>Erecting, adapting and dismantling\u003C\u002Fp>\n\n\u003Cp>Independent, putlog and birdcage scaffolds, static and mobile towers\u003C\u002Fp>\n\n\u003Cp>Beams to form gantries and openings, correctly braced\u003C\u002Fp>\n\n\u003Cp>Hoist frameworks\u003C\u002Fp>\n\n\u003Cp>Protective fans\u003C\u002Fp>\n\n\u003Cp>Stack scaffolds\u003C\u002Fp>\n\n\u003Cp>Roof scaffolds\u003C\u002Fp>\n\n\u003Cp>Scaffolds to form truss out scaffolds\u003C\u002Fp>\n\n\u003Cp>Simple cantilevers\u003C\u002Fp>\n\n\u003Cp>Edge protection\u003C\u002Fp>\n\n\u003Cp>Proprietary systems (see rear of card to verify product training)\u003C\u002Fp>\n\n\u003Cp>Fixing sheeting\u002Fnetting to scaffold framework\u003C\u002Fp>\n\n\u003Cp>Interpreting simple design layout drawing for scaffolding detailed above\u003C\u002Fp>\n\n\u003Cp>Applying knowledge of relevant Construction Regulation\u002FLegislation\u002FIndustry\nbest\u003C\u002Fp>\n\n\u003Cp>practice and guidance relating to operations listed above.\u003C\u002Fp>\n\n\u003Cp>Note: CISRS Scaffolders \u002F CISRS Basic Scaffolders are sufficiently qualified\nand\u003C\u002Fp>\n\n\u003Cp>deemed competent for onsite supervision for all of the operations listed\nabove.\u003C\u002Fp>\n\n\u003Ch3>26.6 Advanced List\u003C\u002Fh3>\n\n\u003Cp>All work in the list of scaffolding operations above\u003C\u002Fp>\n\n\u003Cp>Erecting, adapting or dismantling\u003C\u002Fp>\n\n\u003Cp>Suspended scaffolds\u003C\u002Fp>\n\n\u003Cp>Raking or flying shores\u003C\u002Fp>\n\n\u003Cp>Other forms of designed structures e.g. larger truss-outs, cantilevers,\nlifting\u003C\u002Fp>\n\n\u003Cp>structures, ramps, footbridges, and temporary roofs\u003C\u002Fp>\n\n\u003Cp>Scaffolding or standard props (including all bracing) to form a dead shore\nincluding\u003C\u002Fp>\n\n\u003Cp>adjustable bases and fork heads\u003C\u002Fp>\n\n\u003Cp>Scaffolding and proprietary systems (including levelling to within\nreasonable\u003C\u002Fp>\n\n\u003Cp>tolerances) to support formwork as laid out in engineering scaffold\ndrawings. (See\u003C\u002Fp>\n\n\u003Cp>rear of card to verify product training)\u003C\u002Fp>\n\n\u003Cp>Interpreting scaffold design drawings\u003C\u002Fp>\n\n\u003Cp>Applying knowledge of relevant of Construction\nRegulation\u002FLegislation\u002FIndustry best\u003C\u002Fp>\n\n\u003Cp>practice and guidance relating to operations listed above.\u003C\u002Fp>\n\n\u003Cp>Note: Only CISRS Advanced Scaffolders are sufficiently qualified and\ndeemed\u003C\u002Fp>\n\n\u003Cp>competent for onsite supervision for all of the operations listed above.\u003C\u002Fp>\n\n\u003Ch2>WR.27 HEALTH SAFETY AND WELFARE\u003C\u002Fh2>\n\n\u003Ch3>27.1 \u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>The Employers’ and Operatives’ Organisations who are signatories to the\nWorking\u003C\u002Fp>\n\n\u003Cp>Rule Agreement are committed to operating construction sites that provide a\nworking\u003C\u002Fp>\n\n\u003Cp>environment which is both safe and free from hazards for everybody within\nthe\u003C\u002Fp>\n\n\u003Cp>construction industry and for members of the public. All workers, whether\noperatives\u003C\u002Fp>\n\n\u003Cp>or management, shall comply with the requirements of legislation dealing\nwith health, safety and welfare.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>27.2 Trade Union Safety Representatives\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>Legislation provides that recognised trade unions may appoint safety\nrepresentatives\u003C\u002Fp>\n\n\u003Cp>to represent operatives. Provision is also made for the establishment of\nsafety\u003C\u002Fp>\n\n\u003Cp>committees where a formal request, in writing, is made to an employer by a\nleast two\u003C\u002Fp>\n\n\u003Cp>safety representatives who have been appointed in accordance with\nlegislation.\u003C\u002Fp>\n\n\u003Cp>Trade union safety representatives are an appropriate means of consulting\nwith\u003C\u002Fp>\n\n\u003Cp>those workers who are represented by a trade union, however not all workers\nwill be\u003C\u002Fp>\n\n\u003Cp>represented by the appointed person and they need an alternative method of\nconsultation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>27.3 Site Induction\u003C\u002Fh3>\n\n\u003Cp>Everyone working on site will go through a health and safety induction\nprocess\u003C\u002Fp>\n\n\u003Cp>before they are allowed to commence work on site. This induction training\nwill\u003C\u002Fp>\n\n\u003Cp>concentrate on site specific health and safety factors and will be given by\nappropriate\u003C\u002Fp>\n\n\u003Cp>personnel nominated by the employer.\u003C\u002Fp>\n\n\u003Ch3>27.4 Consultation with the Workforce\u003C\u002Fh3>\n\n\u003Cp>Employers’ and Operatives’ Organisations wish to create an industry\nwhere everyone\u003C\u002Fp>\n\n\u003Cp>is valued, all views are listened to and a safe and healthy working\nenvironment is the\u003C\u002Fp>\n\n\u003Cp>norm. Employers are committed to worker consultation on health, safety and\nwelfare\u003C\u002Fp>\n\n\u003Cp>issues. Consultation mechanisms, such as toolbox talks, notice boards and\nother\u003C\u002Fp>\n\n\u003Cp>appropriate means determined by the employer, will be made known to all\nworkers\u003C\u002Fp>\n\n\u003Cp>on site and details will be included in the construction phase health and\nsafety plan.\u003C\u002Fp>\n\n\u003Ch2>WR.28 REFERENCE PERIOD\u003C\u002Fh2>\n\n\u003Cp>28.1 For the purpose of compliance with the Working Rule Agreement,\nstatutory\u003C\u002Fp>\n\n\u003Cp>definitions, entitlements and calculations, the reference period shall,\nsubject to the\u003C\u002Fp>\n\n\u003Cp>requirements of WR.3.2 – “Average Weekly Working Hours” - be 12 months\nand in\u003C\u002Fp>\n\n\u003Cp>accordance with the Working Time Regulations 1998.\u003C\u002Fp>\n\n\u003Ch2>WR.29 LENGTH OF NIGHT WORK WR6-10, 13\u003C\u002Fh2>\n\n\u003Ch3>29.1 Night Worker\u003C\u002Fh3>\n\n\u003Cp>A “night worker” is defined as a worker who works at least three hours\nof his\u003C\u002Fp>\n\n\u003Cp>daily working time between the hours of 11.00 pm and 6.00 am on the majority\nof days worked.\u003C\u002Fp>\n\n\u003Ch3>29.2 Length of Night Work\u003C\u002Fh3>\n\n\u003Cp>The parties to this agreement recognise that working patterns occasionally\narising\u003C\u002Fp>\n\n\u003Cp>within the construction industry require recognition in order that\noperations comply\u003C\u002Fp>\n\n\u003Cp>with the Working Time Regulations 1998. In the light of this the parties\nhave\u003C\u002Fp>\n\n\u003Cp>agreed that in accordance with Regulation 23(a) of that act and any\namendments\u003C\u002Fp>\n\n\u003Cp>or modifications thereof, the following Regulations are excluded in relation\nto work\u003C\u002Fp>\n\n\u003Cp>undertaken under the provisions of the above Working Rules:\u003C\u002Fp>\n\n\u003Cp>(a) Regulation 6(1) (eight hour average limit on length of night work);\u003C\u002Fp>\n\n\u003Cp>(b) Regulation 6(2) (application of average eight hour limit to night\nworkers);\u003C\u002Fp>\n\n\u003Cp>(c) Regulation 6(3) (17-week reference period); and\u003C\u002Fp>\n\n\u003Cp>(d) Regulation 6(7) (eight hour absolute limit on the length of night\nwork\u003C\u002Fp>\n\n\u003Cp>in the case of work involving special hazards or heavy physical or mental\nstrain).\u003C\u002Fp>\n\n\u003Cp>Whilst establishing the ability to work night shifts of longer than 8 hours,\nnothing\u003C\u002Fp>\n\n\u003Cp>in this rule places any obligation on any worker to work a night shift of\nlonger than 8 hours.\u003C\u002Fp>\n\n\u003Ch2>WR.30 SUPPLEMENTARY AGREEMENTS\u003C\u002Fh2>\n\n\u003Cp>When it is agreed between the employer(s) and operative(s) that at any\nparticular\u003C\u002Fp>\n\n\u003Cp>workplace it would be appropriate to enter into an agreement specifically\nfor that\u003C\u002Fp>\n\n\u003Cp>workplace, any such agreement shall be supplementary to and not in conflict\nwith\u003C\u002Fp>\n\n\u003Cp>this Working Rule Agreement. Where any dispute arises in this respect the\nWorking\u003C\u002Fp>\n\n\u003Cp>Rule Agreement takes precedence.\u003C\u002Fp>\n\n\u003Ch2>WR.31 DURATION OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall continue in force and the parties to it agree to honour\nits terms\u003C\u002Fp>\n\n\u003Cp>until the expiration of three calendar months’ notice to withdraw from it,\ngiven by\u003C\u002Fp>\n\n\u003Cp>either the Employers’ side or the Operatives’ side.\u003C\u002Fp>\n\n\u003Cp>*******\u003C\u002Fp>\n\n\u003Cp>SCHEDULE I\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>Specified Work Establishing Entitlement to the Skilled Operative Pay Rate 4,\n3, 2, 1 or Craft Rate\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Basic Rate of Pay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>BAR BENDERS AND REINFORCEMENT FIXERS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Bender and fixer of Concrete Reinforcement capable of reading\n\n        \u003Cp>and understanding drawings and bending schedules and able to\u003C\u002Fp>\n\n        \u003Cp>set out work\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Craft Rate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CONCRETE\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Concrete Leveller or Vibrator Operator\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Screeder and Concrete Surface Finisher working from datum such\n\n        \u003Cp>as road-form, edge beam or wire\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative required to use trowel or float (hand or powered) to\n\n        \u003Cp>produce high quality finished concrete\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>DRILLING AND BLASTING\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Drills, rotary or percussive: mobile rigs, operator of\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative attending drill rig\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Shotfirer, operative in control of and responsible for explosives\n\n        \u003Cp>including placing, connecting and detonating charges\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operatives attending on shotfirer, including stemming\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>DRYLINERS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operatives undergoing approved training in drylining\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operatives who can produce a certificate of training achievement\n\n        \u003Cp>indicating satisfactory completion of at least one unit of\n        approved\u003C\u002Fp>\n\n        \u003Cp>drylining training\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dryliners who have successfully completed their training in\n\n        \u003Cp>drylining fixing and finishing\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Craft Rate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FORMWORK CARPENTERS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1st year trainee\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2nd year trainee\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Formwork Carpenters\u003C\u002Ftd>\n      \u003Ctd>Craft Rate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GANGERS AND TRADE CHARGEHANDS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(Higher grade payments may be made at the employer’s\n      discretion)\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GAS NETWORK OPERATIONS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Operatives who have successfully completed approved training to\n        the standard of:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GNO Trainee\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GNO Assistant\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Team Leader – Services\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Team Leader – Mains\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Team Leader – Mains and Services\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>HIGHWAYS MAINTENANCE\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lead safety fence installer: Holder of appropriate qualification\n\n        \u003Cp>in vehicle restraint systems. Team leader, erector, installer and\u003C\u002Fp>\n\n        \u003Cp>maintenance of vehicle safety fencing.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Craft\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Safety fence installer: Holder of appropriate qualification in vehicle\n\n        \u003Cp>restraint systems. Erector, installer and maintenance of vehicle\u003C\u002Fp>\n\n        \u003Cp>safety fencing.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Traffic management operative: Installing, maintaining and removal\n\n        \u003Cp>of traffic management systems.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Trainee traffic management operative: Assist in Installing,\n\n        \u003Cp>maintaining and removal of traffic management systems.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lead traffic management operative (TMF equivalent): Holder of\n\n        \u003Cp>appropriate qualification in installation, maintenance and\n        removal\u003C\u002Fp>\n\n        \u003Cp>of traffic management systems.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Craft\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Highways Maintenance operative: Undertake routine and cyclical\n\n        \u003Cp>maintenance duties and secondary response. To include, lighting,\u003C\u002Fp>\n\n        \u003Cp>structures and other general highways duties.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Highways Incident Response Operative: Holder of appropriate\n\n        \u003Cp>qualification in incident response. Routine and cyclical\u003C\u002Fp>\n\n        \u003Cp>maintenance and incident response.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>LINESMEN – ERECTORS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1st grade (Skilled in all works associated with the assembly,\n\n        \u003Cp>erection, maintenance and dismantling of Overhead Lines\u003C\u002Fp>\n\n        \u003Cp>Transmission Lines on steel towers, concrete or wood poles,3\u003C\u002Fp>\n\n        \u003Cp>including all overhead lines construction elements.)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2nd Grade (As above but lesser degree of skill – or competent\n\n        \u003Cp>and fully skilled to carry out some of the elements of\n        construction\u003C\u002Fp>\n\n        \u003Cp>listed above.)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Linesmen-erector’s mate (Semi-skilled in works specified above\n\n        \u003Cp>and a general helper)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MASON PAVIORS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative assisting a Mason Pavior undertaking kerb laying, block\n\n        \u003Cp>and sett paving, flag laying, in natural stone and precast\n        products\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative engaged in stone pitching or dry stone walling\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MECHANICS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Maintenance Mechanic capable of carrying out field service duties,\n\n        \u003Cp>maintenance activities and minor repairs\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Plant Mechanic capable of carrying out major repairs and\n\n        \u003Cp>overhauls including welding work, operating metal turning lathe\n        or\u003C\u002Fp>\n\n        \u003Cp>similar machine and using electronic diagnostic equipment4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Maintenance\u002FPlant Mechanics’ Mate on site or in depot\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tyre Fitter, heavy equipment tyres\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MECHANICAL PLANT DRIVERS AND OPERATORS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Backhoe Loaders (with rear excavator bucket and front shovel\n\n        \u003Cp>and additional equipment such as blades, hydraulic hammers,\u003C\u002Fp>\n\n        \u003Cp>and patch planers)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Backhoe, up to and including 50kW net engine power; driver of\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Backhoe, over 50kW up to and including 100kW net engine power;\n\n        \u003Cp>driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Backhoe, over 100kW net engine power; driver of\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Compressors and Generators\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Air compressor or generators over 10kW; operator of\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Concrete Mixers\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative responsible for operating a concrete mixer or mortar pan\n\n        \u003Cp>up to and including 400 litres drum capacity\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative responsible for operating a concrete mixer over 400 litres\n\n        \u003Cp>and up to and including 1,500 litres drum capacity\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative responsible for operating a concrete mixer over 1,500\n\n        \u003Cp>litres drum capacity\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative responsible for operating a mobile self-loading and\n\n        \u003Cp>batching concrete mixer up to 2,500 litres drum capacity\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative responsible for a operating a mechanical drag-shovel\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Concrete Placing Equipment\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Trailer mounted or static concrete pumps: self-propelled concrete\n\n        \u003Cp>placers: concrete placing booms; operator of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Self-propelled Mobile Concrete Pump, with or without boom,\n\n        \u003Cp>mounted on lorry or lorry chassis; driver\u002Foperator of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cranes\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Mobile Cranes\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Self-propelled mobile crane on road wheels, rough terrain\n\n        \u003Cp>wheels or caterpillar tracks including lorry mounted:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Max. lifting capacity at min. radius, up to and including 5 Tonne;\n\n        \u003Cp>driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Max. lifting capacity at min. radius, over 5 Tonne and up to and\n\n        \u003Cp>including 10 Tonne; driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Max. lifting capacity at min. radius, over 10 Tonne\u003C\u002Ftd>\n      \u003Ctd>Craft Rate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Where grabs are attached to cranes the next higher skill rate of\n\n        \u003Cp>pay applies except over 10 Tonne where the rate is at the\u003C\u002Fp>\n\n        \u003Cp>employer’s discretion.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Tower Cranes (including static or travelling: standard trolley or\n        luffing jib)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Up to and including 2 Tonne max. lifting capacity at min. radius;\n\n        \u003Cp>driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Over 2 Tonne up to and including 10 Tonne max. lifting capacity at\n        min. radius; driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Over 10 Tonne up to and including 20 Tonne max. lifting capacity\n        at min. radius; driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 20 Tonne max. lifting capacity at min. radius; driver of\u003C\u002Ftd>\n      \u003Ctd>Craft\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Miscellaneous Cranes and Hoists\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Overhead bridge crane or gantry crane up to and including 10\n\n        \u003Cp>Tonne capacity; driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Overhead bridge crane or gantry crane over 10 Tonne up to and\n\n        \u003Cp>including 20 Tonne capacity; driver o\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Power driven hoist or jib crane; operator of\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Slinger \u002F Signaller appointed to attend Crane or hoist to be\n\n        \u003Cp>responsible for fastening or slinging loads and generally to\n        direct\u003C\u002Fp>\n\n        \u003Cp>lifting operations\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dozers\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Crawler dozer with standard operating weight up to and including\n\n        \u003Cp>10 Tonne; driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Crawler dozer with standard operating weight over 10 Tonne and\n\n        \u003Cp>up to and including 50 tonne; driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Crawler dozer with standard operating weight over 50 Tonne;\n\n        \u003Cp>driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dumpers and Dump Trucks\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Up to and including 10 Tonne rated payload; driver of\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 10 Tonne and up to and including 20 Tonne rated payload;\n\n        \u003Cp>driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 20 Tonne and up to and including 50 Tonne rated payload;\n\n        \u003Cp>driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 50 Tonne and up to and including 100 Tonne rated payload;\n\n        \u003Cp>driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 100 Tonne rated payload; driver of\u003C\u002Ftd>\n      \u003Ctd>Craft Rate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Excavators (360 degree slewing)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Excavators with standard operating weight up to and including 10\n\n        \u003Cp>Tonne; driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Excavator with standard operating weight over 10 Tonne and up to\n\n        \u003Cp>and including 50 Tonne; driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Excavator with standard operating weight over 50 Tonne; driver of\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Banksman appointed to attend excavator or responsible for\n\n        \u003Cp>positioning vehicles during loading or tipping\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Fork-Lifts Trucks and Telehandlers\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Smooth or rough terrain fork lift trucks (including side loaders) and\n\n        \u003Cp>telehandlers up to and including 3 Tonne lift capacity; driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 3 Tonne lift capacity; driver of\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Motor Graders: driver of\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Motorised Scrapers: driver of\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Motor Vehicles (Road Licensed Vehicles)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Driver and Vehicle Licensing Agency (DVLA)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Vehicles requiring a driving licence of category C1; driver of\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(Goods vehicle with maximum authorised mass (mam) exceeding\n\n        \u003Cp>3.5 Tonne but not exceeding 7.5 Tonne and including such a\u003C\u002Fp>\n\n        \u003Cp>vehicle drawing a trailer with a mam not over 750kg)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Vehicles requiring a driving licence of category C; driver of \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(Goods vehicle with a maximum authorised mass (mam) exceeding\n\n        \u003Cp>3.5 Tonne and including such a vehicle drawing a trailer with mam\u003C\u002Fp>\n\n        \u003Cp>not over 750kg)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Vehicles requiring a driving licence of category C plus E; driver\n      of\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(Combination of a vehicle in category C and a trailer with maximum\n\n        \u003Cp>authorised mass over 750kg)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Power Driven Tools\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operatives using power-driven tools such as breakers, percussive\n\n        \u003Cp>drills, picks and spades, rammers and tamping machines\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Power Rollers\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Roller, up to and including 4 Tonne operating weight; driver of\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Roller, over 4 Tonne operating weight and upwards; driver of\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Pumps, Power-driven pump(s); attendant of\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Shovel Loaders, (Wheeled or tracked, including skid steer)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Up to and including 2 cubic metre shovel capacity; driver of\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 2 cubic metre and up to and including 5 cubic metre shovel\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>capacity; driver of\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 5 cubic metre shovel capacity; driver of\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tractors (Wheeled or Tracked)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tractor, when used to tow trailer and\u002For with mounted compressor,\n\n        \u003Cp>up to and including 100kW rated engine power; driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tractor, ditto, over 100KW up to and including 250kW rated engine\n\n        \u003Cp>power; driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tractor, ditto, over 250kW rated engine power; driver of\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Trenchers (Type wheel, chain or saw)\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Trenching Machine, up to and including 50kW gross engine power;\n\n        \u003Cp>driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Trenching Machine, over 50kW and up to and including 100kW\n\n        \u003Cp>gross engine power; driver of\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Trenching Machine, over 100kW gross engine power; driver of\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Winches\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Power driven winch; driver of\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>PILING\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>General Skilled Piling Operative\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Piling Chargehand \u002F Ganger\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Pile Tripod Frame Winch Driver\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CFA or Rotary or Driven Mobile Piling Rig Driver\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Concrete Pump Operator\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>PIPE JOINTERS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Jointers, pipes up to and including 300mm diameter\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Jointers, pipes over 300mm diameter and up to 900mm diameter\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Jointers, pipes over 900mm diameter\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>except in HDPE mains when experienced in butt fusion and\u002For\n\n        \u003Cp>electrofusion jointing operations\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>PIPELAYERS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative preparing the bed and laying pipes up to and including\n\n        \u003Cp>300 mm diameter\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative preparing the bed and laying pipes over 300 mm\n\n        \u003Cp>diameter and up to and including 900mm diameter\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative preparing the bed and laying pipes over 900mm diameter\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>PRE-STRESSING CONCRETE\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative in control of and responsible for hydraulic jacks and\n\n        \u003Cp>other tensioning devices engaged in post-tensioning and\u002For\n        pretensioning\u003C\u002Fp>\n\n        \u003Cp>concrete elements\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>RAIL\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Plate Layer (not labourer in a gang)\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ROAD SURFACING WORK (includes rolled asphalt, dense\n\n        \u003Cp>bitumen macadam and surface dressings)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operatives employed in this category of work to be paid as\n      follows:\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Chipper\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Gritter Operator\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Raker\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Paver Operator\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Leveller on Paver\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Road Planer Operator\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Road Roller Driver, 4 Tonne and upwards\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Spray Bar Operator\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SCAFFOLDERS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>See WR.26 above.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>STEELWORK CONSTRUCTION\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A skilled steel erector engaged in the assembly, erection and fixing\n\n        \u003Cp>into position of steel-framed buildings and structures\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative capable of and engaged in fixing simple steelwork\n\n        \u003Cp>components such as beams, girders and metal decking\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>TIMBERMAN\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Timberman, installing timber supports\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Highly skilled timberman working on complex supports using\n\n        \u003Cp>timbers of size 250mm by 125mm and above\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative attending\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>TUNNELS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative working below ground on the construction of tunnels and\n\n        \u003Cp>underground spaces or sinking shafts:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tunnel Boring Machine operator\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tunnel Miner (skilled operative working at the face)\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tunnel Miner’s assistants (operative who assists the tunnel\n      miner)\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Other operatives engaged in driving headings in connection with\n\n        \u003Cp>cable and pipe laying\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operative driving loco\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>WELDERS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 4 (Fabrication Assistant)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Welder able to tack weld using SMAW or MIG welding processes\n\n        \u003Cp>in accordance with verbal instructions and including mechanical\u003C\u002Fp>\n\n        \u003Cp>preparation such as cutting and grinding\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 3 (Basic Skill Level)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Welder able to weld carbon and stainless steel using at least one\n\n        \u003Cp>of the following processes SMAW, GTAW, GMAW for plate-plate\u003C\u002Fp>\n\n        \u003Cp>fillet welding in all major welding positions, including\n        mechanical\u003C\u002Fp>\n\n        \u003Cp>preparation and complying with fabrication drawings\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 2 (Intermediate Skill Level)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Welder able to weld carbon and stainless steel using manual\n\n        \u003Cp>SMAW, GTAW, semi-automatic MIG or MAG, and FCAW welding\u003C\u002Fp>\n\n        \u003Cp>processes including mechanical preparation, and complying with\u003C\u002Fp>\n\n        \u003Cp>welding procedures, specifications and fabrication drawings.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 1 (Highest Skill Level)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Welder able to weld carbon and stainless steel using manual\n\n        \u003Cp>SMAW, GTAW, semi-automatic GMAW or MIG or MAG, and FCAW\u003C\u002Fp>\n\n        \u003Cp>welding processes in all modes and directions in accordance\u003C\u002Fp>\n\n        \u003Cp>with BSEN 287-1 and\u002For 287-2 Aluminium Fabrications including\u003C\u002Fp>\n\n        \u003Cp>mechanical preparation and complying with welding procedures,\u003C\u002Fp>\n\n        \u003Cp>specifications and fabrication drawings.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Craft rate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>YOUNG WORKERS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Operatives below 18 years of age will receive payment 60% of the\n        General Operative Basic Rate.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>At 18 years of age or over the payment is 100% of the relevant\n        rate.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>****\u003C\u002Fp>\n\n\u003Cp>CONSTRUCTION INDUSTRY JOINT COUNCIL\u003C\u002Fp>\n\n\u003Cp>Joint Secretaries’ Guidance Notes on the Working Rule Agreement of the\nConstruction Industry Joint Council.\u003C\u002Fp>\n\n\u003Cp>Introduction\u003C\u002Fp>\n\n\u003Cp>These Guidance Notes, whilst not forming part of the Working Rules, are\nintended to assist\u003C\u002Fp>\n\n\u003Cp>employers and operatives to understand and implement the Working Rule\nAgreement.\u003C\u002Fp>\n\n\u003Cp>It is the intent of all parties to this Agreement that operatives employed\nin the building and\u003C\u002Fp>\n\n\u003Cp>civil engineering industry are engaged under the terms and conditions of the\nCIJC Working\u003C\u002Fp>\n\n\u003Cp>Rule Agreement.\u003C\u002Fp>\n\n\u003Cp>Requests for definitions, clarification or resolution of disputes in\nrelation to this Agreement\u003C\u002Fp>\n\n\u003Cp>should be addressed to the appropriate adherent body set out on page ii and\n54 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>WR.1 Entitlement to Basic Rates of Pay\u003C\u002Fp>\n\n\u003Cp>WR.1 sets out the entitlement to the basic rate of pay, additional payments\nfor skilled work and\u003C\u002Fp>\n\n\u003Cp>occasional skilled work.\u003C\u002Fp>\n\n\u003Cp>There are six basic rates of pay and rates for Apprentices under this\nAgreement; a General\u003C\u002Fp>\n\n\u003Cp>Operative rate, four rates for Skilled Operatives, a rate for a Craft\nOperative and rates\u003C\u002Fp>\n\n\u003Cp>for Apprentices.\u003C\u002Fp>\n\n\u003Cp>Payment for Occasional Skilled Work\u003C\u002Fp>\n\n\u003Cp>WR.1.1.2 deals with the payment for occasional skilled work and provides\nthat general\u003C\u002Fp>\n\n\u003Cp>operatives who are required to carry out work defined in Schedule 1 on an\noccasional basis\u003C\u002Fp>\n\n\u003Cp>should receive an increased rate of pay commensurate with the work they are\ncarrying out for\u003C\u002Fp>\n\n\u003Cp>the period such work is undertaken. This sets out the flexibility to enable\nenhanced payment to\u003C\u002Fp>\n\n\u003Cp>be made to general operatives undertaking skilled work for a limited amount\nof time but should\u003C\u002Fp>\n\n\u003Cp>not be used where the operative is engaged whole time on skilled work.\u003C\u002Fp>\n\n\u003Cp>Skilled Operatives\u003C\u002Fp>\n\n\u003Cp>WR.1.2.1 sets out a permanent rate of pay for skilled operatives who are\nengaged whole time\u003C\u002Fp>\n\n\u003Cp>on the skilled activity and does not permit the operative engaged on whole\ntime skilled work\u003C\u002Fp>\n\n\u003Cp>to have his pay reduced to the general operative basic rate when occasional\nalternative work is undertaken.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WR.3.2 Average Weekly Working Hours.\u003C\u002Fp>\n\n\u003Cp>Working Rules 3.2 and 7.2 provide, where there are objective or technical\nreasons, for the\u003C\u002Fp>\n\n\u003Cp>calculation of average weekly working hours by reference to a period of 12\nmonths.\u003C\u002Fp>\n\n\u003Cp>Whilst it is open to employers and employees to agree to work additional\nhours over the\u003C\u002Fp>\n\n\u003Cp>“normal working hours,” Rule 3.2 does not give the employer the\nunilateral right to introduce\u003C\u002Fp>\n\n\u003Cp>excessive hours on a job or site. The 12 month averaging period referred to\nmay only be\u003C\u002Fp>\n\n\u003Cp>applied where, for objective reasons, it is necessary to ensure completion\nof the work\u003C\u002Fp>\n\n\u003Cp>efficiently and effectively or where there are technical reasons that\nrequire additional hours to be worked.\u003C\u002Fp>\n\n\u003Cp>Examples of objective and\u002For technical reasons which may require average\nweekly working\u003C\u002Fp>\n\n\u003Cp>hours to be calculated using a 12 month reference period are set out below:\nThe list is not\u003C\u002Fp>\n\n\u003Cp>exhaustive and other objective or technical reasons may apply.\u003C\u002Fp>\n\n\u003Cp>Objective Reasons:\u003C\u002Fp>\n\n\u003Cp>Work on infrastructure, roads, bridges, tunnels and tide work etc.\u003C\u002Fp>\n\n\u003Cp>Client requirements for work to be completed within a tightly defined\nperiod, work\u003C\u002Fp>\n\n\u003Cp>undertaken for exhibitions, schools, retail outlets, shopfitting and banks\netc.\u003C\u002Fp>\n\n\u003Cp>Emergency work, glazing and structural safety etc.\u003C\u002Fp>\n\n\u003Cp>Technical Reasons;\u003C\u002Fp>\n\n\u003Cp>Work requiring a continuous concrete pour, surfacing and coating work,\ntunnelling etc.\u003C\u002Fp>\n\n\u003Cp>Note: Any disputes regarding the validity of objective and\u002For technical\nreasons may be\u003C\u002Fp>\n\n\u003Cp>referred to the National Conciliation Panel of the Construction Industry\nJoint Council.\u003C\u002Fp>\n\n\u003Cp>WR.4 Overtime Rates.\u003C\u002Fp>\n\n\u003Cp>Where an operative who has worked overtime fails, without authorisation, to\nbe available for\u003C\u002Fp>\n\n\u003Cp>work during normal weekly working hours he may suffer a reduction in or may\nnot be entitled\u003C\u002Fp>\n\n\u003Cp>to premium payments in respect of overtime worked.\u003C\u002Fp>\n\n\u003Cp>To calculate the number of hours paid at premium rate (overtime) you\nsubtract the number\u003C\u002Fp>\n\n\u003Cp>of hours of unauthorised absence from the total number of hours overtime\nworked. This is in\u003C\u002Fp>\n\n\u003Cp>effect using a part of the hours of overtime worked to make the hours paid\nat the normal hourly\u003C\u002Fp>\n\n\u003Cp>rate up to 39 hours per week, the balance of overtime is paid at the\nappropriate premium rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Examples\u003C\u002Fp>\n\n\u003Cp>Example 1.\u003C\u002Fp>\n\n\u003Cp>An operative works three hours overtime on Monday. Tuesday and Wednesday,\nworks normal\u003C\u002Fp>\n\n\u003Cp>hours on Thursday and is unavailable for work on Friday due to unauthorised\nabsence. In\u003C\u002Fp>\n\n\u003Cp>these circumstances overtime premia will be calculated as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Normal Hours\u003C\u002Ftd>\n      \u003Ctd>Overtime Hours\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Monday\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tuesday\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Wednesday\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Thursday\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Friday\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Total hours worked\u003C\u002Ftd>\n      \u003Ctd>(A) 32\u003C\u002Ftd>\n      \u003Ctd>(B) 9\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Normal weekly working hours\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" rowspan=\"6\">(C) 39\n\n        \u003Cp>(B) 32\u003C\u002Fp>\n\n        \u003Cp>(D) 7\u003C\u002Fp>\n\n        \u003Cp>(B) 9\u003C\u002Fp>\n\n        \u003Cp>(D) 7\u003C\u002Fp>\n\n        \u003Cp>(E) 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Less total normal hours worked\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Hours required to make up to 39\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Total overtime hours\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Less\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Hours to be paid at premium rate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\">The operative is, therefore, entitled to be paid:\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(A+D)\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">39 Hours at “Normal Hourly Rate”\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">2 Hours at premium rate (time and a half)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">41 Hours\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Example 2.\u003C\u002Fp>\n\n\u003Cp>An operative works four hours overtime on a Monday, three hours on Tuesday\nfive hours (one\u003C\u002Fp>\n\n\u003Cp>hour double time) on a Wednesday, no overtime on either Thursday or Friday\nand absents\u003C\u002Fp>\n\n\u003Cp>himself from work on Friday at 12.00 noon without authorisation and then\nworks six hours on\u003C\u002Fp>\n\n\u003Cp>Saturday. The calculation would be as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Monday\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tuesday\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Wednesday\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>5 (1 hour double time)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Thursday\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Friday\u003C\u002Ftd>\n      \u003Ctd>3 and 1\u002F2\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Saturday\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>6 (2 hours double time)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Total Hours worked\u003C\u002Ftd>\n      \u003Ctd>(A) 35 and 1\u002F2\u003C\u002Ftd>\n      \u003Ctd>(B) 18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Normal weekly working hours\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">(C) 39\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Less total normal hours worked\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">(B) 35 and 1\u002F2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Hours required to make up to 39\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">(D) 3 and 1\u002F2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Total overtime hours\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">(B) 18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Less\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">(D) 3 and 1\u002F2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Hours to be paid at premium rate\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">(E) 14 and 1\u002F2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\">The operative is, therefore, entitled to be paid:\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(A+D)\u003C\u002Ftd>\n      \u003Ctd>39 Hours at “Normal Hourly Rate”\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(E)\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">141\u002F2 Hours at premium rate (time and a half)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Total\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">531\u002F2 Hours\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The entitlement to three hours pay at double time is extinguished in this\nexample by the hours\u003C\u002Fp>\n\n\u003Cp>of unauthorised absence. If the number of hours worked at double time\nexceeds the number of\u003C\u002Fp>\n\n\u003Cp>hours of unauthorised absence the balance must be paid at the rate of double\ntime.\u003C\u002Fp>\n\n\u003Cp>Note: There shall be no reduction in overtime premium payments for\noperatives who are\u003C\u002Fp>\n\n\u003Cp>absent from work with the permission of the employer or who are absent due\nto sickness or injury.\u003C\u002Fp>\n\n\u003Cp>****\u003C\u002Fp>\n\n\u003Cp>CONSTRUCTION INDUSTRY JOINT COUNCIL\u003C\u002Fp>\n\n\u003Cp>Joint Secretaries’ Note\u003C\u002Fp>\n\n\u003Cp>Special Arrangements for Apprentices\u003C\u002Fp>\n\n\u003Cp>Whereas the CIJC has set out the terms and conditions of employment for\napprentices the\u003C\u002Fp>\n\n\u003Cp>parties to the CIJC recognise that special care needs to be taken by the\nemployer when\u003C\u002Fp>\n\n\u003Cp>dealing with apprentices and particularly when dealing with matters such as\ndiscipline,\u003C\u002Fp>\n\n\u003Cp>grievance and lay-off.\u003C\u002Fp>\n\n\u003Cp>WR.17.4 Temporary Lay-off\u003C\u002Fp>\n\n\u003Cp>Whereas it is recognised that employers may, from time to time, find it\nnecessary to lay\u003C\u002Fp>\n\n\u003Cp>operatives off on a temporary basis such arrangements should only be used as\na very last\u003C\u002Fp>\n\n\u003Cp>resort with regard to apprentices. In particular the employer should give\nconsideration to all\u003C\u002Fp>\n\n\u003Cp>and any measures that might prevent lay-off including secondment or\ntemporary transfer.\u003C\u002Fp>\n\n\u003Cp>WR.22 Grievance Procedure\u003C\u002Fp>\n\n\u003Cp>The parties to the CIJC regard the training of apprentices as a matter to be\ntaken seriously by\u003C\u002Fp>\n\n\u003Cp>both the employer and the apprentice. Employers should recognise that\napprentices may find\u003C\u002Fp>\n\n\u003Cp>it difficult to raise issues regarding their employment or training and will\ngenerally be reluctant\u003C\u002Fp>\n\n\u003Cp>to complain. Employers should therefore be particularly sensitive with\nregard to any issues that\u003C\u002Fp>\n\n\u003Cp>are raised by an apprentice and ensure that apprentices are provided with\nevery opportunity to\u003C\u002Fp>\n\n\u003Cp>give feedback to the employer regarding their training etc.\u003C\u002Fp>\n\n\u003Cp>WR.23 Disciplinary Procedure\u003C\u002Fp>\n\n\u003Cp>The parties to the CIJC recognise that the training of an apprentice\nrepresents a significant\u003C\u002Fp>\n\n\u003Cp>commitment on the part of the employer both in financial and management\nterms. Whereas\u003C\u002Fp>\n\n\u003Cp>it is essential that apprentices conduct themselves in a proper manner and\napply themselves\u003C\u002Fp>\n\n\u003Cp>diligently to their education and training, employers should take a firm but\ncompassionate\u003C\u002Fp>\n\n\u003Cp>approach when dealing with matters of discipline.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>CONSTRUCTION INDUSTRY JOINT COUNCIL\u003C\u002Fp>\n\n\u003Cp>Joint Secretaries’ Note (Revised March 2005)\u003C\u002Fp>\n\n\u003Cp>Towards a Fully Qualified Workforce\u003C\u002Fp>\n\n\u003Cp>Employers and Trade Unions are committed to improving the industry’s\nsafety record. Toward\u003C\u002Fp>\n\n\u003Cp>this end major contractors are insisting that all those employed on their\nsites hold a current\u003C\u002Fp>\n\n\u003Cp>Construction Skills Certification Scheme CSCS registration card. To be\nissued with such a\u003C\u002Fp>\n\n\u003Cp>card the operative must have passed a safety awareness test within two years\nof applying, or\u003C\u002Fp>\n\n\u003Cp>re-applying for a CSCS card. The CSCS card remains valid for five years and\nfor the CSCS\u003C\u002Fp>\n\n\u003Cp>card to be renewed the operative must have passed a further safety awareness\ntest within the\u003C\u002Fp>\n\n\u003Cp>previous two years.\u003C\u002Fp>\n\n\u003Cp>The safety awareness test is taken either at fixed testing centres or mobile\nunits and it is for\u003C\u002Fp>\n\n\u003Cp>the employer to make arrangements for the booking and payment of such tests.\nThe operative\u003C\u002Fp>\n\n\u003Cp>is required to attend and take a test so arranged.\u003C\u002Fp>\n\n\u003Cp>In the event that an operative fails to pass a first safety awareness test\nthe employer should\u003C\u002Fp>\n\n\u003Cp>arrange appropriate coaching\u002Ftraining in order to assist the operative in a\nre-test.\u003C\u002Fp>\n\n\u003Cp>In the rare circumstances that an operative fails the re-test the employer\nshould investigate\u003C\u002Fp>\n\n\u003Cp>as thoroughly as possible the reasons for the failure and, again, provide\ncoaching\u002Ftraining in\u003C\u002Fp>\n\n\u003Cp>order to assist the operative in achieving the knowledge necessary to pass\nand the operative\u003C\u002Fp>\n\n\u003Cp>should be offered a third and final opportunity to take the test at the\nemployer’s expense.\u003C\u002Fp>\n\n\u003Cp>Employers who are in scope to CITB may be able to recover the costs for a\nsuccessfully\u003C\u002Fp>\n\n\u003Cp>completed test by way of grant from the CITB.\u003C\u002Fp>\n\n\u003Cp>Please note that this guidance is under review.\u003C\u002Fp>\n\n\u003Cp>****\u003C\u002Fp>\n\n\u003Cp>CONSTRUCTION INDUSTRY JOINT COUNCIL\u003C\u002Fp>\n\n\u003Cp>Joint Secretaries’ Note\u003C\u002Fp>\n\n\u003Cp>Leave in Case of Bereavement\u003C\u002Fp>\n\n\u003Cp>Under employment legislation operatives are entitled to take a reasonable\namount of unpaid\u003C\u002Fp>\n\n\u003Cp>time off work to deal with certain unexpected or sudden emergencies and to\nmake any\u003C\u002Fp>\n\n\u003Cp>necessary longer-term arrangements. This entitlement includes time off when\na dependant\u003C\u002Fp>\n\n\u003Cp>dies to make funeral arrangements as well as to attend the funeral. The\nprecise amount of\u003C\u002Fp>\n\n\u003Cp>time off will depend on individual circumstances. For instance, if the\nfuneral is overseas then\u003C\u002Fp>\n\n\u003Cp>the employer and operative will need to agree a length of absence which is\nreasonable in\u003C\u002Fp>\n\n\u003Cp>the circumstances.\u003C\u002Fp>\n\n\u003Cp>Best Practice Guidance for Employers\u003C\u002Fp>\n\n\u003Cp>The parties to the CIJC recognised that dealing with the death of a family\nmember can be\u003C\u002Fp>\n\n\u003Cp>stressful and encourage employers to be sympathetic and helpful to\noperatives at this most\u003C\u002Fp>\n\n\u003Cp>difficult time. This Joint Secretaries’ Note is intended to give guidance\nto employers.\u003C\u002Fp>\n\n\u003Cp>As a guide, employers are encouraged to consider payment of basic rate\nduring absence in\u003C\u002Fp>\n\n\u003Cp>respect of bereavement in accordance with the following scale. In the event\nof the death of\u003C\u002Fp>\n\n\u003Cp>a spouse\u002Fpartner or child and where the operative has responsibility for\ndealing with funeral\u003C\u002Fp>\n\n\u003Cp>arrangements up to three days paid leave may be granted. In the event of the\ndeath of a\u003C\u002Fp>\n\n\u003Cp>parent or parent of spouse\u002Fpartner and where the operative has\nresponsibility for funeral\u003C\u002Fp>\n\n\u003Cp>arrangements up to two days may be granted. When an operative is living away\nfrom home\u003C\u002Fp>\n\n\u003Cp>in accordance with WR14.3 consideration should be given to granting an\nadditional day of\u003C\u002Fp>\n\n\u003Cp>paid leave. Where the operative attends the funeral of a close relative e.g.\nbrother, sister,\u003C\u002Fp>\n\n\u003Cp>grandparent etc. but does not have responsibility for funeral or other\narrangements one day’s\u003C\u002Fp>\n\n\u003Cp>paid leave should normally be granted.\u003C\u002Fp>\n\n\u003Cp>The foregoing is intended to give guidance to employers. Where an employer\ndecides to\u003C\u002Fp>\n\n\u003Cp>adopt an alternative policy it is essential that the employer maintains a\nconsistent and fair\u003C\u002Fp>\n\n\u003Cp>approach. Should a fraudulent claim arise the matter should be dealt with in\naccordance with\u003C\u002Fp>\n\n\u003Cp>the disciplinary procedure in WR.23.\u003C\u002Fp>\n\n\u003Cp>****\u003C\u002Fp>\n\n\u003Cp>CONSTRUCTION INDUSTRY JOINT COUNCIL\u003C\u002Fp>\n\n\u003Cp>Joint Secretaries’ Note\u003C\u002Fp>\n\n\u003Cp>Occupational Health\u003C\u002Fp>\n\n\u003Cp>The management of occupational health throughout the construction industry\ncan provide\u003C\u002Fp>\n\n\u003Cp>increased productivity and efficiencies via a sustainable and healthy\nworkforce. The\u003C\u002Fp>\n\n\u003Cp>implications of poor or non-existent management of occupational health are\nfar reaching in\u003C\u002Fp>\n\n\u003Cp>terms of personal health and well-being of the operative, quality of\ndelivery, human resource\u003C\u002Fp>\n\n\u003Cp>management and corporate reputation.\u003C\u002Fp>\n\n\u003Cp>Many factors causing occupational health problems are still unchallenged in\nlarge parts of the\u003C\u002Fp>\n\n\u003Cp>industry. Occupational health issues often develop over a period of time,\nsince some illnesses\u003C\u002Fp>\n\n\u003Cp>do not manifest immediately and operatives are often diagnosed with\noccupational health\u003C\u002Fp>\n\n\u003Cp>problems some time after the exposure.\u003C\u002Fp>\n\n\u003Cp>Employers are required to protect the health, safety and welfare of their\noperatives and they\u003C\u002Fp>\n\n\u003Cp>must fully recognise their responsibilities in this respect. It is therefore\nrecommended that\u003C\u002Fp>\n\n\u003Cp>employers operate a robust occupational health management system to ensure\nthe health and\u003C\u002Fp>\n\n\u003Cp>well-being of the whole workforce.\u003C\u002Fp>\n\n\u003Cp>The primary aim of managing health risks is preventing ill health and\nprevention must remain\u003C\u002Fp>\n\n\u003Cp>uppermost in the minds of those involved in health risk management. Good\nmanagement of\u003C\u002Fp>\n\n\u003Cp>health risks should include as a minimum:\u003C\u002Fp>\n\n\u003Cp>• eliminating, or if this is not possible, reducing risks as much as\npossible\u003C\u002Fp>\n\n\u003Cp>• providing adequate control measures\u003C\u002Fp>\n\n\u003Cp>• providing full information and training about occupational health\nhazards and risks\u003C\u002Fp>\n\n\u003Cp>• providing suitable, well-fitting, free of charge Personal Protective\nEquipment\u003C\u002Fp>\n\n\u003Cp>• supporting adequate treatment and rehabilitation, including retraining\nwhere necessary, if\u003C\u002Fp>\n\n\u003Cp>an operative has developed an occupational health problem\u003C\u002Fp>\n\n\u003Cp>• providing medical supervision*.\u003C\u002Fp>\n\n\u003Cp>Employers are recommended to provide an appropriate occupational health\nscheme, for\u003C\u002Fp>\n\n\u003Cp>example through Constructing Better Health (CBH), being a joint industry\ninitiative.\u003C\u002Fp>\n\n\u003Cp>Where an employer recognises an adherent trade union then Safety\nRepresentatives should\u003C\u002Fp>\n\n\u003Cp>be fully involved and consulted in all processes concerning occupational\nhealth issues,\u003C\u002Fp>\n\n\u003Cp>developments and decisions made in this respect.\u003C\u002Fp>\n\n\u003Cp>The parties to the CIJC recognise that occupational health is of prime\nimportance. It is the\u003C\u002Fp>\n\n\u003Cp>aim of this Joint Secretaries’ Note that every operative benefits from\ngood health, safety and\u003C\u002Fp>\n\n\u003Cp>occupational health systems thereby safeguarding operatives from work\nrelated health risks.\u003C\u002Fp>\n\n\u003Cp>* In this process employers must fully abide by data protection rules. No\nhealth information must be\u003C\u002Fp>\n\n\u003Cp>handed to non-authorised persons.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>CONSTRUCTION INDUSTRY JOINT COUNCIL\u003C\u002Fp>\n\n\u003Cp>CONSTITUTION AND RULES OF PROCEDURE\u003C\u002Fp>\n\n\u003Cp>The Constitution aims, functions and rules of procedure of the Construction\nIndustry Joint\u003C\u002Fp>\n\n\u003Cp>Council shall be as follows:\u003C\u002Fp>\n\n\u003Cp>Rule 1. CONSTITUTION OF THE COUNCIL\u003C\u002Fp>\n\n\u003Cp>1.1 The Council\u003C\u002Fp>\n\n\u003Cp>The Council shall consist of not more than 22 members, including the\nJoint\u003C\u002Fp>\n\n\u003Cp>Secretaries, one half of whom shall be Employers’ representatives and one\nhalf\u003C\u002Fp>\n\n\u003Cp>Operatives’ representatives apportioned among and appointed by the\nbodies\u003C\u002Fp>\n\n\u003Cp>adherent to the Council in such manner as the respective sides may from time\nto\u003C\u002Fp>\n\n\u003Cp>time agree.\u003C\u002Fp>\n\n\u003Cp>1.2 Vacancies\u003C\u002Fp>\n\n\u003Cp>Any vacancy shall be filled by the Adherent Body which appointed the\nmember\u003C\u002Fp>\n\n\u003Cp>whose seat has become vacant.\u003C\u002Fp>\n\n\u003Cp>1.3 Substitute Members\u003C\u002Fp>\n\n\u003Cp>Should a member of the Council be unable to attend any meeting of the\nCouncil,\u003C\u002Fp>\n\n\u003Cp>a substitute duly appointed by the Body he represents may attend in his\u002Fher\nplace\u003C\u002Fp>\n\n\u003Cp>upon notice being given to the appropriate Joint Secretary prior to the\nmeeting.\u003C\u002Fp>\n\n\u003Cp>1.4 Regular Meetings\u003C\u002Fp>\n\n\u003Cp>The Council shall meet three times in each year. The second meeting in each\nyear\u003C\u002Fp>\n\n\u003Cp>shall be the annual meeting.\u003C\u002Fp>\n\n\u003Cp>1.5 Other Meetings\u003C\u002Fp>\n\n\u003Cp>Other meetings of the Council may be held at such times as the Council, or\nthe\u003C\u002Fp>\n\n\u003Cp>Chairman acting on its behalf, may agree.\u003C\u002Fp>\n\n\u003Cp>1.6 Quorum\u003C\u002Fp>\n\n\u003Cp>A majority of the members of the Council on each Side shall constitute a\nquorum at\u003C\u002Fp>\n\n\u003Cp>any meeting of the Council.\u003C\u002Fp>\n\n\u003Cp>1.7 Voting\u003C\u002Fp>\n\n\u003Cp>The aim of the Council shall be to achieve a consensus, where necessary\nvoting\u003C\u002Fp>\n\n\u003Cp>shall be by show of hands. Any decision to be binding must be carried by a\nmajority\u003C\u002Fp>\n\n\u003Cp>of votes on each Side of those present and voting. The Chairman and the\nJoint\u003C\u002Fp>\n\n\u003Cp>Secretaries shall each have one vote as members of the Council.\u003C\u002Fp>\n\n\u003Cp>1.8 Notice of Meetings\u003C\u002Fp>\n\n\u003Cp>Not less than 14 days’ notice shall be given of any regular meetings of\nthe Council.\u003C\u002Fp>\n\n\u003Cp>1.9 Agenda, Papers, etc.\u003C\u002Fp>\n\n\u003Cp>The agenda, papers, and all relevant documents shall be circulated to\nmembers of\u003C\u002Fp>\n\n\u003Cp>the Council at least seven days prior to the date of the convened\nmeeting.\u003C\u002Fp>\n\n\u003Cp>1.10 Minutes, Notifications.\u003C\u002Fp>\n\n\u003Cp>After each meeting of the Council the Joint Secretaries shall give notice of\nthe\u003C\u002Fp>\n\n\u003Cp>decisions to all concerned as early as possible, and shall prepare and issue\nthe\u003C\u002Fp>\n\n\u003Cp>minutes as soon as possible thereafter.\u003C\u002Fp>\n\n\u003Cp>1.11 Amendments to the Constitution and Working Rules\u003C\u002Fp>\n\n\u003Cp>An Adherent Body may at any regular meeting, propose an amendment to the\u003C\u002Fp>\n\n\u003Cp>Constitution and Rules of the Council or to any of its Agreements. Notice of\nan\u003C\u002Fp>\n\n\u003Cp>intention to propose such an amendment shall be given in writing to the\nJoint\u003C\u002Fp>\n\n\u003Cp>Secretaries not less than six weeks prior to the date fixed for the meeting.\nThe notice\u003C\u002Fp>\n\n\u003Cp>must specify precisely the nature of the proposed amendment. On receipt of\nsuch\u003C\u002Fp>\n\n\u003Cp>notice(s) the Joint Secretaries shall circulate details of the proposal(s)\nto all other Adherent Bodies.\u003C\u002Fp>\n\n\u003Cp>1.12 Consideration by the Council\u003C\u002Fp>\n\n\u003Cp>Appropriate notice haven been given, the proposal shall be placed on the\nagenda for\u003C\u002Fp>\n\n\u003Cp>the next regular meeting of the Council.\u003C\u002Fp>\n\n\u003Cp>1.13 Ratification of Council’s Decision\u003C\u002Fp>\n\n\u003Cp>A decision of the Council made under Rule 1.12 shall be subject to\nratification by\u003C\u002Fp>\n\n\u003Cp>a majority of the Employer Adherent Bodies and by a majority of the\nOperative\u003C\u002Fp>\n\n\u003Cp>Adherent Bodies before taking effect. The value to be attached to the vote\nof each\u003C\u002Fp>\n\n\u003Cp>Adherent Body is to be proportional to its representation on the Council.\u003C\u002Fp>\n\n\u003Cp>Ratification may be declared at the time when the decision is taken.\nOtherwise the\u003C\u002Fp>\n\n\u003Cp>decision shall be notified to the Adherent Bodies who shall be allowed four\nweeks\u003C\u002Fp>\n\n\u003Cp>from the date of notification in which to vote for or against\nratification.\u003C\u002Fp>\n\n\u003Cp>When a decision has been ratified the Council shall promulgate the decision\nand\u003C\u002Fp>\n\n\u003Cp>publish the date of operation. Such a decision shall then become binding\nupon the Industry.\u003C\u002Fp>\n\n\u003Cp>Should there be a failure to ratify, the Council shall meet as soon as\npracticable\u003C\u002Fp>\n\n\u003Cp>thereafter to consider what further steps, if any, it can take in the\nmatter.\u003C\u002Fp>\n\n\u003Cp>1.14 Limitations on Re-introduction of Proposals or on Submission of new\nProposals\u003C\u002Fp>\n\n\u003Cp>Once an amendment has, after due notice, been proposed at a regular meeting,\nwhatever\u003C\u002Fp>\n\n\u003Cp>the outcome of the proposal may have been and whether a decision of the\nCouncil\u003C\u002Fp>\n\n\u003Cp>thereon has or has not been ratified, no further proposal affecting the same\nprovision\u003C\u002Fp>\n\n\u003Cp>in the Council’s Constitution or Working Rules shall be considered by the\nCouncil\u003C\u002Fp>\n\n\u003Cp>earlier than the 12 months after the meeting when the original proposal was\nmade.\u003C\u002Fp>\n\n\u003Cp>1.15 Scottish Regional Council\u003C\u002Fp>\n\n\u003Cp>A Scottish Regional Council (SRC) will be established which will comply with\nRules\u003C\u002Fp>\n\n\u003Cp>1.1, 1.2 and 1.3. The SRC will be responsible for dealing with Conciliation\nPanel\u003C\u002Fp>\n\n\u003Cp>hearings for references to disputes, differences or questions in relation to\nthe\u003C\u002Fp>\n\n\u003Cp>building industry in Scotland. SRC Conciliation Panel procedure will comply\nwith the\u003C\u002Fp>\n\n\u003Cp>requirements of Rule 7 and any reference to a Conciliation Panel in Rule 7\nshall be\u003C\u002Fp>\n\n\u003Cp>construed as a reference to the SRC Conciliation Panel.\u003C\u002Fp>\n\n\u003Cp>Rule 2. OFFICERS OF THE COUNCIL\u003C\u002Fp>\n\n\u003Cp>2.1 Chairman and Vice Chairman\u003C\u002Fp>\n\n\u003Cp>At each annual meeting the Council shall elect from among its members a\nChairman\u003C\u002Fp>\n\n\u003Cp>and Vice-Chairman\u003C\u002Fp>\n\n\u003Cp>2.2 Joint Secretaries\u003C\u002Fp>\n\n\u003Cp>There shall be two Joint Secretaries, one each appointed by the Employers’\nand\u003C\u002Fp>\n\n\u003Cp>Operatives’ Sides of the Council. The Joint Secretaries shall be\nex-officio members\u003C\u002Fp>\n\n\u003Cp>of all committees of the Council.\u003C\u002Fp>\n\n\u003Cp>2.3 Committees\u003C\u002Fp>\n\n\u003Cp>The Council may at its discretion appoint such Committees as may be\nappropriate\u003C\u002Fp>\n\n\u003Cp>from time to time to deal with such matters as the Council may refer to\nthem.\u003C\u002Fp>\n\n\u003Cp>Rule 3. FINANCE\u003C\u002Fp>\n\n\u003Cp>The cost of the administration of the Council will be met by the\nemployers’\u003C\u002Fp>\n\n\u003Cp>organisations who are Adherent Bodies to the Council.\u003C\u002Fp>\n\n\u003Cp>Rule 4. MEETINGS, AGENDAS AND CONDUCT OF BUSINESS\u003C\u002Fp>\n\n\u003Cp>4.1 Agenda\u003C\u002Fp>\n\n\u003Cp>The business to be included on an agenda for a meeting of the Council shall\nbe\u003C\u002Fp>\n\n\u003Cp>approved by the Joint Secretaries.\u003C\u002Fp>\n\n\u003Cp>4.2 Matters of Urgency\u003C\u002Fp>\n\n\u003Cp>Once an agenda has been approved and circulated with the notice convening\nthe\u003C\u002Fp>\n\n\u003Cp>meeting no further items of business may be added except in a case where\none\u003C\u002Fp>\n\n\u003Cp>or other Side of the Council prior to the meeting gives notice in writing of\nits wish\u003C\u002Fp>\n\n\u003Cp>to raise, as a matter of urgency, a particular question affecting industrial\nrelations,\u003C\u002Fp>\n\n\u003Cp>specifying in detail the nature of the business it wishes to raise and the\nreasons for\u003C\u002Fp>\n\n\u003Cp>so doing, when such matter may be added to the agenda.\u003C\u002Fp>\n\n\u003Cp>Rule 5. NATIONAL COLLECTIVE AGREEMENT\u003C\u002Fp>\n\n\u003Cp>The Council shall ensure that wages and terms and conditions of employment\nof\u003C\u002Fp>\n\n\u003Cp>operatives employed in the Building and Civil Engineering Industry in\nEngland,\u003C\u002Fp>\n\n\u003Cp>Scotland and Wales are agreed on a national basis.\u003C\u002Fp>\n\n\u003Cp>Rule 6. AIMS AND FUNCTIONS OF THE COUNCIL\u003C\u002Fp>\n\n\u003Cp>6.1 To agree rates of wages and other emoluments of building and civil\u003C\u002Fp>\n\n\u003Cp>engineering operatives\u003C\u002Fp>\n\n\u003Cp>6.2 To agree terms and conditions of employment for building and civil\u003C\u002Fp>\n\n\u003Cp>engineering operatives and publish them as the Working Rules for the\u003C\u002Fp>\n\n\u003Cp>Building and Civil Engineering Industry.\u003C\u002Fp>\n\n\u003Cp>6.3 To deal with disputes or differences involving or likely to involve any\nmember\u003C\u002Fp>\n\n\u003Cp>or members of an Adherent body to this Agreement in accordance with the\u003C\u002Fp>\n\n\u003Cp>conciliation procedure.\u003C\u002Fp>\n\n\u003Cp>6.4 To consider proposals for, and to make, amendments to the Working\nRules.\u003C\u002Fp>\n\n\u003Cp>6.5 At the request of either Side of the Council to consider any industrial\nor\u003C\u002Fp>\n\n\u003Cp>economic question which has or is likely to have a bearing on industrial\u003C\u002Fp>\n\n\u003Cp>relations in the Building and Civil Engineering Industry.\u003C\u002Fp>\n\n\u003Cp>6.6 Take all reasonably practicable steps to ensure that operatives are\nemployed\u003C\u002Fp>\n\n\u003Cp>under the Working Rule Agreement of the Council.\u003C\u002Fp>\n\n\u003Cp>Rule 7. CONCILIATION PROCEDURE\u003C\u002Fp>\n\n\u003Cp>A dispute or difference that involves or is likely to involve a member or\nmembers\u003C\u002Fp>\n\n\u003Cp>of any Adherent Body or any party affiliated to the Council shall be dealt\nwith in\u003C\u002Fp>\n\n\u003Cp>accordance with the Conciliation Procedure. A strike, lock out or other\nindustrial\u003C\u002Fp>\n\n\u003Cp>action shall not be taken by any party to a dispute before the procedure set\nout in\u003C\u002Fp>\n\n\u003Cp>Rule 7 has been exhausted. The Joint Secretaries may, before a Conciliation\nPanel\u003C\u002Fp>\n\n\u003Cp>is convened, refer any matter or question to the Council.\u003C\u002Fp>\n\n\u003Cp>Note: Disputes, differences or questions relating to the building industry\nin Scotland\u003C\u002Fp>\n\n\u003Cp>shall be referred to the Scottish Regional Council (SRC).\u003C\u002Fp>\n\n\u003Cp>7.1 Disputes or differences should, in the first instance, be dealt with\nunder\u003C\u002Fp>\n\n\u003Cp>WR.22 Grievance Procedures of the Working Rule Agreement of the\u003C\u002Fp>\n\n\u003Cp>Council. Where the use of the Grievance Procedure fails to resolve the\u003C\u002Fp>\n\n\u003Cp>dispute or difference the matter may be referred to the Construction\nIndustry\u003C\u002Fp>\n\n\u003Cp>Joint Council.\u003C\u002Fp>\n\n\u003Cp>7.2 All disputes, differences or questions referred to the Construction\nIndustry\u003C\u002Fp>\n\n\u003Cp>Joint Council under 6.3 above of the Council shall immediately be\nconsidered\u003C\u002Fp>\n\n\u003Cp>by the Joint Secretaries who, after consultation with their respective\u003C\u002Fp>\n\n\u003Cp>members, shall decide whether the dispute, difference or question shall\u003C\u002Fp>\n\n\u003Cp>be dealt with by administrative action taken by the Joint Secretaries or\nby\u003C\u002Fp>\n\n\u003Cp>reference to a Conciliation Panel.\u003C\u002Fp>\n\n\u003Cp>7.3 An application to a Conciliation Panel in respect of a dispute,\ndifference\u003C\u002Fp>\n\n\u003Cp>or question shall be made in writing stating the terms of reference of\nthe\u003C\u002Fp>\n\n\u003Cp>application. The Conciliation Panel shall consist of not less than three\u003C\u002Fp>\n\n\u003Cp>representatives from each Side of the Council nominated respectively by\nthe\u003C\u002Fp>\n\n\u003Cp>Employers and Operatives’ Sides of the Council.\u003C\u002Fp>\n\n\u003Cp>7.4 The Joint Secretaries to the Council shall also be Joint Secretaries to\nthe\u003C\u002Fp>\n\n\u003Cp>Conciliation Panel.\u003C\u002Fp>\n\n\u003Cp>7.5 The Conciliation Panel shall have power to call such evidence from\nthe\u003C\u002Fp>\n\n\u003Cp>employers and operatives concerned as it may require.\u003C\u002Fp>\n\n\u003Cp>7.5.1 If, having heard the evidence, the Conciliation Panel is agreed\u003C\u002Fp>\n\n\u003Cp>that the question in dispute is of a general character which affects\u003C\u002Fp>\n\n\u003Cp>employers and operatives generally, the Conciliation Panel may\u003C\u002Fp>\n\n\u003Cp>agree to refer the dispute, difference or question to a full meeting of\u003C\u002Fp>\n\n\u003Cp>the Council.\u003C\u002Fp>\n\n\u003Cp>7.5.2 Where a decision is taken by the Conciliation Panel both parties\u003C\u002Fp>\n\n\u003Cp>to the dispute, difference or question shall be given the decision in\u003C\u002Fp>\n\n\u003Cp>writing and the Joint Secretaries shall prepare a report of the decision\u003C\u002Fp>\n\n\u003Cp>to be presented to the next meeting of Council.\u003C\u002Fp>\n\n\u003Cp>7.5.3 In the event of a failure to agree by the Conciliation Panel the\u003C\u002Fp>\n\n\u003Cp>dispute, difference or question may be referred to the Council by\u003C\u002Fp>\n\n\u003Cp>either party. Such reference to the Council must be made in writing\u003C\u002Fp>\n\n\u003Cp>within 10 working days following the date on which the decision is\u003C\u002Fp>\n\n\u003Cp>notified in writing to the parties.\u003C\u002Fp>\n\n\u003Cp>Rule 8. CONCILIATION PANEL PROCEDURE FOR HEARINGS\u003C\u002Fp>\n\n\u003Cp>The Conciliation Panel shall conduct its business in accordance with the\u003C\u002Fp>\n\n\u003Cp>following procedure:\u003C\u002Fp>\n\n\u003Cp>8.1 Meetings of the Conciliation Panel shall be held in London and shall\nbe\u003C\u002Fp>\n\n\u003Cp>convened by the Joint Secretaries who shall submit the terms of\nreference.\u003C\u002Fp>\n\n\u003Cp>8.2 All parties to the hearing shall be present, or represented, when a\ncase\u003C\u002Fp>\n\n\u003Cp>is heard except where, after due notice has been given, representatives\u003C\u002Fp>\n\n\u003Cp>or witnesses of one side fail to enter an appearance, in which case the\u003C\u002Fp>\n\n\u003Cp>Conciliation Panel at its discretion may proceed with the hearing or make\u003C\u002Fp>\n\n\u003Cp>such other arrangements as it deems fit and proper in the circumstances.\u003C\u002Fp>\n\n\u003Cp>Due notice for this purpose is seven days. In the absence of both parties\u003C\u002Fp>\n\n\u003Cp>to the dispute and with their agreement, the Conciliation Panel may, at\u003C\u002Fp>\n\n\u003Cp>their discretion, base their findings on written representations. In\nnormal\u003C\u002Fp>\n\n\u003Cp>circumstances, oral evidence shall not be given before the Conciliation\nPanel\u003C\u002Fp>\n\n\u003Cp>unless a representative of each of the parties to the dispute is present.\u003C\u002Fp>\n\n\u003Cp>8.3 The Conciliation Panel shall at each hearing appoint a Chairman from\u003C\u002Fp>\n\n\u003Cp>amongst those present. The Chairman should be elected alternately from\nthe\u003C\u002Fp>\n\n\u003Cp>Employers’ and Operatives’ Sides. The Chairman shall not forfeit his\nright to\u003C\u002Fp>\n\n\u003Cp>vote as a member of his side of the Panel.\u003C\u002Fp>\n\n\u003Cp>8.4 The hearing shall start with a statement of case by the representative\nof the\u003C\u002Fp>\n\n\u003Cp>appellant party who may call not more than two supporting witnesses. No\u003C\u002Fp>\n\n\u003Cp>statement of case shall exceed 20 minutes in duration, and no witness\nshall\u003C\u002Fp>\n\n\u003Cp>speak for more than 10 minutes. Representatives and witnesses may be\u003C\u002Fp>\n\n\u003Cp>questioned by the Panel and by the representatives of the other parties\non\u003C\u002Fp>\n\n\u003Cp>questions of fact brought out in their statements. Representatives of\nother\u003C\u002Fp>\n\n\u003Cp>parties to the case shall then be entitled similarly to make statements and\ncall\u003C\u002Fp>\n\n\u003Cp>not more than two supporting witnesses, who may be similarly questioned\non\u003C\u002Fp>\n\n\u003Cp>the evidence they have given.\u003C\u002Fp>\n\n\u003Cp>8.5 The representative of each party shall be entitled to make a\nconcluding\u003C\u002Fp>\n\n\u003Cp>statement of not more than 5 minutes duration.\u003C\u002Fp>\n\n\u003Cp>8.6 The evidence shall be confined to those matters which are within the\u003C\u002Fp>\n\n\u003Cp>personal knowledge of the representatives and witnesses. Hearsay evidence\u003C\u002Fp>\n\n\u003Cp>shall be inadmissible.\u003C\u002Fp>\n\n\u003Cp>8.7 When the case has been presented the parties, representatives and\u003C\u002Fp>\n\n\u003Cp>witnesses shall withdraw, and no further evidence shall be heard or\u003C\u002Fp>\n\n\u003Cp>information communicated except at the request of the Conciliation Panel.\u003C\u002Fp>\n\n\u003Cp>8.8 Should either side of the Conciliation Panel desire to retire for\nprivate\u003C\u002Fp>\n\n\u003Cp>consultation it shall be allowed to do so.\u003C\u002Fp>\n\n\u003Cp>8.9 Notice of the Sub-committee’s decision upon any dispute, difference\nor\u003C\u002Fp>\n\n\u003Cp>question shall be given to the parties to the dispute by letter signed by\nthe\u003C\u002Fp>\n\n\u003Cp>Joint Secretaries, the Secretary of each section being responsible for\nissuing\u003C\u002Fp>\n\n\u003Cp>such notices to all interested parties on their side of the industry.\u003C\u002Fp>\n\n\u003Cp>8.10 A copy of the decision and minutes of the hearing shall be circulated\nto all\u003C\u002Fp>\n\n\u003Cp>members of the Panel and reported to the Council at its next meeting.\u003C\u002Fp>\n\n\u003Cp>8.11 The decision of the Panel shall be by a majority of votes of the\nmembers of\u003C\u002Fp>\n\n\u003Cp>their respective sides of the Panel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rule 9. STATEMENT OF INTENT\u003C\u002Fp>\n\n\u003Cp>Parties to this agreement accept its terms and provisions as binding and\nthey\u003C\u002Fp>\n\n\u003Cp>undertake to take all such steps as are reasonably practicable to see that\nit is\u003C\u002Fp>\n\n\u003Cp>observed by their members.\u003C\u002Fp>\n\n\u003Cp>CONSTRUCTION INDUSTRY JOINT COUNCIL\u003C\u002Fp>\n\n\u003Cp>Agreement\u003C\u002Fp>\n\n\u003Cp>The Employers’ Organisations and Trades Unions who are signatories to the\nConstitution and\u003C\u002Fp>\n\n\u003Cp>Rules of Procedure of the Construction Industry Joint Council agree to\naccept its terms and\u003C\u002Fp>\n\n\u003Cp>conditions as binding and to take all reasonably practicable steps to see\nthat it is observed by\u003C\u002Fp>\n\n\u003Cp>their members.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>**Employers:\u003C\u002Fp>\n\n\u003Cp>*National Federation of Builders NFB\u003C\u002Fp>\n\n\u003Cp>Spectrum House, Suite AF29\u003C\u002Fp>\n\n\u003Cp>Beehive Ring Road\u003C\u002Fp>\n\n\u003Cp>Gatwick, West Sussex RH6 0LG\u003C\u002Fp>\n\n\u003Cp>03450 578160\u003C\u002Fp>\n\n\u003Cp>*Painting & Decorating Association PDA\u003C\u002Fp>\n\n\u003Cp>32 Coton Road\u003C\u002Fp>\n\n\u003Cp>*Nuneaton, Warwickshire CV11 5TW\u003C\u002Fp>\n\n\u003Cp>0247 635 3776\u003C\u002Fp>\n\n\u003Cp>Home Builders Federation HBF\u003C\u002Fp>\n\n\u003Cp>HBF House, 1st Floor\u003C\u002Fp>\n\n\u003Cp>27 Broadwall, London SE1 9PL\u003C\u002Fp>\n\n\u003Cp>020 7960 1600\u003C\u002Fp>\n\n\u003Cp>*Civil Engineering Contractors Association CECA\u003C\u002Fp>\n\n\u003Cp>1 Birdcage Walk, London SW1H 9JJ\u003C\u002Fp>\n\n\u003Cp>020 7340 0450\u003C\u002Fp>\n\n\u003Cp>*Scottish Building Federation SBF\u003C\u002Fp>\n\n\u003Cp>Crichton’s House, Crichton’s Close\u003C\u002Fp>\n\n\u003Cp>Holyrood, Edinburgh EH8 8DT\u003C\u002Fp>\n\n\u003Cp>0131 556 8866\u003C\u002Fp>\n\n\u003Cp>* National Federation of Roofing Contractors NFRC\u003C\u002Fp>\n\n\u003Cp>Roofing House\u003C\u002Fp>\n\n\u003Cp>31 Worship Street\u003C\u002Fp>\n\n\u003Cp>London EC2A 2DY\u003C\u002Fp>\n\n\u003Cp>020 7638 7663\u003C\u002Fp>\n\n\u003Cp>* National Access & Scaffolding Confederation NASC\u003C\u002Fp>\n\n\u003Cp>4th Floor, 12 Bridewell Place\u003C\u002Fp>\n\n\u003Cp>London EC4V 6AP\u003C\u002Fp>\n\n\u003Cp>020 7822 7400\u003C\u002Fp>\n\n\u003Cp>* National Association of Shopfitters NAS\u003C\u002Fp>\n\n\u003Cp>NAS House\u003C\u002Fp>\n\n\u003Cp>411 Limpsfield Road\u003C\u002Fp>\n\n\u003Cp>Warlingham, Surrey CR6 9HA\u003C\u002Fp>\n\n\u003Cp>01883 624961\u003C\u002Fp>\n\n\u003Cp>* Build UK (Contractor Members)\u003C\u002Fp>\n\n\u003Cp>6-8 Bonhill Street\u003C\u002Fp>\n\n\u003Cp>London EC2A 4BY\u003C\u002Fp>\n\n\u003Cp>0844 2495351\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>** Trades Unions:\u003C\u002Fp>\n\n\u003Cp>* Union of Construction, Allied Trades and Technicians\u003C\u002Fp>\n\n\u003Cp>177 Abbeville Road, London. SW4 9RL\u003C\u002Fp>\n\n\u003Cp>020 7622 2442\u003C\u002Fp>\n\n\u003Cp>* Unite\u003C\u002Fp>\n\n\u003Cp>Unite House, 128 Theobolds Road, London. WC1X 8TN\u003C\u002Fp>\n\n\u003Cp>020 7611 2500\u003C\u002Fp>\n\n\u003Cp>* GMB\u003C\u002Fp>\n\n\u003Cp>22-24, Worple Road, London. SW19 4DD\u003C\u002Fp>\n\n\u003Cp>020 8971 4209\u003C\u002Fp>\n\n\u003Cp>******\u003C\u002Fp>\n\n\u003Cp>ADDENDUM\u003C\u002Fp>\n\n\u003Cp>CONSTRUCTION INDUSTRY JOINT COUNCIL (CIJC)\u003C\u002Fp>\n\n\u003Cp>RESOLUTION AND PROMULGATION\u003C\u002Fp>\n\n\u003Cp>WORKING RULE AGREEMENT\u003C\u002Fp>\n\n\u003Cp>Wednesday 22nd June 2016\u003C\u002Fp>\n\n\u003Cp>Following negotiations between the parties to the Construction Industry\nJoint Council, the\u003C\u002Fp>\n\n\u003Cp>Council has adopted recommendations for a two year agreement on pay and\nother conditions\u003C\u002Fp>\n\n\u003Cp>and thereby settles all outstanding claims.\u003C\u002Fp>\n\n\u003Cp>With effect from Monday 25th July 2016 the following basic pay rates will\napply. Dispensation for\u003C\u002Fp>\n\n\u003Cp>the non taxed lodging and fare allowances has been granted by HMRC effective\n1st August 2016.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WR.1 ENTITLEMENT TO BASIC RATES OF PAY\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Classification\u003C\u002Ftd>\n      \u003Ctd>Basic Pay (pence per hour)\u003C\u002Ftd>\n      \u003Ctd>Weekly Rates (based on 39 hours) £\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>General Operative\u003C\u002Ftd>\n      \u003Ctd>(873)\u003C\u002Ftd>\n      \u003Ctd>(340.47)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Skill Rate 4\u003C\u002Ftd>\n      \u003Ctd>(941)\u003C\u002Ftd>\n      \u003Ctd>(366.99)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>(996)\u003C\u002Ftd>\n      \u003Ctd>(388.44)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>(1065)\u003C\u002Ftd>\n      \u003Ctd>(415.35)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>(1106)\u003C\u002Ftd>\n      \u003Ctd>(431.34)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Craft Rate\u003C\u002Ftd>\n      \u003Ctd>(1161)\u003C\u002Ftd>\n      \u003Ctd>(452.79)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>These rates are agreed and promulgated on the basis that any increase shall\nnot be reduced\u003C\u002Fp>\n\n\u003Cp>by any adjustment in existing contractual bonus schemes.\u003C\u002Fp>\n\n\u003Cp>WR 1.4.2 Apprentice Rates\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Classification\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Basic Pay (pence per hour)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Weekly Rates (based on 39 hours)\n\n        \u003Cp>£\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Year 1\u003C\u002Ftd>\n      \u003Ctd>500\u003C\u002Ftd>\n      \u003Ctd>195.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Year 2\u003C\u002Ftd>\n      \u003Ctd>623\u003C\u002Ftd>\n      \u003Ctd>242.97\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Year 3 without NVQ 2\u003C\u002Ftd>\n      \u003Ctd>728\u003C\u002Ftd>\n      \u003Ctd>283.92\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Year 3 with NVQ 2\u003C\u002Ftd>\n      \u003Ctd>927\u003C\u002Ftd>\n      \u003Ctd>361.53\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Year 3 with NVQ 3\u003C\u002Ftd>\n      \u003Ctd>1161\u003C\u002Ftd>\n      \u003Ctd>452.79\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>On completion with NVQ 2\u003C\u002Ftd>\n      \u003Ctd>1161\u003C\u002Ftd>\n      \u003Ctd>452.79\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPRENTICES and the NATIONAL MINIMUM & LIVING WAGE\u003C\u002Fp>\n\n\u003Cp>Employers should note that if an apprentice is in the second or final year\nof training and aged\u003C\u002Fp>\n\n\u003Cp>between21 and 24 then the National Minimum Wage must apply. For apprentices\naged 25 and\u003C\u002Fp>\n\n\u003Cp>over and in the second or final year of training the National Living Wage\nmust apply. These are\u003C\u002Fp>\n\n\u003Cp>enforceable by HMRC.\u003C\u002Fp>\n\n\u003Cp>Currently the National Minimum Wage for someone aged 21 to 24 is £6.70 per\nhour and will\u003C\u002Fp>\n\n\u003Cp>increase to £6.95 per hour from 1st October 2016.\u003C\u002Fp>\n\n\u003Cp>The National Living Wage for someone aged 25 and over is currently £7.20\nper hour and will\u003C\u002Fp>\n\n\u003Cp>increase from 1st April 2017.\u003C\u002Fp>\n\n\u003Cp>WR.5 DAILY FARE AND TRAVEL ALLOWANCES. (effective 1st August 2016).\u003C\u002Fp>\n\n\u003Cp>The scale for calculating allowances has been re-calibrated from kilometres\nto miles as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">Increase pence\u002Fmile\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Miles\u003C\u002Ftd>\n      \u003Ctd>Travel (Taxed)\u003C\u002Ftd>\n      \u003Ctd>Fare (Not Taxed)\u003C\u002Ftd>\n      \u003Ctd>Travel\u003C\u002Ftd>\n      \u003Ctd>Fare\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>1.02\u003C\u002Ftd>\n      \u003Ctd>4.30\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>1.21\u003C\u002Ftd>\n      \u003Ctd>4.65\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>1.40\u003C\u002Ftd>\n      \u003Ctd>5.00\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>1.59\u003C\u002Ftd>\n      \u003Ctd>5.35\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>1.79\u003C\u002Ftd>\n      \u003Ctd>5.70\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>1.97\u003C\u002Ftd>\n      \u003Ctd>6.05\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>2.16\u003C\u002Ftd>\n      \u003Ctd>6.40\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>2.35\u003C\u002Ftd>\n      \u003Ctd>6.75\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>2.54\u003C\u002Ftd>\n      \u003Ctd>7.10\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>2.73\u003C\u002Ftd>\n      \u003Ctd>7.45\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>2.92\u003C\u002Ftd>\n      \u003Ctd>7.80\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>3.11\u003C\u002Ftd>\n      \u003Ctd>8.10\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd>3.30\u003C\u002Ftd>\n      \u003Ctd>8.40\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>3.49\u003C\u002Ftd>\n      \u003Ctd>8.70\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>3.68\u003C\u002Ftd>\n      \u003Ctd>9.00\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>3.87\u003C\u002Ftd>\n      \u003Ctd>9.30\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>4.06\u003C\u002Ftd>\n      \u003Ctd>9.60\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26\u003C\u002Ftd>\n      \u003Ctd>4.25\u003C\u002Ftd>\n      \u003Ctd>9.90\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>27\u003C\u002Ftd>\n      \u003Ctd>4.44\u003C\u002Ftd>\n      \u003Ctd>10.20\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>28\u003C\u002Ftd>\n      \u003Ctd>4.63\u003C\u002Ftd>\n      \u003Ctd>10.50\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>29\u003C\u002Ftd>\n      \u003Ctd>4.82\u003C\u002Ftd>\n      \u003Ctd>10.80\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>5.01\u003C\u002Ftd>\n      \u003Ctd>11.08\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>31\u003C\u002Ftd>\n      \u003Ctd>5.20\u003C\u002Ftd>\n      \u003Ctd>11.36\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>32\u003C\u002Ftd>\n      \u003Ctd>5.39\u003C\u002Ftd>\n      \u003Ctd>11.64\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>33\u003C\u002Ftd>\n      \u003Ctd>5.58\u003C\u002Ftd>\n      \u003Ctd>11.92\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>34\u003C\u002Ftd>\n      \u003Ctd>5.77\u003C\u002Ftd>\n      \u003Ctd>12.20\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>35\u003C\u002Ftd>\n      \u003Ctd>5.96\u003C\u002Ftd>\n      \u003Ctd>12.48\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>36\u003C\u002Ftd>\n      \u003Ctd>6.15\u003C\u002Ftd>\n      \u003Ctd>12.76\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>37\u003C\u002Ftd>\n      \u003Ctd>6.34\u003C\u002Ftd>\n      \u003Ctd>13.04\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>38\u003C\u002Ftd>\n      \u003Ctd>6.53\u003C\u002Ftd>\n      \u003Ctd>13.32\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>39\u003C\u002Ftd>\n      \u003Ctd>6.72\u003C\u002Ftd>\n      \u003Ctd>13.60\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>40\u003C\u002Ftd>\n      \u003Ctd>6.91\u003C\u002Ftd>\n      \u003Ctd>13.88\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>41\u003C\u002Ftd>\n      \u003Ctd>7.10\u003C\u002Ftd>\n      \u003Ctd>14.16\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>42\u003C\u002Ftd>\n      \u003Ctd>7.29\u003C\u002Ftd>\n      \u003Ctd>14.44\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>43\u003C\u002Ftd>\n      \u003Ctd>7.48\u003C\u002Ftd>\n      \u003Ctd>14.72\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>44\u003C\u002Ftd>\n      \u003Ctd>7.67\u003C\u002Ftd>\n      \u003Ctd>15.00\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>45\u003C\u002Ftd>\n      \u003Ctd>7.86\u003C\u002Ftd>\n      \u003Ctd>15.28\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>46\u003C\u002Ftd>\n      \u003Ctd>8.05\u003C\u002Ftd>\n      \u003Ctd>15.56\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>47\u003C\u002Ftd>\n      \u003Ctd>8.24\u003C\u002Ftd>\n      \u003Ctd>15.84\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>48\u003C\u002Ftd>\n      \u003Ctd>8.43\u003C\u002Ftd>\n      \u003Ctd>16.12\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>48\u003C\u002Ftd>\n      \u003Ctd>8.62\u003C\u002Ftd>\n      \u003Ctd>16.40\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>50\u003C\u002Ftd>\n      \u003Ctd>8.81\u003C\u002Ftd>\n      \u003Ctd>16.68\u003C\u002Ftd>\n      \u003Ctd>0.19\u003C\u002Ftd>\n      \u003Ctd>0.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Having due regard for health and safety an operative may be required to\ntravel distances\u003C\u002Fp>\n\n\u003Cp>beyond the published scale. In which case payment for each additional mile\nshould be made\u003C\u002Fp>\n\n\u003Cp>based on the difference between the rate for the 49th and 50th mile.\u003C\u002Fp>\n\n\u003Cp>All distances shall be measured utilising the RAC Route Planner\u002FAA Route\nPlanner (or similar)\u003C\u002Fp>\n\n\u003Cp>using the post codes of the operative’s home address and place of work,\nbased on the most\u003C\u002Fp>\n\n\u003Cp>direct route. (WR.5.2).\u003C\u002Fp>\n\n\u003Cp>WR.12 STORAGE OF TOOLS\u003C\u002Fp>\n\n\u003Cp>Employers’ maximum liability is £750.00 pa.\u003C\u002Fp>\n\n\u003Cp>WR.15 SUBSISTENCE ALLOWANCE (effective 1st August 2016)\u003C\u002Fp>\n\n\u003Cp>£36.00 per night\u003C\u002Fp>\n\n\u003Cp>WR.20 SICK PAY\u003C\u002Fp>\n\n\u003Cp>WR.20.4 Amount of Payment (Effective 25th July 2016)\u003C\u002Fp>\n\n\u003Cp>Industry sick pay to increase to £118.00 per week.\u003C\u002Fp>\n\n\u003Cp>WR.21 BENEFIT SCHEMES (effective 1st August 2016)\u003C\u002Fp>\n\n\u003Cp>WR.21.1 Death benefit is £32,500 and doubled to £65,000 if death occurs\neither at work or\u003C\u002Fp>\n\n\u003Cp>travelling to or from work. Such benefit is normally provided through the\nB&CE Group.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>With effect from Monday 26th June 2017 the following basic pay rates and\nallowances will apply.\u003C\u002Fp>\n\n\u003Cp>WR.1 ENTITLEMENT TO BASIC RATES OF PAY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Classification\u003C\u002Ftd>\n      \u003Ctd>Basic Pay (pence per hour)\u003C\u002Ftd>\n      \u003Ctd>Weekly Rates (based on 39 hours)\n\n        \u003Cp>£\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>General Operative\u003C\u002Ftd>\n      \u003Ctd>897\u003C\u002Ftd>\n      \u003Ctd>349.83\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Skill Rate 4\u003C\u002Ftd>\n      \u003Ctd>967\u003C\u002Ftd>\n      \u003Ctd>377.13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>1024\u003C\u002Ftd>\n      \u003Ctd>399.36\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>1094\u003C\u002Ftd>\n      \u003Ctd>426.66\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>1136\u003C\u002Ftd>\n      \u003Ctd>443.04\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Craft Rate\u003C\u002Ftd>\n      \u003Ctd>1193\u003C\u002Ftd>\n      \u003Ctd>465.27\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WR 1.4.2 Apprentice Rates\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Classification\u003C\u002Ftd>\n      \u003Ctd>Basic Pay (pence per hour)\u003C\u002Ftd>\n      \u003Ctd>Weekly Ratesb(based on 39 hours)\n\n        \u003Cp>£\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Year 1\u003C\u002Ftd>\n      \u003Ctd>514\u003C\u002Ftd>\n      \u003Ctd>200.46\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Year 2\u003C\u002Ftd>\n      \u003Ctd>640\u003C\u002Ftd>\n      \u003Ctd>249.60\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Year 3 without NVQ 2\u003C\u002Ftd>\n      \u003Ctd>748\u003C\u002Ftd>\n      \u003Ctd>291.72\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Year 3 with NVQ 2\u003C\u002Ftd>\n      \u003Ctd>953\u003C\u002Ftd>\n      \u003Ctd>371.67\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Year 3 with NVQ 3\u003C\u002Ftd>\n      \u003Ctd>1193\u003C\u002Ftd>\n      \u003Ctd>465.27\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>On completion with NVQ 2\u003C\u002Ftd>\n      \u003Ctd>1193\u003C\u002Ftd>\n      \u003Ctd>465.27\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WR.5 DAILY FARE AND TRAVEL ALLOWANCES\u003C\u002Fp>\n\n\u003Cp>The taxed daily travel allowance will increase by 2.75% in line with the\nincrease\u003C\u002Fp>\n\n\u003Cp>in basic pay rates. The non taxed fare allowance will (subject to HMRC\napproval)\u003C\u002Fp>\n\n\u003Cp>increase by the RPI for the 12 month period to March 2017.\u003C\u002Fp>\n\n\u003Cp>New fare & travel allowance scales will be promulgated in May 2017.\u003C\u002Fp>\n\n\u003Cp>WR.12 STORAGE OF TOOLS\u003C\u002Fp>\n\n\u003Cp>Employers’ maximum liability £750.00 pa.\u003C\u002Fp>\n\n\u003Cp>WR.15 SUBSISTENCE ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>Subject to HMRC approval, the £36.00 per night allowance will be increased\nby the\u003C\u002Fp>\n\n\u003Cp>RPI for the 12 month period to March 2017 and a new allowance will be\npromulgated\u003C\u002Fp>\n\n\u003Cp>in May 2017.\u003C\u002Fp>\n\n\u003Cp>WR.20 SICK PAY\u003C\u002Fp>\n\n\u003Cp>WR.20.4 Amount of Payment\u003C\u002Fp>\n\n\u003Cp>Industry sick pay will increase to £122.50 per week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WR.21 BENEFIT SCHEMES\u003C\u002Fp>\n\n\u003Cp>WR.21.1 Death benefit is £32,500 and doubled to £65,000 if death occurs\neither\u003C\u002Fp>\n\n\u003Cp>at work or travelling to or from work. Such benefit is normally provided\nthrough the\u003C\u002Fp>\n\n\u003Cp>B&CE Group.\u003C\u002Fp>\n\n\u003Cp>PERIOD OF SETTLEMENT\u003C\u002Fp>\n\n\u003Cp>The Employers shall not be required to consider any application for a change\nin the\u003C\u002Fp>\n\n\u003Cp>Operatives’ pay and conditions, which would have effect before Monday 25th\nJune 2018.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>* B RYE\u003C\u002Fp>\n\n\u003Cp>Operatives’ Secretary\u003C\u002Fp>\n\n\u003Cp>* G C LEAN\u003C\u002Fp>\n\n\u003Cp>Employers’ Secretary\u003C\u002Fp>\n\n\u003Cp>22nd June 2016\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"pensionfund":44,"LOWWAGE_trigger":48,"TRAINING_trigger":52,"trainingprogrammes":56,"ONCERISE_trigger":60,"WORKHOURS_trigger":64,"hourspday_select":68,"hourspweek_select":70,"SCHEDULE_trigger":72,"schedulesrestpw":76,"OVERTIME_trigger":78,"overtimeallowancetype_general":82,"SUNDAY_trigger":86,"COMMUTE_trigger":90,"FLEXWORK_trigger":94,"NOCTPREM_trigger":98,"shiftallowancetype1":102,"HARDSHIP_trigger":105,"CONSIGN_trigger":109,"ONCERISE2_trigger":113,"dayspweek_select":117,"PAIDLEAV_trigger":120,"bankholidays1":124,"ANNLEAVE_trigger":127,"annleaveallowancetype":131,"bankholidays2":135,"holidaysfixed":139,"SICDIS_trigger":143,"sicknessmaxdays":147,"sicknesspay":151,"maxsicknesspay":153,"disabilitypay":155,"funeralpay":159,"healthcareaccess":163,"healthandsafetypolicy":167,"code_application":171,"TRADEUNLEAV_trigger":173,"jobclassifaction1":177,"LOWWAGE_provision":181,"apprenticeships":183},{"bindId":45,"name":46,"text":47},"pensionfund","Under the provisions of the Pensions Act","Under the provisions of the Pensions Act 2011 the government has from\nOctober\n\n2012 introduced new, statutory pensions requirements. The new provisions\nare\n\nbeing phased in over six years. The largest employers (those employing more\nthan\n\n120,000) were required to comply from October 2012 whereas (those with less\nthan\n\n30 employees) will not be required to comply until 2017 (depending on the\nemployers\n\nPAYE reference number). The precise date at which an employer is required\nto\n\ncomply with the new provisions is known as the “staging date” and the\nrequirement\n\nwill be for the employer to automatically enrol all eligible employees into\na qualifying\n\npension scheme with both the employer and employee making at least the\nminimum\n\nspecified contributions. The level of employer and employee contributions\nare\n\nplanned to increase in 2018 and then again in 2019.\n\nAs CIJC employers are of various sizes and will therefore have staging dates\nat\n\ndifferent times it is necessary for the existing CIJC pension scheme\narrangements to\n\nbe maintained alongside the new arrangements for employers to introduce at\ntheir\n\n“staging date”. A fully compliant workplace pension is available from\nB&CE Holdings\n\nLtd who can be contacted on 01293 586666.",{"bindId":49,"name":50,"text":51},"LOWWAGE_trigger","Operatives employed to carry out work in","Operatives employed to carry out work in the Building and Civil Engineering\nIndustry\n\nare entitled to basic pay in accordance with this Working Rule (WR.1). Rates\nof pay\n\nare set out in a separate Schedule, published periodically by the\nCouncil.\n\nClassification of basic rates of pay for operatives:\n\nGeneral Operative\n\nSkilled Operative Rate .....4\n\nSkilled Operative Rate..... 3\n\nSkilled Operative Rate .....2\n\nSkilled Operative Rate..... 1\n\nCraft Operative\n\nRates published by the Council are national minimum rates and it is open\nto\n\nemployers to pay higher rates.\n\nCurrent legislation requires that an Employee is provided with an Itemised\nPay\n\nStatement ‘payslip’ in hard copy or by email. Whatever means an\nEmployer\n\ndetermines the provision is it must not be at any cost to the operative. It\nis also\n\naccepted that, by agreement, the frequency of payments may be varied\ne.g.,\n\nfortnightly, every 4 weeks etc.",{"bindId":53,"name":54,"text":55},"TRAINING_trigger","An apprentice who has entered into a tra","An apprentice who has entered into a training service agreement is subject\nto the\n\nsame conditions of employment as other operatives employed under the\nWorking\n\nRule Agreement except as provided in WR.1.4.2 to 1.4.6.",{"bindId":57,"name":58,"text":59},"trainingprogrammes","Apprentices are entitled to be paid duri","Apprentices are entitled to be paid during normal working hours to attend\n\napproved courses off-the-job training in accordance with the requirement of\ntheir\n\napprenticeship. Payment during such attendance shall be at their normal rate\nof\n\npay, but the employer may withhold payment for hours during which an\napprentice,\n\nwithout authorisation fails to attend the course.",{"bindId":61,"name":62,"text":63},"ONCERISE_trigger","It shall be open to employers and operat","It shall be open to employers and operatives on any job to agree a bonus\nscheme\n\nbased on measured output and productivity for any operation or operations on\nthat\n\nparticular job.",{"bindId":65,"name":66,"text":67},"WORKHOURS_trigger","Working Hours The normal working hours s","Working Hours\n\nThe normal working hours shall be:\n\n\n  \n  \n  \n  \n    \n      Monday to Thursday\n      8 hours per day\n    \n    \n      Friday\n      7 hours per day\n    \n    \n      Total\n      39 hours per week.\n    \n  \n\n\nexcept for operatives working shifts whose working hours shall continue to\nbe 8\n\nhours per weekday and 40 hours per week.\n\nThe expression “normal working hours” means the number of hours\nprescribed\n\nabove for any day (or night) when work is actually undertaken reckoned from\nthe\n\nstarting time fixed by the employer.",{"bindId":69,"name":66,"text":67},"hourspday_select",{"bindId":71,"name":66,"text":67},"hourspweek_select",{"bindId":73,"name":74,"text":75},"SCHEDULE_trigger","3.1.2 Daily\u002FWeekly Rest Breaks Where the","3.1.2 Daily\u002FWeekly Rest Breaks\n\nWhere there are objective or technical reasons concerning the\norganisation\n\nof work the application of the Working Time Regulations 1998 –\nRegulations\n\n10(1) Daily Rest Period – 11(1) and 11(2) Weekly Rest Period is\nexcluded.",{"bindId":77,"name":74,"text":75},"schedulesrestpw",{"bindId":79,"name":80,"text":81},"OVERTIME_trigger","The employer may require overtime to be ","The employer may require overtime to be worked and the operative may not\n\nunreasonably refuse to work overtime.\n\nOvertime will be calculated on a daily basis, but overtime premium rates\nwill not be\n\npayable until the normal hours (39 hours-WR.3) have been worked in the pay\nweek\n\nunless the short time is authorised by the employer on compassionate or\nother\n\ngrounds or is a certified absence due to sickness or injury.\n\nNote: The number of hours worked in excess of normal hours will be reduced\nby the\n\nnumber of hours of unauthorised absence before the overtime premium is\ncalculated.\n\nOvertime shall be calculated as follows:\n\n(a) Monday to Friday:\n\nFor the first four hours after completion of the normal working hours of\nthe\n\nday at the rate of time and a half; thereafter at the rate of double time\nuntil\n\nstarting time the following day.\n\n(b) Saturday\n\nAt the rate of time and a half, until completion of the first four hours,\nand\n\nthereafter at double time.\n\n(c) Sunday\n\nAt the rate of double time, until starting time on Monday morning.\n\nWhen an operative is called out after completing the normal working hours of\nthe day\n\nor night, he shall be paid at overtime rates for the additional time worked\nas if he had\n\nworked continuously. Any intervening period shall count to determine the\nrate, but\n\nshall not be paid.\n\nOvertime shall be calculated on the normal hourly rate. Additional payments\nfor\n\noccasional skilled work and bonus shall not be included when calculating\n\novertime payments.\n\nIn no case shall payment exceed double time.",{"bindId":83,"name":84,"text":85},"overtimeallowancetype_general","(a) Monday to Friday: For the first four","(a) Monday to Friday:\n\nFor the first four hours after completion of the normal working hours of\nthe\n\nday at the rate of time and a half; thereafter at the rate of double time\nuntil\n\nstarting time the following day.",{"bindId":87,"name":88,"text":89},"SUNDAY_trigger","(c) Sunday At the rate of double time, u","(c) Sunday\n\nAt the rate of double time, until starting time on Monday morning.\n\nWhen an operative is called out after completing the normal working hours of\nthe day\n\nor night, he shall be paid at overtime rates for the additional time worked\nas if he had\n\nworked continuously. Any intervening period shall count to determine the\nrate, but\n\nshall not be paid.\n\nOvertime shall be calculated on the normal hourly rate. Additional payments\nfor\n\noccasional skilled work and bonus shall not be included when calculating\n\novertime payments.\n\nIn no case shall payment exceed double time.",{"bindId":91,"name":92,"text":93},"COMMUTE_trigger","Operatives are entitled to a daily fare ","Operatives are entitled to a daily fare and travel allowance, measured one\nway from\n\ntheir home to the job\u002Fsite. The allowances will be paid in accordance with\nthe table\n\npublished periodically by the Construction Industry Joint Council (the\nCouncil). There\n\nis no entitlement to allowances under this Rule for operatives who normally\nreport, at\n\nnormal starting time, to a fixed establishment, such as the employer’s\nyard, shop or\n\npermanent depot. The distance travelled will be calculated by reference to\nWR.5.2.\n\nThere is no entitlement under this Rule to allowances for distances less\nthan 9 miles.\n\nHaving due regard for health and safety an operative may be required to\ntravel\n\ndistances beyond the published scale; in which case payment for each\nadditional\n\nmile should be made based on the difference between the rate for the 49th\nand 50th mile.\n\n5.2 Measurement of Distance\n\nAll distances shall be measured utilising the AA Route Planner or the RAC\nRoute\n\nPlanner (or similar) using the post codes of the operative’s home and\nplace of work,\n\nbased on the most direct route.\n\nAn operative’s home is the address at which the operative is living while\nemployed\n\non the work to which travelled.\n\nIn the event that there is no post code for the operative’s home and\u002For\nplace of work\n\nthe closest post code should be used.\n\n5.3 Transport Provided Free by the Employer\n\nWhere the employer provides free transport, the operative shall not be\nentitled to fare\n\nallowance. However, operatives who travel to the pick up point for transport\nprovided\n\nfree by the employer are entitled to fare allowance for that part of the\njourney, in\n\naccordance with the table.",{"bindId":95,"name":96,"text":97},"FLEXWORK_trigger","Shift working means a situation in which","Shift working means a situation in which more than one shift of not less\nthan eight\n\nhours is worked on a job in a 24-hour period and such shifts do not\noverlap.\n\nOn all work which is carried out on two or more shifts in a 24-hour period\nthe\n\nfollowing provisions shall apply:\n\nThe first shift in the week shall be the first shift that ends after\nmidnight on Sunday.\n\nThe normal hours of a shift shall be eight hours, excluding meal breaks,\n\nnotwithstanding which, the hours to be worked on any particular shift shall\nbe\n\nestablished by the employer.\n\nThe rate payable for the normal hours of the shift shall be the\noperative’s normal\n\nhourly rate plus, in the case of an operative completing a shift, a shift\nallowance of\n\n14% of the normal hourly rate.\n\nAn operative required to work continuously for over eight hours on a shift\nor shifts\n\nshall be paid at the rate of time and a half, plus a shift allowance of 14%\nof his\n\nnormal hourly rate, for the first four hours beyond eight hours and\nthereafter at\n\ndouble time but such double time payment shall not be enhanced by the 14%\n\nallowance (i.e. the maximum rate in any circumstances shall be double the\nnormal\n\nhourly rate.)\n\nAfter having worked five complete shifts in a week an operative shall on the\nfirst\n\nshift thereafter be paid at the rate of time and half of normal rate plus\n12½% shift\n\nallowance for the first eight hours of the shift and thereafter and on any\nsubsequent\n\nshift in that week at the rate of double time but with no shift\nallowance.\n\nWhere the nature of the work is such as to require an operative to remain at\nthe work\n\nstation and remain available for work during mealtimes a shift allowance of\n20% shall\n\napply instead of the 14% or 12½% otherwise referred to in this Rule.\n\nWhere the work so requires, an operative shall be responsible for taking\nover from\n\nand handing over to a work colleague at commencement and on completion of\nduty\n\nunless otherwise instructed by the employer.\n\n6.2 \n\nEmployers and operatives may agree alternative shift working arrangements\nand\n\nrates of pay where, at any job or site, flexibility is essential to achieve\ncompletion of the work.\n\nUnder this Rule the first five complete shifts worked by an operative shall\ncount\n\nas meeting the requirements of the Guaranteed Minimum Weekly Earnings (Rule\n(WR.17).\n\nThe shift allowance shall be regarded as a conditions payment and shall not\nbe\n\nincluded when calculating overtime payments.\n\nThis Rule does not apply to an operative employed under the Continuous\nWorking,\n\nNight Work or Tunnel Work Rules.",{"bindId":99,"name":100,"text":101},"NOCTPREM_trigger","Where work is carried out at night by a ","Where work is carried out at night by a separate gang of operatives from\nthose\n\nworking during daytime, operatives so working shall be paid at their normal\nhourly\n\nrate plus an allowance of 25% of the normal hourly rate.\n\nOvertime shall be calculated on the normal hourly rate provided that in no\ncase shall\n\nthe total rate exceed double the normal hourly rate. Overtime shall\ntherefore be paid\n\nas follows:\n\n(a) Monday to Friday:\n\nafter completion of the normal working hours at the rate of time and a\nhalf\n\nplus the night work allowance (i.e. time and a half plus 25% of normal\nhourly\n\nrate) for the next four working hours and thereafter at double time.\n\n(b) Weekends:\n\nall hours worked on Saturday or Sunday night at double time until the start\nof\n\nworking hours on Monday.\n\nThis Rule does not apply to operatives employed on shift work, tunnel work\nor\n\ncontinuous working.",{"bindId":103,"name":100,"text":104},"shiftallowancetype1","Where work is carried out at night by a separate gang of operatives from\nthose\n\nworking during daytime, operatives so working shall be paid at their normal\nhourly\n\nrate plus an allowance of 25% of the normal hourly rate.\n\nOvertime shall be calculated on the normal hourly rate provided that in no\ncase shall\n\nthe total rate exceed double the normal hourly rate. Overtime shall\ntherefore be paid\n\nas follows:",{"bindId":106,"name":107,"text":108},"HARDSHIP_trigger","The long-standing custom of the industry","The long-standing custom of the industry whereby tunnel work is normally\ncarried\n\nout by day and by night is reaffirmed. Where shifts are being worked within\nand in\n\nconnection with the construction of tunnels the first period of a shift\nequivalent to\n\nthe normal working hours specified in the Working Hours Rule for that day\nshall be\n\ndeemed to be the ordinary working day. Thereafter the next four working\nhours shall\n\nbe paid at time and a half and thereafter at double time provided that:\n\n(a) In the case of shifts worked on Saturday, the first four hours shall be\npaid at\n\ntime and a half and thereafter at double time.\n\n(b) In the case of shifts worked wholly on Sunday, payment shall be made for\nall\n\nhours worked at double time .\n\n(c) In the case of shifts commencing on Saturday but continuing into\nSunday,\n\npayment shall be made for all hours worked at double time.\n\n(d) In the case of shifts commencing on Sunday but continuing into\nMonday,\n\nhours worked before midnight shall be paid double time and thereafter\n\nfour working hours calculated from midnight shall be at time and a half\nand\n\nthereafter at double time.\n\nThis Rule does not apply to an operative employed under the Continuous\nWorking or\n\nShift Working Rules.",{"bindId":110,"name":111,"text":112},"CONSIGN_trigger","13.1.4 Call out and Standby Where an ope","13.1.4 Call out and Standby\n\nWhere an operative is required to be available (standby) for “call out”\nit is open to the\n\nemployer and operatives to agree appropriate working and payment\narrangements.",{"bindId":114,"name":115,"text":116},"ONCERISE2_trigger","When an operative is recruited on the jo","When an operative is recruited on the job or site and employment commences\non\n\narrival at the job or site he shall not be entitled to payment of\nsubsistence allowance.\n\nAn operative necessarily living away from the place in which he normally\nresides\n\nshall be entitled to a subsistence allowance of an amount specified by the\nCouncil.\n\nSubsistence allowance shall not be paid in respect of any day on which an\noperative\n\nis absent from work except when that absence is due to sickness or\nindustrial injury\n\nand he continues to live in the temporary accommodation and meets the\nindustry\n\nsick pay requirements.\n\nAlternatively, the employer may make suitable arrangements for a sick or\ninjured\n\noperative to return home, the cost of which shall be met in full by the\nemployer.\n\nAn operative in receipt of subsistence allowance shall only be entitled to\ndaily\n\nfare and travel allowances under WR.5 between his accommodation and the\n\njob if he satisfies the employer that he is living as near to the job as\nthere is\n\naccommodation available.",{"bindId":118,"name":66,"text":119},"dayspweek_select","Working Hours\n\nThe normal working hours shall be:\n\n\n  \n  \n  \n  \n    \n      Monday to Thursday\n      8 hours per day\n    \n    \n      Friday\n      7 hours per day\n    \n    \n      Total\n      39 hours per week.\n    \n  \n\n\nexcept for operatives working shifts whose working hours shall continue to\nbe 8\n\nhours per weekday and 40 hours per week.",{"bindId":121,"name":122,"text":123},"PAIDLEAV_trigger","For the current (2016) holiday year the ","For the current (2016) holiday year the annual holiday entitlement\nremains\n\nunchanged at 21 days of Industry and 8 days of Public\u002FBank holidays.\n\nFrom January 2017 the rule becomes:-\n\nThe holiday year runs from the 1st January for each year with an annual (52\nweeks)\n\nentitlement of 22 days of Industry plus 8 days of Public\u002FBank holidays.\nTotal paid\n\nholiday entitlement accrues at the rate of 0.577 days per week of service in\nthe\n\nrelevant holiday year.\n\nThis is an absolute entitlement that cannot be replaced by rolling it up\ninto basic pay,\n\nbonus or any other allowance which would result in the operative not\nreceiving full\n\nholiday pay when taking annual leave.\n\nUnder the provisions of the EU Working Time Directive the entitlement to\npaid\n\nholidays continues to accrue during employment, notwithstanding the\noperative may\n\nbe absent due to sickness or paternity\u002Fmaternity leave. The duration of\naccrual being\n\nsubject to prevailing legislation.",{"bindId":125,"name":122,"text":126},"bankholidays1","For the current (2016) holiday year the annual holiday entitlement\nremains\n\nunchanged at 21 days of Industry and 8 days of Public\u002FBank holidays.\n\nFrom January 2017 the rule becomes:-\n\nThe holiday year runs from the 1st January for each year with an annual (52\nweeks)\n\nentitlement of 22 days of Industry plus 8 days of Public\u002FBank holidays.\nTotal paid\n\nholiday entitlement accrues at the rate of 0.577 days per week of service in\nthe\n\nrelevant holiday year.",{"bindId":128,"name":129,"text":130},"ANNLEAVE_trigger","Payment for annual holidays, which shall","Payment for annual holidays, which shall be made on the last pay-day\npreceding the\n\ncommencement of each holiday period, shall be made as follows:\n\n18.3.1 Calculation of pay for Annual Holiday\n\nA week’s pay is the average of the previous 12 complete weeks including\n\novertime in accordance with WR.4, taxable travel allowance in accordance\n\nwith WR5.1, Bonus in accordance with WR2 and regular allowances in\n\naccordance with WR’s 6, 7, 8, 9, 10, 11 & 13. Weeks during which\nthe\n\noperative is absent due to sickness are to be excluded.\n\n18.3.2 One day’s pay is calculated by dividing a week’s pay as defined\nby\n\nWR.18.3.1 by the contractual hours in the normal working week and\n\nmultiplying by the contractual hours in the particular day.",{"bindId":132,"name":133,"text":134},"annleaveallowancetype","18.3.1 Calculation of pay for Annual Hol","18.3.1 Calculation of pay for Annual Holiday\n\nA week’s pay is the average of the previous 12 complete weeks including\n\novertime in accordance with WR.4, taxable travel allowance in accordance\n\nwith WR5.1, Bonus in accordance with WR2 and regular allowances in\n\naccordance with WR’s 6, 7, 8, 9, 10, 11 & 13. Weeks during which\nthe\n\noperative is absent due to sickness are to be excluded.\n\n18.3.2 One day’s pay is calculated by dividing a week’s pay as defined\nby\n\nWR.18.3.1 by the contractual hours in the normal working week and\n\nmultiplying by the contractual hours in the particular day.",{"bindId":136,"name":137,"text":138},"bankholidays2","(a) England and Wales Christmas Day, Box","(a) England and Wales\n\nChristmas Day, Boxing Day, New Year’s Day, Good Friday, Easter Monday,\n\nthe May Day Bank Holiday, the Spring Bank Holiday, and the Summer\n\nBank Holiday shall be recognised as public holidays in England and Wales,\n\nprovided that such days are generally recognised as holidays in the locality\nin\n\nwhich the work is being done.\n\n(b) Scotland\n\nChristmas Day, Boxing Day, New Year’s Day, Easter Monday, the first\n\nMonday in May, the Friday immediately preceding the Annual Summer Local\n\nTrades Holiday and the Friday and Monday at the Autumn Holiday, as fixed\n\nby the competent Local Authority.\n\n(c) Local Variations\n\nWhere, in any locality, any of the above public holidays is generally\nworked\n\nand another day is recognised instead as a general holiday, such other\nday\n\nshall be recognised as the alternative holiday.\n\n(d) Alternative Days\n\nWhen Christmas Day, Boxing Day or New Year’s Day falls on a Saturday or\n\nSunday an alternative day or days of public holiday will be promulgated.\nAny\n\nreference in this Rule to Christmas Day, Boxing Day or New Year’s Day\nshall\n\nbe taken to apply to the alternative day so fixed.",{"bindId":140,"name":141,"text":142},"holidaysfixed","Payment for days of public\u002Fbank holiday ","Payment for days of public\u002Fbank holiday recognised under this Rule shall be\nmade\n\nby the employer to an operative in his employment at the time of each such\nholiday\n\non the pay day in respect of the pay week in which such holiday occurs,\nexcept that\n\npayment for Christmas, Boxing Day and New Year’s Day shall be made on the\nlast\n\npay day before the Winter Holiday.\n\nThe amount of payment for one day’s pay is calculated by dividing a\nweek’s pay\n\nas defined by either by WR.19.2.1 or 19.2.2 by the contractual hours in the\nnormal\n\nworking week and multiplying by the contractual hours in the particular\nday.\n\n19.2.1 Where the operatives pay does not vary with the amount of work\ndone.\n\nA week’s pay is simply the normal weekly wage for the contractual\nweekly\n\nhours as defined by the contract of employment, including, where\nappropriate,\n\nany fixed bonus and regular payments and\u002For allowances made under WR’s\n6,\n\n7, 8, 9, 10, 11 & 13 but excluding overtime in accordance with WR.4.\n\n\n\n19.2.2 Where the operative’s pay varies with the amount of work done.\n\nWhere earnings vary because of piecework or productivity bonus\n\narrangements, then a week’s pay is arrived at calculating the earnings\n\nduring the normal working week as defined by the contract of employment,\n\naveraged over the 12 complete weeks worked immediately prior to the\n\nholiday week, including, where appropriate, any fixed bonus and regular\n\npayments and\u002For allowances made under WR’s 2, 6, 7, 8, 9, 10, 11 &\n13\n\nbut excluding overtime in accordance with WR.4. Weeks during which the\n\noperative is absent due to sickness are to be excluded.\n\n19.3 General Provisions Related to Payment for Public Holidays\n\nAn operative who is required to work on a public or bank holiday has the\noption, by\n\narrangement with the employer, of an alternative day of holiday as soon\nthereafter\n\nas its mutually convenient, in which case the payment prescribed by this\nRule shall\n\nbe made in the respect of such alternative day instead of the public\nholiday. When\n\nthe employment is terminated before such alternative day occurs, the\noperative shall\n\nreceive such payment on the termination of employment.\n\n19.4 Payment for Work on a Public Holiday\n\nAll hours worked on a day designated as a public holiday shall be paid for\nat\n\ndouble time.",{"bindId":144,"name":145,"text":146},"SICDIS_trigger","Under existing legislation there is an e","Under existing legislation there is an entitlement to statutory sick pay.\nAny payment\n\ndue under this Rule shall be increased by an amount equivalent to any\nstatutory sick\n\npay that may be payable in respect of the same day of incapacity for work\nunder the\n\nRegulations made under that Act. These are referred to elsewhere in this\nRule as\n\n“SSP Regulations”.\n\n20.2 Limit of Weekly Payment\n\nThe aggregate amount of SSP plus Industry Sick Pay shall not exceed a\nnormal\n\nweek’s pay in accordance with WR.1.\n\n20.3 Qualifying Days\n\nFor the purpose of both this Rule and the SSP Regulations, the Qualifying\nDays that\n\nshall generally apply in the industry are Monday to Friday in each week.\n\nWhile the Qualifying Days referred to above shall generally be the same five\ndays as\n\nthose which form the normal week of guaranteed employment under this\nAgreement,\n\nit is accepted that there might be certain exceptions, e.g. where the\nparticular\n\ncircumstances of the workplace require continuous six or seven day working.\nIn\n\nthese situations it is in order, where there is mutual agreement, for other\ndays to be\n\nregarded as Qualifying Days for the purpose of this Rule and SSP.",{"bindId":148,"name":149,"text":150},"sicknessmaxdays","(c) After four continuous weeks of emplo","(c) After four continuous weeks of employment the operative shall be\nentitled\n\nto a total of four weeks’ Industry Sick Pay in addition to SSP in respect\nof\n\nabsence that starts after these four weeks.\n\n(d) After 15 continuous weeks of employment the operative shall be entitled\nto a\n\ntotal of seven weeks’ Industry Sick Pay (ISP) in addition to SSP\n(inclusive of\n\nany ISP received in the previous 12 months) in respect of absence that\nstarts\n\nafter these 15 weeks.\n\n(e) After 26 continuous weeks of employment the operative shall be entitled\nto\n\na total of 10 weeks’ Industry Sick Pay (ISP) in addition to SSP (inclusive\nof\n\nany ISP received in the previous 12 months) in respect of absence that\nstarts\n\nafter these 26 weeks.\n\n(f) This entitlement is based on a rolling 12 month period or single period\nof\n\nabsence, whichever is the longer.",{"bindId":152,"name":149,"text":150},"sicknesspay",{"bindId":154,"name":149,"text":150},"maxsicknesspay",{"bindId":156,"name":157,"text":158},"disabilitypay","An operative is entitled to and the empl","An operative is entitled to and the employer will provide insurance cover\nfor:\n\n(a) Accident injury in accordance with the table opposite as a result of an\ninjury\n\n(or injuries) sustained as a result of an accident at the place of work or\nan\n\naccident travelling to or from work:\n\n\n  \n  \n  \n  \n    \n      Claim Type\n      Entitlement\n    \n    \n      Loss of sight in both eyes\n      £30,000\n    \n    \n      Loss of sight in one eye\n      £12,000\n    \n    \n      Loss of hearing in one ear\n      £3,600\n    \n    \n      Loss of hearing in both ears\n      £12,000\n    \n    \n      Loss of hand or foot\n      £30,000\n    \n    \n      Loss of arm or leg\n      £30,000£\n    \n    \n      Loss of big toe\n      £1,600\n    \n    \n      Loss of any other toe\n      £700\n    \n    \n      Loss of thumb or index finger\n      £4,800\n    \n    \n      Loss of any other finger\n      £1,000\n    \n    \n      Total Disablement:\n      \n    \n    \n      • lasting no less than 12 months\n      £3,000\n    \n    \n      • lasting no less than 24 months\n      £3,000\n    \n    \n      • that is permanent\n      £15,000*\n    \n  \n\n\n*Less any payment previously made in respect of the total disablement.\n\n(b) Death benefit of £32,500 and provided on a 24\u002F7 basis with cover\ndoubled\n\nto £65,000 if death occurs either at the place of work or travelling to or\nfrom\n\nwork. Death benefit also covers operatives who have been continuously\n\nabsent from any work since the cover ceased for a period of 2 years if\n\nunemployed or 3 years if incapacitated. The death benefit payable reduces\n\ndepending on the period of absence.\n\n(c) Employers must provide cover from the first day of employment, which\n\nincludes all of the above features. Both Employee Accident Cover and\n\nEmployee Life Cover are available from B&CE Holdings Ltd who can be\n\ncontacted on 01293 586666.\n\n(d) The above entitlements will be the subject of periodic review.",{"bindId":160,"name":161,"text":162},"funeralpay","(b) Death benefit of £32,500 and provide","(b) Death benefit of £32,500 and provided on a 24\u002F7 basis with cover\ndoubled\n\nto £65,000 if death occurs either at the place of work or travelling to or\nfrom\n\nwork. Death benefit also covers operatives who have been continuously\n\nabsent from any work since the cover ceased for a period of 2 years if\n\nunemployed or 3 years if incapacitated. The death benefit payable reduces\n\ndepending on the period of absence.\n\n(c) Employers must provide cover from the first day of employment, which\n\nincludes all of the above features. Both Employee Accident Cover and\n\nEmployee Life Cover are available from B&CE Holdings Ltd who can be\n\ncontacted on 01293 586666.\n\n(d) The above entitlements will be the subject of periodic review.",{"bindId":164,"name":165,"text":166},"healthcareaccess","(c) Employers must provide cover from th","(c) Employers must provide cover from the first day of employment, which\n\nincludes all of the above features. Both Employee Accident Cover and\n\nEmployee Life Cover are available from B&CE Holdings Ltd who can be\n\ncontacted on 01293 586666.",{"bindId":168,"name":169,"text":170},"healthandsafetypolicy","The Employers’ and Operatives’ Organisat","The Employers’ and Operatives’ Organisations who are signatories to the\nWorking\n\nRule Agreement are committed to operating construction sites that provide a\nworking\n\nenvironment which is both safe and free from hazards for everybody within\nthe\n\nconstruction industry and for members of the public. All workers, whether\noperatives\n\nor management, shall comply with the requirements of legislation dealing\nwith health, safety and welfare.",{"bindId":172,"name":169,"text":170},"code_application",{"bindId":174,"name":175,"text":176},"TRADEUNLEAV_trigger","Legislation provides that recognised tra","Legislation provides that recognised trade unions may appoint safety\nrepresentatives\n\nto represent operatives. Provision is also made for the establishment of\nsafety\n\ncommittees where a formal request, in writing, is made to an employer by a\nleast two\n\nsafety representatives who have been appointed in accordance with\nlegislation.\n\nTrade union safety representatives are an appropriate means of consulting\nwith\n\nthose workers who are represented by a trade union, however not all workers\nwill be\n\nrepresented by the appointed person and they need an alternative method of\nconsultation.",{"bindId":178,"name":179,"text":180},"jobclassifaction1","Specified Work Establishing Entitlement ","Specified Work Establishing Entitlement to the Skilled Operative Pay Rate 4,\n3, 2, 1 or Craft Rate\n\n\n  \n  \n  \n  \n    \n      \n      Basic Rate of Pay\n    \n    \n      BAR BENDERS AND REINFORCEMENT FIXERS\n      \n    \n    \n      Bender and fixer of Concrete Reinforcement capable of reading\n\n        and understanding drawings and bending schedules and able to\n\n        set out work\n      \n      Craft Rate\n    \n    \n      \n      \n    \n    \n      CONCRETE\n      \n    \n    \n      Concrete Leveller or Vibrator Operator\n      4\n    \n    \n      Screeder and Concrete Surface Finisher working from datum such\n\n        as road-form, edge beam or wire\n      \n      4\n    \n    \n      Operative required to use trowel or float (hand or powered) to\n\n        produce high quality finished concrete\n      \n      3\n    \n    \n      \n      \n    \n    \n      DRILLING AND BLASTING\n      \n    \n    \n      Drills, rotary or percussive: mobile rigs, operator of\n      3\n    \n    \n      Operative attending drill rig\n      4\n    \n    \n      Shotfirer, operative in control of and responsible for explosives\n\n        including placing, connecting and detonating charges\n      \n      3\n    \n    \n      Operatives attending on shotfirer, including stemming\n      4\n    \n    \n      \n      \n    \n    \n      DRYLINERS\n      \n    \n    \n      Operatives undergoing approved training in drylining\n      4\n    \n    \n      Operatives who can produce a certificate of training achievement\n\n        indicating satisfactory completion of at least one unit of\n        approved\n\n        drylining training\n      \n      3\n    \n    \n      Dryliners who have successfully completed their training in\n\n        drylining fixing and finishing\n      \n      Craft Rate\n    \n    \n      \n      \n    \n    \n      FORMWORK CARPENTERS\n      \n    \n    \n      1st year trainee\n      4\n    \n    \n      2nd year trainee\n      3\n    \n    \n      Formwork Carpenters\n      Craft Rate\n    \n    \n      \n      \n    \n    \n      GANGERS AND TRADE CHARGEHANDS\n      \n    \n    \n      (Higher grade payments may be made at the employer’s\n      discretion)\n      2\n    \n    \n      \n      \n    \n    \n      GAS NETWORK OPERATIONS\n      \n    \n    \n      Operatives who have successfully completed approved training to\n        the standard of:\n      \n      \n    \n    \n      GNO Trainee\n      \n    \n    \n      GNO Assistant\n      3\n    \n    \n      Team Leader – Services\n      2\n    \n    \n      Team Leader – Mains\n      1\n    \n    \n      Team Leader – Mains and Services\n      1\n    \n    \n      \n      \n    \n    \n      HIGHWAYS MAINTENANCE\n      \n    \n    \n      Lead safety fence installer: Holder of appropriate qualification\n\n        in vehicle restraint systems. Team leader, erector, installer and\n\n        maintenance of vehicle safety fencing.\n      \n      Craft\n    \n    \n      Safety fence installer: Holder of appropriate qualification in vehicle\n\n        restraint systems. Erector, installer and maintenance of vehicle\n\n        safety fencing.\n      \n      3\n    \n    \n      Traffic management operative: Installing, maintaining and removal\n\n        of traffic management systems.\n      \n      3\n    \n    \n      Trainee traffic management operative: Assist in Installing,\n\n        maintaining and removal of traffic management systems.\n      \n      4\n    \n    \n      Lead traffic management operative (TMF equivalent): Holder of\n\n        appropriate qualification in installation, maintenance and\n        removal\n\n        of traffic management systems.\n      \n      Craft\n    \n    \n      Highways Maintenance operative: Undertake routine and cyclical\n\n        maintenance duties and secondary response. To include, lighting,\n\n        structures and other general highways duties.\n      \n      3\n    \n    \n      Highways Incident Response Operative: Holder of appropriate\n\n        qualification in incident response. Routine and cyclical\n\n        maintenance and incident response.\n      \n      2\n    \n    \n      \n      \n    \n    \n      LINESMEN – ERECTORS\n      \n    \n    \n      1st grade (Skilled in all works associated with the assembly,\n\n        erection, maintenance and dismantling of Overhead Lines\n\n        Transmission Lines on steel towers, concrete or wood poles,3\n\n        including all overhead lines construction elements.)\n      \n      2\n    \n    \n      2nd Grade (As above but lesser degree of skill – or competent\n\n        and fully skilled to carry out some of the elements of\n        construction\n\n        listed above.)\n      \n      3\n    \n    \n      Linesmen-erector’s mate (Semi-skilled in works specified above\n\n        and a general helper)\n      \n      4\n    \n    \n      \n      \n    \n    \n      MASON PAVIORS\n      \n    \n    \n      Operative assisting a Mason Pavior undertaking kerb laying, block\n\n        and sett paving, flag laying, in natural stone and precast\n        products\n      \n      4\n    \n    \n      Operative engaged in stone pitching or dry stone walling\n      3\n    \n    \n      \n      \n    \n    \n      MECHANICS\n      \n    \n    \n      Maintenance Mechanic capable of carrying out field service duties,\n\n        maintenance activities and minor repairs\n      \n      2\n    \n    \n      Plant Mechanic capable of carrying out major repairs and\n\n        overhauls including welding work, operating metal turning lathe\n        or\n\n        similar machine and using electronic diagnostic equipment4\n      \n      1\n    \n    \n      Maintenance\u002FPlant Mechanics’ Mate on site or in depot\n      4\n    \n    \n      Tyre Fitter, heavy equipment tyres\n      2\n    \n    \n      \n      \n    \n    \n      MECHANICAL PLANT DRIVERS AND OPERATORS\n      \n    \n    \n      Backhoe Loaders (with rear excavator bucket and front shovel\n\n        and additional equipment such as blades, hydraulic hammers,\n\n        and patch planers)\n      \n      \n    \n    \n      Backhoe, up to and including 50kW net engine power; driver of\n      4\n    \n    \n      Backhoe, over 50kW up to and including 100kW net engine power;\n\n        driver of\n      \n      3\n    \n    \n      Backhoe, over 100kW net engine power; driver of\n      2\n    \n    \n      Compressors and Generators\n      \n    \n    \n      Air compressor or generators over 10kW; operator of\n      4\n    \n    \n      Concrete Mixers\n      \n    \n    \n      Operative responsible for operating a concrete mixer or mortar pan\n\n        up to and including 400 litres drum capacity\n      \n      4\n    \n    \n      Operative responsible for operating a concrete mixer over 400 litres\n\n        and up to and including 1,500 litres drum capacity\n      \n      3\n    \n    \n      Operative responsible for operating a concrete mixer over 1,500\n\n        litres drum capacity\n      \n      2\n    \n    \n      Operative responsible for operating a mobile self-loading and\n\n        batching concrete mixer up to 2,500 litres drum capacity\n      \n      2\n    \n    \n      Operative responsible for a operating a mechanical drag-shovel\n      4\n    \n    \n      Concrete Placing Equipment\n      \n    \n    \n      Trailer mounted or static concrete pumps: self-propelled concrete\n\n        placers: concrete placing booms; operator of\n      \n      3\n    \n    \n      Self-propelled Mobile Concrete Pump, with or without boom,\n\n        mounted on lorry or lorry chassis; driver\u002Foperator of\n      \n      2\n    \n    \n      \n      \n    \n    \n      Cranes\n      \n    \n    \n      Mobile Cranes\n      \n    \n    \n      Self-propelled mobile crane on road wheels, rough terrain\n\n        wheels or caterpillar tracks including lorry mounted:\n      \n      \n    \n    \n      Max. lifting capacity at min. radius, up to and including 5 Tonne;\n\n        driver of\n      \n      4\n    \n    \n      Max. lifting capacity at min. radius, over 5 Tonne and up to and\n\n        including 10 Tonne; driver of\n      \n      3\n    \n    \n      Max. lifting capacity at min. radius, over 10 Tonne\n      Craft Rate\n    \n    \n      Where grabs are attached to cranes the next higher skill rate of\n\n        pay applies except over 10 Tonne where the rate is at the\n\n        employer’s discretion.\n      \n      \n    \n    \n      Tower Cranes (including static or travelling: standard trolley or\n        luffing jib)\n      \n      \n    \n    \n      Up to and including 2 Tonne max. lifting capacity at min. radius;\n\n        driver of\n      \n      4\n    \n    \n      Over 2 Tonne up to and including 10 Tonne max. lifting capacity at\n        min. radius; driver of\n      \n      3\n    \n    \n      Over 10 Tonne up to and including 20 Tonne max. lifting capacity\n        at min. radius; driver of\n      \n      2\n    \n    \n      Over 20 Tonne max. lifting capacity at min. radius; driver of\n      Craft\n    \n    \n      Miscellaneous Cranes and Hoists\n      \n    \n    \n      Overhead bridge crane or gantry crane up to and including 10\n\n        Tonne capacity; driver of\n      \n      3\n    \n    \n      Overhead bridge crane or gantry crane over 10 Tonne up to and\n\n        including 20 Tonne capacity; driver o\n      \n      2\n    \n    \n      Power driven hoist or jib crane; operator of\n      4\n    \n    \n      Slinger \u002F Signaller appointed to attend Crane or hoist to be\n\n        responsible for fastening or slinging loads and generally to\n        direct\n\n        lifting operations\n      \n      3\n    \n    \n      Dozers\n      \n    \n    \n      Crawler dozer with standard operating weight up to and including\n\n        10 Tonne; driver of\n      \n      3\n    \n    \n      Crawler dozer with standard operating weight over 10 Tonne and\n\n        up to and including 50 tonne; driver of\n      \n      2\n    \n    \n      Crawler dozer with standard operating weight over 50 Tonne;\n\n        driver of\n      \n      1\n    \n    \n      Dumpers and Dump Trucks\n      \n    \n    \n      Up to and including 10 Tonne rated payload; driver of\n      4\n    \n    \n      Over 10 Tonne and up to and including 20 Tonne rated payload;\n\n        driver of\n      \n      3\n    \n    \n      Over 20 Tonne and up to and including 50 Tonne rated payload;\n\n        driver of\n      \n      2\n    \n    \n      Over 50 Tonne and up to and including 100 Tonne rated payload;\n\n        driver of\n      \n      1\n    \n    \n      Over 100 Tonne rated payload; driver of\n      Craft Rate\n    \n    \n      Excavators (360 degree slewing)\n      \n    \n    \n      Excavators with standard operating weight up to and including 10\n\n        Tonne; driver of\n      \n      3\n    \n    \n      Excavator with standard operating weight over 10 Tonne and up to\n\n        and including 50 Tonne; driver of\n      \n      2\n    \n    \n      Excavator with standard operating weight over 50 Tonne; driver of\n      1\n    \n    \n      Banksman appointed to attend excavator or responsible for\n\n        positioning vehicles during loading or tipping\n      \n      \n    \n    \n      Fork-Lifts Trucks and Telehandlers\n      \n    \n    \n      Smooth or rough terrain fork lift trucks (including side loaders) and\n\n        telehandlers up to and including 3 Tonne lift capacity; driver of\n      \n      3\n    \n    \n      Over 3 Tonne lift capacity; driver of\n      2\n    \n    \n      Motor Graders: driver of\n      2\n    \n    \n      Motorised Scrapers: driver of\n      2\n    \n    \n      Motor Vehicles (Road Licensed Vehicles)\n      \n    \n    \n      Driver and Vehicle Licensing Agency (DVLA)\n      \n    \n    \n      Vehicles requiring a driving licence of category C1; driver of\n      4\n    \n    \n      (Goods vehicle with maximum authorised mass (mam) exceeding\n\n        3.5 Tonne but not exceeding 7.5 Tonne and including such a\n\n        vehicle drawing a trailer with a mam not over 750kg)\n      \n      \n    \n    \n      Vehicles requiring a driving licence of category C; driver of \n      2\n    \n    \n      (Goods vehicle with a maximum authorised mass (mam) exceeding\n\n        3.5 Tonne and including such a vehicle drawing a trailer with mam\n\n        not over 750kg)\n      \n      \n    \n    \n      Vehicles requiring a driving licence of category C plus E; driver\n      of\n      1\n    \n    \n      (Combination of a vehicle in category C and a trailer with maximum\n\n        authorised mass over 750kg)\n      \n      \n    \n    \n      Power Driven Tools\n      \n    \n    \n      Operatives using power-driven tools such as breakers, percussive\n\n        drills, picks and spades, rammers and tamping machines\n      \n      4\n    \n    \n      Power Rollers\n      \n    \n    \n      Roller, up to and including 4 Tonne operating weight; driver of\n      4\n    \n    \n      Roller, over 4 Tonne operating weight and upwards; driver of\n      3\n    \n    \n      Pumps, Power-driven pump(s); attendant of\n      4\n    \n    \n      Shovel Loaders, (Wheeled or tracked, including skid steer)\n      \n    \n    \n      Up to and including 2 cubic metre shovel capacity; driver of\n      4\n    \n    \n      Over 2 cubic metre and up to and including 5 cubic metre shovel\n      \n    \n    \n      capacity; driver of\n      3\n    \n    \n      Over 5 cubic metre shovel capacity; driver of\n      2\n    \n    \n      Tractors (Wheeled or Tracked)\n      \n    \n    \n      Tractor, when used to tow trailer and\u002For with mounted compressor,\n\n        up to and including 100kW rated engine power; driver of\n      \n      \n    \n    \n      Tractor, ditto, over 100KW up to and including 250kW rated engine\n\n        power; driver of\n      \n      3\n    \n    \n      Tractor, ditto, over 250kW rated engine power; driver of\n      2\n    \n    \n      Trenchers (Type wheel, chain or saw)\n      4\n    \n    \n      Trenching Machine, up to and including 50kW gross engine power;\n\n        driver of\n      \n      4\n    \n    \n      Trenching Machine, over 50kW and up to and including 100kW\n\n        gross engine power; driver of\n      \n      3\n    \n    \n      Trenching Machine, over 100kW gross engine power; driver of\n      2\n    \n    \n      Winches\n      \n    \n    \n      Power driven winch; driver of\n      4\n    \n    \n      \n      \n    \n    \n      PILING\n      \n    \n    \n      General Skilled Piling Operative\n      4\n    \n    \n      Piling Chargehand \u002F Ganger\n      3\n    \n    \n      Pile Tripod Frame Winch Driver\n      3\n    \n    \n      CFA or Rotary or Driven Mobile Piling Rig Driver\n      2\n    \n    \n      Concrete Pump Operator\n      3\n    \n    \n      \n      \n    \n    \n      PIPE JOINTERS\n      \n    \n    \n      Jointers, pipes up to and including 300mm diameter\n      4\n    \n    \n      Jointers, pipes over 300mm diameter and up to 900mm diameter\n      3\n    \n    \n      Jointers, pipes over 900mm diameter\n      2\n    \n    \n      except in HDPE mains when experienced in butt fusion and\u002For\n\n        electrofusion jointing operations\n      \n      2\n    \n    \n      \n      \n    \n    \n      PIPELAYERS\n      \n    \n    \n      Operative preparing the bed and laying pipes up to and including\n\n        300 mm diameter\n      \n      4\n    \n    \n      Operative preparing the bed and laying pipes over 300 mm\n\n        diameter and up to and including 900mm diameter\n      \n      3\n    \n    \n      Operative preparing the bed and laying pipes over 900mm diameter\n      2\n    \n    \n      \n      \n    \n    \n      PRE-STRESSING CONCRETE\n      \n    \n    \n      Operative in control of and responsible for hydraulic jacks and\n\n        other tensioning devices engaged in post-tensioning and\u002For\n        pretensioning\n\n        concrete elements\n      \n      3\n    \n    \n      \n      \n    \n    \n      RAIL\n      \n    \n    \n      Plate Layer (not labourer in a gang)\n      3\n    \n    \n      \n      \n    \n    \n      ROAD SURFACING WORK (includes rolled asphalt, dense\n\n        bitumen macadam and surface dressings)\n      \n      \n    \n    \n      Operatives employed in this category of work to be paid as\n      follows:\n      \n    \n    \n      Chipper\n      4\n    \n    \n      Gritter Operator\n      4\n    \n    \n      Raker\n      3\n    \n    \n      Paver Operator\n      3\n    \n    \n      Leveller on Paver\n      3\n    \n    \n      Road Planer Operator\n      3\n    \n    \n      Road Roller Driver, 4 Tonne and upwards\n      3\n    \n    \n      Spray Bar Operator\n      4\n    \n    \n      \n      \n    \n    \n      SCAFFOLDERS\n      \n    \n    \n      See WR.26 above.\n      \n    \n    \n      \n      \n    \n    \n      STEELWORK CONSTRUCTION\n      \n    \n    \n      A skilled steel erector engaged in the assembly, erection and fixing\n\n        into position of steel-framed buildings and structures\n      \n      1\n    \n    \n      Operative capable of and engaged in fixing simple steelwork\n\n        components such as beams, girders and metal decking\n      \n      3\n    \n    \n      \n      \n    \n    \n      TIMBERMAN\n      \n    \n    \n      Timberman, installing timber supports\n      3\n    \n    \n      Highly skilled timberman working on complex supports using\n\n        timbers of size 250mm by 125mm and above\n      \n      2\n    \n    \n      Operative attending\n      1\n    \n    \n      \n      \n    \n    \n      TUNNELS\n      \n    \n    \n      Operative working below ground on the construction of tunnels and\n\n        underground spaces or sinking shafts:\n      \n      \n    \n    \n      Tunnel Boring Machine operator\n      2\n    \n    \n      Tunnel Miner (skilled operative working at the face)\n      3\n    \n    \n      Tunnel Miner’s assistants (operative who assists the tunnel\n      miner)\n      4\n    \n    \n      Other operatives engaged in driving headings in connection with\n\n        cable and pipe laying\n      \n      4\n    \n    \n      Operative driving loco\n      4\n    \n    \n      \n      \n    \n    \n      WELDERS\n      \n    \n    \n      Grade 4 (Fabrication Assistant)\n      \n    \n    \n      Welder able to tack weld using SMAW or MIG welding processes\n\n        in accordance with verbal instructions and including mechanical\n\n        preparation such as cutting and grinding\n      \n      3\n    \n    \n      Grade 3 (Basic Skill Level)\n      \n    \n    \n      Welder able to weld carbon and stainless steel using at least one\n\n        of the following processes SMAW, GTAW, GMAW for plate-plate\n\n        fillet welding in all major welding positions, including\n        mechanical\n\n        preparation and complying with fabrication drawings\n      \n      2\n    \n    \n      Grade 2 (Intermediate Skill Level)\n      \n    \n    \n      Welder able to weld carbon and stainless steel using manual\n\n        SMAW, GTAW, semi-automatic MIG or MAG, and FCAW welding\n\n        processes including mechanical preparation, and complying with\n\n        welding procedures, specifications and fabrication drawings.\n      \n      1\n    \n    \n      Grade 1 (Highest Skill Level)\n      \n    \n    \n      Welder able to weld carbon and stainless steel using manual\n\n        SMAW, GTAW, semi-automatic GMAW or MIG or MAG, and FCAW\n\n        welding processes in all modes and directions in accordance\n\n        with BSEN 287-1 and\u002For 287-2 Aluminium Fabrications including\n\n        mechanical preparation and complying with welding procedures,\n\n        specifications and fabrication drawings.\n      \n      Craft rate\n    \n    \n      \n      \n    \n    \n      YOUNG WORKERS\n      \n    \n    \n      Operatives below 18 years of age will receive payment 60% of the\n        General Operative Basic Rate.\n      \n      \n    \n    \n      At 18 years of age or over the payment is 100% of the relevant\n        rate.\n      \n      ",{"bindId":182,"name":179,"text":180},"LOWWAGE_provision",{"bindId":184,"name":54,"text":185},"apprenticeships","An apprentice who has entered into a training service agreement is subject\nto the\n\nsame conditions of employment as other operatives employed under the\nWorking\n\nRule Agreement except as provided in WR.1.4.2 to 1.4.6.\n\n1.4.2 Wages\n\nRates of pay are set out in a separate schedule, published periodically by\nthe\n\nCouncil. Payment under the scale is due from the date of entry into\nemployment\n\nas an apprentice, whether the apprentice is working on site or undergoing\nfull-time\n\ntraining on an approved course, subject to the provisions of WR.1.4.3.\nPayment\n\nunder the scale is due from the beginning of the pay week during which the\nspecified\n\nperiod starts.\n\n1.4.3 Payment During Off-the-Job Training\n\nApprentices are entitled to be paid during normal working hours to attend\n\napproved courses off-the-job training in accordance with the requirement of\ntheir\n\napprenticeship. Payment during such attendance shall be at their normal rate\nof\n\npay, but the employer may withhold payment for hours during which an\napprentice,\n\nwithout authorisation fails to attend the course.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>WORKING RULE AGREEMENT FOR THE CONSTRUCTION INDUSTRY - 2016 - 2016\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2016-08-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2016-08-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Construction, technical consultancy\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Architectural activities\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TUC - UNITE, TUC - GMB, UCATT - Union of Construction, Allied Trades and Technicians\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-maxsicknesspayamount\">\n                Maximum for sickness pay (for 6 months): → GBP -9\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 50 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → GBP 32500.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 39.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 22.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day, Good Friday, Boxing Day\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: →  days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Yes\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 125 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-hardshipallowanceperc1\">\n                    Premium for hardship work: → 200% of basic wage\n                \u003C\u002Fdiv>\n\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[191],{"title":37,"slug":33},[193],{"type":194,"data":195},"call_to_action_body_block",{"title":196,"description":197,"variant":198,"link":199},"Compare Collective Agreements","Compare the articles of the Collective Agreements from the UK across sectors, topics and countries","dark",{"title":196,"url":200,"description":196,"rel":201,"type":202},"\u002Fen-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[204],{"type":194,"data":205},{"title":196,"description":197,"variant":198,"link":206},{"title":196,"url":200,"description":196,"rel":201,"type":202},[]]