Common use of Classification Structure Clause in Contracts

Classification Structure. Employees covered by this Agreement will be classified and paid in accordance with the site classification structure in Schedule 1. The classification structure in Schedule 1 will replace all classification structures previously used within the operations. The classification structure has been developed in accordance with the following principles: It was developed by the Company in consultation with relevant employees from different parts of the business and union representatives; It is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced as a result of the implementation of the classification structure. The system has been developed in line with nationally recognised units of competency and reflects the scope of functions performed on site. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved in the packaging process 1 - 6 MANUFACTURING Includes staff involved in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level 1 (Entry Level) on commencement of their employment and will be assessed against the Classification Structure during their probationary period. New employees may receive a pay rate equivalent to a higher level if they can demonstrate through previous work experience and training a level of competency higher than that required at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim of the assessment The aim of the assessment is to determine whether a person is fully competent in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct of the assessment The assessment will be conducted in conjunction with the employee, by an accredited Workplace Assessor. In most cases this will be the employee’s Supervisor or Manager. Workplace Assessors will be trained in appropriate techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation to the assessment process should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1). Assessed as having a development need When an employee is assessed and it is determined that further training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed at level 3 or above. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for that level (as per Schedule 2). Any employee in receipt of a pay rate higher than that designated to their level under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of the implementation of this structure Once assessed at a particular classification level, employees must consistently demonstrate the required level of competence. Once assessed, all employees will have the opportunity to progress to level 4 within the structure. Employees will only progress to a level 5 or 6 within the structure if they are required, as part of their job, to perform all functions of that higher classification. Employees must continue to perform all functions within the scope of their training and experience, including functions with competencies that fall into levels higher than that to which the employee is currently classified, without claiming additional pay or allowances.

Classification Structure. The Classification Structure applies to all Employees covered by this Agreement the Agreement: a) Production and Logistics employees - Appendix A. b) Maintenance employees – Appendix B. (Ref Nov 99 Competency Standard Implementation Guide) Maintenance RPL process – RPL (recognition of prior learning) is an assessment process that assesses the individual’s informal learning to determine the extent to which that individual has achieved the required learning outcomes, competency outcomes, or standards of entry to, and/or partial or total completion of a qualification. c) To assist in facilitating and support the process with Clause 10(b), the Employer will be classified train one Fitter and paid in accordance with the site classification structure in Schedule 1one Electrician as workplace assessors. The classification structure provides: a) Specialisation of knowledge within a process area and/or across other process areas; b) Flexibility to move Employees according to work peaks; c) Flexibility to move Employees according to training, experience, and skill on various machines across work sites; d) Assessment of core competencies required at different levels, which will underpin advancement through the structure and pay increases. It will also provide the basis for training and management of performance; and e) Recognition in Schedule 1 will replace all classification structures previously used within the operations. areas of process knowledge, responsibility and efficiencies as an underlying necessity for any continued operation at Liverpool. 10.1 Concept The classification structure has been developed is built around the concepts of: a) Providing employee job security; b) Operational viability; c) Developing leadership and management skills; d) Developing specific competencies at each level; e) Developing skills within specialised process areas and/or across other process areas; f) Increasing access to structured training that removes barriers at particular levels; g) Increasing ownership and participation in accordance with the following principles: It was developed by the Company in consultation with relevant planning; h) Increasing levels of responsibility and accountability; i) Progression towards a fully multi-skilled workforce where employees from different parts of will be able to cross-skill across all areas within the business and union representatives; It is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing work in any area, utilising their skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced as a result knowledge based upon the needs of the implementation business; and j) Flexibility – movement of the classification structure. The system has been developed in line with nationally recognised units of competency and reflects the scope of functions performed on site. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved in the packaging employees across process 1 - 6 MANUFACTURING Includes staff involved in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level 1 (Entry Level) on commencement of their employment and will be assessed against the Classification Structure during their probationary period. New employees may receive a pay rate equivalent to a higher level if they can demonstrate through previous work experience and training a level of competency higher than that required at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim of the assessment The aim of the assessment is to determine whether a person is fully competent in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct of the assessment The assessment will be conducted in conjunction with the employee, by an accredited Workplace Assessor. In most cases this will be the employee’s Supervisor or Manager. Workplace Assessors will be trained in appropriate techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation to the assessment process should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (streams as per Schedule 1). Assessed as having a development need When an employee is assessed Clause 10.6 and it is determined that further training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed at level 3 or above. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for that level (as per Schedule 2). Any employee in receipt of a pay rate higher than that designated to their level under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of the implementation of this structure Once assessed at a particular classification level, employees must consistently demonstrate the required level of competence. Once assessed, all employees will have the opportunity to progress to level 4 within the structure. Employees will only progress to a level 5 or 6 within the structure if they are required, as part of their job, to perform all functions of that higher classification. Employees must continue to perform all functions within the scope of their training and experience, including functions with competencies that fall into levels higher than that to which the employee is currently classified, without claiming additional pay or allowances10.7.

Classification Structure. Employees covered by this Agreement will be classified and paid in accordance with the site classification The structure in Schedule 1. The classification structure in Schedule 1 will replace all classification structures previously used within the operations. The classification structure has been developed in accordance with the following principles: It was developed by the Company in consultation with relevant employees from different parts detailed below provides an outline of the business tasks and union representatives; It is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing associated skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced as a result of the implementation of the classification structure. The system has been developed in line with nationally recognised units of competency and reflects the scope of functions performed on site. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved in the packaging process 1 - 6 MANUFACTURING Includes staff involved in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level 1 (Entry Level) on commencement of their employment and will be assessed against the Classification Structure during their probationary periodgrade. New employees may receive a pay rate equivalent to a higher level if they can demonstrate through previous work experience and training a level of competency higher than that required at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim Skills are defined in terms of the assessment The aim training requirements of the assessment relevant Australian Qualification Framework (AQF) grades. Grade 1 Shall mean an Arboricultural Assistant who holds a relevant AQF1 qualification or equivalent basic skills and who works under direct supervision, is to determine whether a person is fully competent in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct of the assessment The assessment will be conducted in conjunction with the employee, by an accredited Workplace Assessor. In most cases this will be the employee’s Supervisor or Manager. Workplace Assessors will be trained in appropriate techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation to the assessment process should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1). Assessed as having a development need When an employee is assessed and it is determined that further training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect OH&S requirements of the work will be carried outand whose duties include providing support for other workers 1. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on Operating and maintaining chippers and chainsaws 2. Planting and waters trees and shrubs 3. Setting up traffic control signs and barriers 4. Loading and unloading equipment Shall mean an Arboricultural Worker who holds a relevant AQF2 qualification or has received equivalent training. In addition to the requirements of Grade 1 the employee holds relevant certificates and works in any of the following basis: Priority will be given roles: 1. Operating chainsaws and elevating work platforms 2. Performing above ground pruning 3. Providing support to the assessment aerial workers 4. ▇▇▇▇▇ grinding Grade 3 Shall mean an Arboricultural Tradesperson who holds in addition to AQF2 a relevant AQF 3 qualification or has received equivalent training and who undertakes work including:- 1. Climbing small trees 2. Felling small trees with simple rigging of those employees identified as being likely work ropes and branches 3. Customer Notification Grade 4 Shall mean an Arboricultural Tradesperson who holds in addition to be assessed at level 3 AQF3 a relevant AQF4 qualification or abovehas received equivalent training and who undertakes work including:- 1. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for that level (as per Schedule Felling large trees 2). Any employee in receipt of a pay rate higher than that designated to their level under the structure, will remain on their current rate of payTree climbing; using specialized machinery 3. No reduction in wages will occur as a result of the implementation of this structure Once assessed at a particular classification level, employees must consistently demonstrate the required level of competenceCoordinating tree pruning and maintenance programmes 4. Once assessed, all employees will have the opportunity to progress to level 4 within the structure. Employees will only progress to a level 5 or 6 within the structure if they are required, as part of their job, Qualified to perform all functions of that higher classification. Employees must continue aerial rescue Grade 5 Shall mean an Arboricultural Supervisor who holds in addition to perform all functions within the scope of their AQF4 a relevant AQF5 qualification or has received equivalent training and experience, including functions with competencies that fall into levels higher than that to which who has responsibility for a number of workers and undertakes work including:- 1. Supervising and training staff 2. Planning the employee is currently classified, without claiming additional pay or allowances.removal of trees 3. Coordinating tree pruning programmes 4. Supervising equipment maintenance 5. Costing projects and operating a budget

Classification Structure. In lieu of the job classification under the Parent Award, the classification structure set out below shall apply to employment under this Agreement. Promotion from one classification to another shall be at the discretion of the Employer, subject to the employee meeting the criteria of the higher classification. Where possible promotion shall be from within the company. Construction Worker Grade 1 Workers at this grade may perform a range of general labouring tasks under supervision A minimal level of experience and basic competency in a limited range of tasks are required. Employees covered by at this Agreement will grade shall be classified required to have completed a WorkCover Accredited Induction Training for Construction General Course ("green card"). Construction Worker Grade 2 Workers at this grade may perform a wider range of tasks and paid call upon a higher level of skill than those at Grade 1. They may use a wider range of basic hand tools and power tools and manual handling equipment and may work without supervision and/or provide supervision to employees at Grade 1. The requirements of this grade are, in addition to meeting the requirements of Grade 1: Completion of a period of probation with the Company as set out at Clause 7, A minimum twelve months relevant experience, Demonstrated competency in the use of basic hand and power tools, A current first aid qualification, Demonstrated ability to work without supervision and/or to provide supervision to others, Demonstrated ability to conduct site-specific induction training in accordance with the site classification structure in Schedule 1. The classification structure in Schedule 1 will replace all classification structures previously used within the operations. The classification structure has been developed Company’s Safety Management System, Demonstrated ability to carry out safety inspections in accordance with the following principlesCompany’s Safety Management System Note: It was developed all labourers employed by the Company in consultation with relevant employees from different parts on the date of the business and union representatives; It is competency based; It certification of this agreement will encourage employees to acquire new skills; It will recognize each employee's existing skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced as a result of the implementation of the classification structure. The system has been developed in line with nationally recognised units of competency and reflects the scope of functions performed on site. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved in the packaging process 1 - 6 MANUFACTURING Includes staff involved in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level 1 (Entry Level) on commencement of their employment and Construction Worker Grade 2, but will be assessed against required as a condition of continued employment to meet all of the Classification Structure during above requirements within twelve months of that date. Construction Worker Grade 3 Workers at this level will perform trades work and related tasks. They may work without supervision and/or provide supervision to employees at Grade 1 and/or Grade 2 levels. The requirements of this grade are, in addition to meeting the requirements of Grades 1 and 2: Possession of a relevant trade qualification or equivalent. Possession of an explosive-powered tool ticket. Note: all trades employees employed by the Company on the date of certification of this agreement will be classified as Construction Worker Grade 3, but will be required as a condition of continued employment to meet all of the above requirements within twelve months of that date. All trades employees employed after that date will be required to meet all of the requirements prior to the completion of their probationary period. New employees Construction Worker Grade 4 Workers at this level will perform trades work and related tasks at an advance level. They may receive work without supervision and be responsible for opening sites each day. They will also be responsible for the safety management on site and for the entry and maintenance of occupational health and safety files and site diary. Persons promoted to this grade will also possess demonstrated capacity and willingness for management training. The requirements of this grade are, in addition to meeting the requirements of Grades 1,2, and 3 Competence in reading, interpreting and explaining design documents, plans and specifications; Competence in preparing and monitoring inspection/test plans in accordance with Company requirements. Ability to communicate verbally and in writing with clients and subcontractors; Ability to maintain a pay rate equivalent Site Diary in accordance with the Company’s requirements; Possession and supply of all portable power tools necessary for work including all consumables such as saw and planer blades. Demonstrated ability to a higher level if they can demonstrate through previous work experience supervise minor works where the builder is not present on site Demonstrated ability to identify and training a level act upon risks to the health and safety of competency higher than that required at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim workers and/or members of the assessment The aim of the assessment is to determine whether a person is fully competent in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct of the assessment The assessment will be conducted in conjunction with the employee, by an accredited Workplace Assessor. In most cases this will be the employee’s Supervisor or Manager. Workplace Assessors will be trained in appropriate techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation to the assessment process should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1). Assessed as having a development need When an employee is assessed and it is determined that further training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed at level 3 or above. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for that level (as per Schedule 2). Any employee in receipt of a pay rate higher than that designated to their level under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of the implementation of this structure Once assessed at a particular classification level, employees must consistently demonstrate the required level of competence. Once assessed, all employees will have the opportunity to progress to level 4 within the structure. Employees will only progress to a level 5 or 6 within the structure if they are required, as part of their job, to perform all functions of that higher classification. Employees must continue to perform all functions within the scope of their training and experience, including functions with competencies that fall into levels higher than that to which the employee is currently classified, without claiming additional pay or allowances.public

Classification Structure. Level Descriptor Level 1 Employees covered by this Agreement will be classified and paid in accordance with the site classification structure in Schedule 1. The classification structure in Schedule 1 will replace all classification structures previously used within the operations. The classification structure has been developed in accordance with the following principles: It was developed by who are recruited into the Company in consultation with relevant at this level perform simple routine duties, work under direct supervision and receive detailed instructions. Level 1 employees from different parts exercise minimal judgment and responsible for the quality of the business and union representatives; It is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced as a result of the implementation of the classification structure. The system has been developed in line with nationally recognised units of competency and reflects their own work within the scope of this level. Typical Tasks Indicative of the tasks an employee at this level may perform are the following: (i) Undertaking induction training; and (ii) Performing a range of general labouring and cleaning duties. Promotional Criteria Employees remain at this level until such as they have satisfactorily completed an induction program which enables them to meet the competency requirements of Level 2, a position becomes available and they are selected to that vacancy. An induction program covers: (i) Basic occupational health and safety; (ii) First aid; (iii) Conditions of employment; (iv) Company policies/objectives; (v) Plant layout and material location; and (vi) Workplace training to meet the requirements of being able to competently perform work within the scope of Level 2 as listed in the Ice Cream Skills Grading Matrix. Level 2 Employees at this level perform utility (general hand) functions performed on siteand in doing so, perform work above and beyond the skills of an employee at Level 1 and to the level of their training as per the Ice Cream Skills Grading Matrix: (i) work under direct supervision either individually or in a team environment; (ii) understand and undertakes basic quality control/assurance procedures including the ability to recognise basic quality deviations and faults; (iii) exercise minimal decision making; and (iv) exercise discretion within their levels of skills and training. AccordinglyTypical Tasks Indicative of the tasks which an employee at this level may perform are the followings: Undertaking training to enable entry into Level 3; • May be required to perform any of the duties of the lower level; • Stack, structures prepare for storage raw and finished products and packaging material’ • Maintaining simple production records; • Identify machine faults (basic); • Uses hand trolleys, pallets trucks and forklifts; • Yard duties; and • Ice cream cake decorating. Promotional Criteria (i) They can competently carry out all tasks of a Level 2 employee; and (ii) A position becomes available and they are selected to fill the vacancy. Level 3 Employees at this level have been developed completed a production certificate or equivalent training to enable employees to perform work within the scope of this level as per the Ice Cream Skills Grading Matrix. Employees at this level: (i) are responsible for the following functionsquality of their own work subject to routine supervision; (ii) work under routine supervision either individually or in a team environment; and (iii) exercise discretion within their level of skills and training. Typical Tasks Indicative of the tasks which an employee at this level may perform are the following: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved • Undertaking training to enable entry into Level 4; • May be required to perform any of the duties of the lower level; • Receiving, despatching, distributing, sorting, checking, packaging (other than repetitive packing), order assembly, documenting and recording of goods, materials and components; • Basic inventory control in the packaging process 1 - 6 MANUFACTURING Includes staff involved in Liquids context of the production process; • Exercising keyboard skills at a basic level; • Carrying out different measurements; • Undertake minor adjustments to machinery; • Conduct some basic testing; • Identify product specification problems; • Assisting ice cream freezing machine operating; • Assisting cone and / wafer machine operating; • Freezer hand; • Assisting frozen confectionery machine operating; and • Operating automatic, semi – automatic or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved single purpose machinery. Promotional Criteria Employees may be promoted to Level 4 when they can competently carry out all tasks of Level 3 employees as listed in the receiptIce Cream Skills Grading Matrix, despatch and storage a position becomes available and they are selected to fill the vacancy. Level 4 Employees at this level have completed a production certificate or equivalent training so as to enable employees to perform work within the scope of stock this level as per the Ice Cream Skills Grading Matrix. Employees at this level: (i) work from instructions and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor procedures; (ii) assist in the provision of on the job training; (iii) co-ordinate work in a team environment or work individually under general supervision; (iv) write and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis read reports. Typical Tasks Indicative of the knowledgetasks which an employee at this level may perform are the following: • Undertaking training to enable entry into Level 5. • May be required to perform any of the duties of a lower level. • Inventory and store control including operations or all appropriate materials handling equipment, responsibilities, communication skills, work context, technical skills, education VDU and training required in each position. Classification levels detail Core Competencies required keyboard operation at each the level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level 1 (Entry Level) on commencement of their employment and will be assessed against the Classification Structure during their probationary period. New employees may receive a pay rate equivalent to a higher level if they can demonstrate through previous work experience and training a level of competency higher than that required at of Level 1 3. • Using tools and equipment within the structurescope of basic non-trade maintenance. CLASSIFICATION ASSESSMENT Aim • Exercising intermediate keyboard skills. • Supervising the work of all their employees. • Allocate tasks to other employees. • Frozen confectionery machine operating. • Ice cream freezing machine operating. • Assists in the provision of on the job training in conjunction with trainers and trade persons. Promotional Criteria (i) They can competently carry out all tasks of a Level 5 employee; (ii) Have achieved above standard line performances for a period of 6 months (iii) Have been assessed as competent on at least 2 filling lines; (iv) Have achieved consistent quality standards; (v) Have achieved rework and scrap factors within allowable standards, and have contributed to a contentious improvement process; (vi) They can demonstrate effective cleaning and hygiene methods; (vii) A position becomes available and they are selected to fill that vacancy. Level 5 Employees at this level have completed approved courses as per the Ice Cream Skills Grading Matrix. Employees at this level: (i) understand and apply quality control techniques as required for each product; (ii) exercise excellent interpersonal communication skills; (iii) exercise discretion within the scope of the assessment The aim grade; (iv) exercise intermediate keyboard skills (v) would be expected to organise and control the labour and work output of a section; (vi) is able to inspect products and/or materials for conformity with established operation standards. Typical Tasks Indicative of the assessment is tasks which an employee at this level may perform are the following: • Required to determine whether perform any of the duties of a person is fully competent lower level. • Maintaining quality standards including the approval of first-off samples. • Basic production scheduling and materials handling with the scope of the process or directly related functions within new materials finished/finished goods location in conjunction with technicians. • Exercising advanced keyboard skills. • Assists in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct provision of the assessment The assessment will be conducted on-the-job training in conjunction with the employee, by an accredited Workplace Assessortrainer. In most cases • Adjust equipment to meet quality assurance and process requirements of production program. Level 6 Employees at this will be level have completed approved Level 5 courses as per the employee’s Supervisor or Manager. Workplace Assessors will be trained in appropriate techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation to the assessment process should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate levelIce Cream Skills Grading Matrix. Employees must be assessed at this level: (vii) implement quality control techniques as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level required for each product; (as per Schedule 1). Assessed as having a development need When an employee is assessed and it is determined that further training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed at level 3 or above. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for that level viii) exercise excellent interpersonal communication skills; (as per Schedule 2). Any employee in receipt of a pay rate higher than that designated to their level under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of the implementation of this structure Once assessed at a particular classification level, employees must consistently demonstrate the required level of competence. Once assessed, all employees will have the opportunity to progress to level 4 within the structure. Employees will only progress to a level 5 or 6 within the structure if they are required, as part of their job, to perform all functions of that higher classification. Employees must continue to perform all functions ix) exercise discretion within the scope of their training the grade; (x) exercise intermediate keyboard skills; (xi) would be expected to organise and experience, including functions control the labour and work output of a section; (xii) is able to inspect products and/or materials for conformity with competencies that fall into levels higher than that to which the employee is currently classified, without claiming additional pay or allowancesestablished operation standards.

Classification Structure. Employees covered by Full details of the Levels for each stream of the Classification Structure and the criteria for movement between Levels is detailed in Attachment A. The aim of this Agreement will be classified and paid Classification Structure is to provide people with the opportunity to progress in accordance with the site classification structure in Schedule 1amount of responsibility that they are prepared to take for quality and effectiveness. The classification structure in Schedule 1 will replace all classification structures previously used within the operations. The classification structure has been developed in accordance with the following principles: It was developed by the Company in consultation with relevant employees from different parts of the business and union representatives; It is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced as a result of the implementation of the classification structure. The system has been developed in line with nationally recognised units of competency and reflects the scope of functions performed on site. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved in the packaging process 1 - 6 MANUFACTURING Includes staff involved in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level 1 (Entry Level) on commencement of their employment and will be assessed against the Classification Structure during their probationary period. New employees may receive a pay rate equivalent needs to a higher level if they can demonstrate through previous work experience and training a level of competency higher than that required at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim of the assessment The aim of the assessment is to determine whether a person is fully competent in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct of the assessment The assessment will be conducted read in conjunction with the employeeskills lists related to each job and the hierarchy of all skills across the jobs in Production, by an accredited Workplace AssessorWarehouse & Distribution, Engineering and Resale Store. The structure is based on : 1. Employees having achieved the necessary competencies before they are classified at that higher level. In most cases order to meet the requirements of a particular level a person would need to meet the requirements of all lower levels for that area of work. 2. The opportunity being available at Level 5 to progress (with appropriate training and qualifications) from the Production stream to the Engineering stream if there is a position available. Prior to such transfer the appropriate Union Delegate will be consulted. 3. The structure is based on transferring A PERSON to a level not A JOB as it has been defined in the past. 4. A person is able to progress from Level 5 to Level 6 on their own initiative by attaining the skills required. This means that a person does not have to wait for a position to become available. The only restriction is on the amount of training and opportunity to learn the skills over a period of time. 5. At Level 7 of the Engineering stream a person becomes eligible for the level when they have acquired the skills defined for that Level. However, a restriction on the number of positions available at this level will apply. The number of positions at this level will be reviewed annually. 6. Positions available at Level 7 will be advertised within the Company and externally. A formal appraisal of the employee’s performance will be completed no later than three months after commencement. Failure to reach the required standard may lead to termination of employment. 7.1 Reclassification to the Next Level 1. Employees will assess their own skills against the skills in the classification level to which they aspire. 2. The employee assessment will be reviewed by the Plant Engineer and the Engineering Manager. If the employee’s assessment is accepted as meeting the criteria of the Classification Level claimed the employee will be notified that he or she meet the criteria for the level claimed and in the case of levels 5 and 6, the Pay Office will be notified of the change. This assessment will take place within 30 days of receipt of the application. If the assessment is delayed beyond the thirty days due to the fault of the Company, payment at the higher level will commence from the thirty day period until the assessment has taken place. 3. If the employee’s assessment is not accepted by the Plant Engineer and the Engineering Manager it will be referred to a panel consisting of the Plant Engineer, the ▇▇▇▇▇▇▇ and a fellow employee who has already been accepted as being classified at the level sought. If this panel cannot agree as to the classification the Engineering Manager or Operations Manager will be the employee’s Supervisor or Managerfinal arbitrator. Workplace Assessors will be trained in appropriate techniques to ensure The parties undertake that a fair and impartial assessment takes place. Any disputes should any disagreement arise in relation to reclassification, the assessment process should Disputes Avoidance Procedure will apply and the matter will also be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1). Assessed as having a development need When an employee is assessed and it is determined that further training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed at level 3 or above. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for that level (as per Schedule 2). Any employee in receipt of a pay rate higher than that designated to their level under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of the implementation of this structure Once assessed at a particular classification level, employees must consistently demonstrate the required level of competence. Once assessed, all employees will have the opportunity to progress to level 4 within the structure. Employees will only progress to a level 5 or 6 within the structure if they are required, as part of their job, to perform all functions of that higher classification. Employees must continue to perform all functions within the scope of their training and experience, including functions with competencies that fall into levels higher than that to which the employee is currently classified, without claiming additional pay or allowancesConsultative Committee.

Classification Structure. Employees covered by engaged under this Agreement will may be classified employed as follows: Classification/Title Description Cleaning and paid in accordance with the site classification structure in Schedule 1. The classification structure in Schedule 1 will replace all classification structures previously used within the operations. The classification structure has been developed in accordance with the following principles: It was developed by the Company in consultation with relevant employees from different parts of the business and union representatives; It is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced as a result of the implementation of the classification structure. The system has been developed in line with nationally recognised units of competency and reflects the scope of functions performed on site. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved in the packaging process 1 - 6 MANUFACTURING Includes staff involved in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level Maintenance Officer Grade 1 (Entry Levellevel) No prior skills or expertise in this area. Entry level. Employee remains on commencement this Grade for at least three months (ie completion of probation) and no longer than 12 months. Employees at this classification may be employed on a full time, part time or casual basis. Cleaning and Maintenance Officer Grade 2 Employee may be commenced on this level, subject to satisfying the requirements of having prior skills and experience in this area. Employee may have Certificate Employee may progress to Grade 3 dependant upon performance alone. Or employee may remain on this Grade indefinitely Employees at this classification may be employed on a full time, part time or casual basis. Cleaning and Maintenance Officer Grade 3 ▇▇▇▇▇ ▇ ▇▇▇▇▇ ▇ ▇▇▇▇▇ ▇ ▇▇▇▇▇▇▇▇ must be able to demonstrate their employment ability to satisfy the requirement of a Grade 1 and will Grade 2 Employee must hold Certificate or Employer approved equivalent. Employees at this classification may be assessed against employed on a full time or part time basis. Cleaning and Maintenance Officer Grade 4 ▇▇▇▇▇ ▇ ▇▇▇▇▇ ▇ ▇▇▇▇▇ ▇ ▇▇▇▇▇ ▇ ▇▇▇▇▇ 5 Level 6 Employee must be able to demonstrate their ability to satisfy the Classification Structure during requirements of a Grade 1, Grade 2 and Grade 3 Employee must hold a Certificate or Employer approved equivalent Employee must possess the ability to carry out leading hand duties, manage a small team, coordinate movements and activities as necessary Employees at this classification may be employed on a full time or part time basis. Cleaning and Maintenance Officer Grade 5 ▇▇▇▇▇ ▇ ▇▇▇▇▇ ▇ ▇▇▇▇▇ ▇ ▇▇▇▇▇▇▇▇ must be able to demonstrate their probationary periodability to satisfy the requirements of a Grade 1, Grade 2, Grade 3 and Grade 4 Employee must hold a Certificate and/or Employer approved level of skills, qualifications and expertise necessary for this Grade Employees at this classification may be employed on a full time or part time basis. New Cleaning and Maintenance Officer Grade 6 ▇▇▇▇▇ ▇ ▇▇▇▇▇ ▇ ▇▇▇▇▇ ▇ ▇▇▇▇▇▇▇▇ must be able to demonstrate their ability to satisfy the requirements of a Grade 1, Grade 2, Grade 3, Grade 4 and Grade 5 Employee must hold a Certificate and/or Employer approved level of skills, qualifications and expertise necessary for this Grade Employees at this classification may be employed on a full time or part time basis. Entry point for employees with no experience. Employees remain on this grade for at least three months. An employee may receive a pay rate equivalent to a higher start on this level if they can demonstrate through previous work experience and training a or other qualifications are satisfied. Certificate I or approved equivalent An employee at this level of competency must hold certificate II, higher than that required or an employer approved equivalent An employee at Level 1 within this level must have the structure. CLASSIFICATION ASSESSMENT Aim of the assessment The aim of the assessment is to determine whether a person is fully competent in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct of the assessment The assessment will be conducted in conjunction with the employee, by an accredited Workplace Assessor. In most cases this will be the employee’s Supervisor or Manager. Workplace Assessors will be trained in appropriate techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation to the assessment process should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event requirements of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an Grade 1 and Grade 2 The employee is assessed as fully competent to progress up a level, and it is determined that these competencies will shall be utilised in engaged for the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1). Assessed as having a development need When an employee is assessed and it is determined that further training greater part of each day or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted shift on the following basis: Priority will tasks or combination thereof- a) Ordering supplies b) Carpet cleaning c) Cleaning multi story external windows utilising specialised equipment d) Operating ride on powered sweeping machine e) Operating steam cleaning equipment on building exterior. An employee at this level must hold certificate III, higher or employer approved equivalent. The employee must be given able to demonstrate their ability to satisfy the assessment of those employees identified as being likely to be assessed at level 3 or above. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for that level (as per Schedule 2). Any employee in receipt requirements of a pay rate higher than that designated to their level under Grade 1, Grade 2 and Grade 3 An employee at Grade 4 is also entrusted with the structure, will remain on their current rate supervision of pay. No reduction in wages will occur cleaning as a result principal responsibility. Employee must possess the ability to carry out leading hand duties, manage a small team, coordinate movements and activities as necessary An employee at this level must hold Certificate IV, higher or employer approved equivalent Employee must be able to demonstrate their ability to satisfy the requirements of the implementation of a Grade 1, Grade 2, Grade 3 and Grade 4 An employee at this structure Once assessed at a particular classification levellevel must hold Certificate IV, employees must consistently demonstrate the required level of competence. Once assessed, all employees will have the opportunity to progress to level 4 within the structure. Employees will only progress to a level 5 higher or 6 within the structure if they are required, as part of their job, to perform all functions of that higher classification. Employees must continue to perform all functions within the scope of their training and experience, including functions with competencies that fall into levels higher than that to which the employee is currently classified, without claiming additional pay or allowances.employer approved equivalent

Classification Structure. Employees covered by this Agreement will be classified and paid in accordance with the site following which takes into consideration the associated conditions of where the work is generally performed and the qualifications and competencies required. Positions are indicative and should a position not be outlined; the classification structure in Schedule 1. The classification structure in Schedule 1 will replace all classification structures previously used within the operations. The classification structure has been developed in accordance with the following principles: It was developed be guided by the Company in consultation with relevant employees from different parts requirements of the business position in the qualifications/experience column and/or as closely aligned to Award classifications in the Award and union representatives; It is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced as a result of the implementation of the classification structure. The system has been developed in line with nationally recognised units of competency and reflects the scope of functions performed on siteAustralian Qualifications Framework. Accordingly, structures Classification Level & Title Qualifications/Experience Required New Entrant  Is an Employee that has no demonstrated experience in the Industry.  The Employee shall remain at this classification until competencies have been developed assessed by the Employer to be proficient before moving to the next Level.  The maximum period at this level should be no longer than 12 months. Level 1 Semi Skilled An Employee at this level may have achieved Cert I or equivalent training.  Engaged in manual support of construction related duties;  Will assist others and work under the supervision of a higher classification such as tradesperson/operator (eg labourer/trades assistant);  Responsible for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved in the packaging process 1 - 6 MANUFACTURING Includes staff involved in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level 1 (Entry Level) on commencement quality of their employment own work subject to general supervision;  Basic material handling/inventory and will be assessed against store control;  Identifies basic faults in materials and equipment;  measures accurately using specialised equipment, eg chainsperson. This classification incorporates but is not limited to: Trades Assistant; Labourer; Survey Instrument Hand/Chainperson; Traffic Controller; Storeperson. Level 2 Skilled and/or Small Plant Operator An Employee at this level may have achieved Cert I or equivalent training.  non-trades maintenance of relevant plant and equipment; eg serviceperson  operates machinery and equipment requiring the Classification Structure during their probationary period. New employees may receive a pay rate equivalent to a higher level if they can demonstrate through previous work experience exercise of skill and training a level knowledge beyond that of competency higher than that required an employee at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim of the assessment The aim of the assessment is 1;  anticipates and plans for changes to determine whether a person is fully competent in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct of the assessment The assessment will be conducted in conjunction with the employee, by an accredited Workplace Assessor. In most cases this will be environment;  implements basic fault-finding and problem-solving skills within the employee’s Supervisor sphere of work;  understands the construction process in their sector and has a basic level of understanding of processes in other sectors;  performs basic quality checks on the work of others. This classification incorporates but is not limited to: truck driver, concreting, rollers, service person, steel fixing, pipe laying, rigger/dogger/scaffolder, polywelder, small plant operators. An Employee from Level 2 who is advanced, that is having obtained 5 years + experience and the necessary qualifications and deemed competent and experienced by the Employer may progress to Level 3. Level 3 An Employee at this level may have achieved Cert II or Managerequivalent training. Workplace Assessors will be trained in appropriate techniques Skilled and/or Large Plant/Crane Operator  operates machinery and equipment requiring the exercise of skill and knowledge beyond that of an employee at Level 2;  Knowledge of construction process and sequencing;  can interpret plans and drawings relevant to ensure their functions;  specialised materials handling;  operates machinery and equipment requiring the exercise of skill and knowledge beyond that a fair of an employee at Level 2;  assists with the provision of on-the-job training;  works from complex instructions and impartial assessment takes place. Any disputes in relation procedures;  anticipates and plans for constant changes to the assessment process work environment;  performs work under limited supervision either individually or in a team environment. This classification incorporates but is not limited to: Excavator Operator; Sideboom Operator; Grader Operator; Front End Loader Operator; Advanced Polywelder; Non Slewing Mobile Crane Operator Level 4 Trade Qualified An Employee engaged on the basis of a trade certificate (Cert III). Unindentured trades people should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1). Assessed as having a development need When an employee is assessed and it is determined that further training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted paid at Level 3 on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed at level 3 or above. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for basis that level (as per Schedule 2). Any employee in receipt of a pay rate higher than that designated to they have not obtained their level under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of the implementation of this structure Once assessed at a particular classification level, employees must consistently demonstrate the required level of competence. Once assessed, all employees will have the opportunity to progress to level 4 within the structure. Employees will only progress to a level 5 or 6 within the structure if they are required, as part of their job, to perform all functions of that higher classification. Employees must continue to perform all functions within the scope of their training and experience, including functions with competencies that fall into levels higher than that to which the employee is currently classified, without claiming additional pay or allowancestrade qualification.

Classification Structure. Employees covered by (i) Storeworker Grade 1 An employee at this Agreement will level performs work to the level of their training and (a) Is responsible for the quality of their own work (subject to instructions and direction). (b) Works in a team environment and/or under routine supervision. (c) Undertakes duties in a safe and responsible manner. (d) Exercise discretion within their level of skills and training. (e) Possesses good interpersonal and communication skills. Indicative of the task which an employee at this level may be classified required to perform include the following: General labouring and paid in accordance cleaning duties. Order assembling including picking stock. Counting and sorting of products. Satisfying internal and external customer needs. Documenting and recording of goods, materials and components. Basic inventory control. Salvage. Use of hand trolleys, pallet trucks and non-licensed material handling equipment. Non-forklift loading vehicles. Basic use of VDU or similar equipment (including fixed scanner and keyboard) for a limited number of repetitious transactions requiring no discretion. Promotional Criteria An employee remains at this level until they are deemed competent at all tasks through assessment and certification so as to enable them to progress to the next level as a position becomes available. (ii) Storeworker Grade 2: Point of entry - Grade 1 Means an employee with proven and demonstrated skills (including as, where necessary, appropriate certification) to the site classification structure in Schedule 1. The classification structure in Schedule 1 will replace all classification structures previously used within level required of this grade and to the operations. The classification structure work of lower grades and who has been developed appointed by the employer to perform such work on a continuous basis. An employee at this level performs work to the level of their training and is: (a) Able to work from complex instructions and procedures. (b) Able to co-ordinate work in accordance with a team environment under general supervision. (c) Responsible for assuring the quality of their own work. (d) Possesses sound interpersonal and communication skills. (e) Licensed and/or certified to operate all appropriate materials handling equipment, e.g. forklift, overhead crane, carousel, etc. (f) May be required to perform the following principlestasks/duties: It was developed Loading/unloading of trucks Inventory and stores control. Routine maintenance of stores equipment and machinery. Use of VDU or similar equipment (including terminals mounted on mobile equipment) for a limited number of repetitious transactions and the use of some discretion and simple data entry. (g) May also be responsible for quality control of the work of other Storeworkers without being responsible for their direction, i.e. checkers - with such term, for the purposes of this agreement, referring solely to the checkers engaged in the cigarette cage. Promotional Criteria An employee remains at this level until they are deemed competent at all tasks through assessment and certification so as to enable them to progress to the next level as a position becomes available. (iii) Storeworker Grade 3: Point of entry - Grade 1 or Grade 2. Means an employee with proven and demonstrated skills (including, where necessary, appropriate certification) to the level of this grade and the work of a Grade 1 or Grade 2 and who has been appointed by the Company employer to perform such work on a continuous basis. An employee appointed in consultation with relevant employees from different parts this capacity performs work to the level of their training and: (a) Understands and is responsible for quality control. (b) Possesses an advanced level of interpersonal and communication skills. (c) Has sound working knowledge of all stores duties performed at levels below this grade, exercises discretion within scope of this grade, and has a good knowledge of the business and union representatives; It employer's product. (d) Where appropriate, is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced accredited by the employer as a result of the implementation of the classification structure. The system has been developed in line with nationally recognised units of competency and reflects the scope of functions performed on site. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved in the packaging process 1 - 6 MANUFACTURING Includes staff involved in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level 1 (Entry Level) on commencement of their employment and will be assessed against the Classification Structure during their probationary period. New employees may receive a pay rate equivalent to a higher level if they can demonstrate through previous work experience and training a level of competency higher than that required at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim of the assessment The aim of the assessment is to determine whether a person is fully competent in the understanding of regulations relating to handling, storage and loading/unloading of specific product e.g. chemicals, solvent and explosives. (e) May perform work requiring minimal supervision, either individually or in a team environment. (f) Must be competent in the use of VDU or similar equipment (including terminals mounted on mobile equipment) for multiple transactions and including updating of work in progress and some maintenance and updating of stock, employee and location records. (g) In addition, may be responsible for the proper application and maintenance of appropriate occupational health and safety standards (optional). If first aid ticket held, first aid allowance paid in addition. (h) May perform receiving and labelling of incoming goods. (i) Assists in the good order of work flow in an operating area by performing the functions of a leading hand. A Leading Hand is appointed by the company to assist in the good order of work flow in an operating area by: 1. Receiving instructions and allocating the work flow to employees; 2. Controlling the standards of work and work output set by management and other staff; 3. Determining shortages in labour, material or equipment and to advise the management staff for consideration. Where a failure in training or behaviour occurs the employee shall disengage from further action and place the matter into the hands of management. None-the-less this does not preclude the employee from giving training but only on the general instructions of a Manager. The employee shall not become involved in planning Annual Leave rosters or rostered days off except by consultation with a Manager to ensure a orderly overview of work, nor in discipline for behaviour, absenteeism or performance. However, the employee shall give advice to the Manager or other staff to assist with each of the above but only to the extent of ensuring good order and work flow. The employee shall not breach any confidence placed in them by management staff. Promotional Criteria An employee remains at this level until they are deemed competent at all tasks through assessment and certification so as to enable them to progress to the next level as a particular levelposition becomes available. (iv) Storeworker Grade 4: Point of Entry - Grade 3. Means an employee with proven and demonstrated skills (including, where necessary, appropriate certification) to the level of this grade and the work of a Grade 1 or Grade 2 and grade 3 and who has been appointed by the employer to perform such work on a continuous basis. A Grade 4 is appointed on merit, and skill taking into account the following factors: Clerical aptitude. Supervisors assessment. Skills, competency and experience. Attendance. Attention to detail. General attitude to company standards; and Training and education. An employee appointed in this capacity performs work to the level of their training and: (a) Implements quality control techniques and procedures. (b) Utilises highly developed levels of interpersonal and communication skills. (c) Assists in the provision of on-the-job training and standards. (d) In addition, may be responsible for the proper application and maintenance of appropriate occupational health and safety standards. (e) This position is accountable for performing some of the following tasks, or whether some additional training or development is needed in one or more areasa combination thereof: Performing multiple stores activities. Conduct of Managing the assessment The assessment will be conducted in conjunction with information flow within the employee, by an accredited Workplace Assessorstore. In most cases this will be the employee’s Supervisor or Manager. Workplace Assessors will be trained in appropriate Understanding and applying computer techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation as they relate to the assessment process should be referred stores operation including the use of VDU or similar equipment (including terminals mounted on mobile equipment) for substantial maintenance and updating of work in progress, stock, employee and location records. Routing of transport and allocation of loads to the employee’s Manager whocustomers Matching of delivery documents and purchase orders, in conjunction with the Human Resources Manager, will review the assessment procedure followed entry to computer programs of receiving and investigate any discrepanciesverifications of recovery. The site Grievance Procedure should be followed in the event Has a sound knowledge of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employer's operation and product. (v) Adoption of classification and grades In implementing classifications and gradings no current employee is assessed as fully competent to progress up a levelshall lose status or pay, and it is determined that these competencies will be utilised clearly recognised and accepted that: (a) Promotion is based on training (including appropriate certification) and competence at the grade and lower grade tasks (b) Continued work in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1). Assessed as having a development need When an employee grade is assessed and it is determined that further training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment based on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed at level 3 or above. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for that level (as per Schedule 2). Any employee in receipt of a pay rate higher than that designated to their level under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of the implementation of this structure Once assessed at a particular classification level, employees must consistently demonstrate the required level of competence. Once assessed, all employees will have the opportunity to progress to level Pay for grade continues (once certified) of work performed at lower grade. (vi) Relativities Storeman Grade 2 94.6 Storeman Grade 3 100.9 Storeman Grade 4 within the structure. Employees will only progress to a level 5 or 6 within the structure if they are required, as part of their job, to perform all functions of that higher classification. Employees must continue to perform all functions within the scope of their training and experience, including functions with competencies that fall into levels higher than that to which the employee is currently classified, without claiming additional pay or allowances.103.6

Classification Structure. Employees covered by this Agreement will be classified and paid in accordance with the site classification structure in Schedule 1. a. The classification structure in Schedule 1 at Appendix B has been designed to facilitate the development and progression of employees, promoting multi-skilling and maximising flexibility. b. Once an employee has been assessed as competent within that area of operation, they shall be considered for reclassification/promotion to the next level. c. Until an employee is deemed competent, and meets the required key performance indicators, their rate of pay will replace remain unchanged. d. To support employees’ development, Viridian will take all classification structures previously used reasonable steps to ensure that training is provided during normal working hours. However, if this cannot occur, Viridian may require employees to undertake training outside their ordinary hours of work. In that event, employees will be paid for this time at their ordinary rate of pay and is not considered overtime. e. The assessment and reclassification process will be undertaken by the Operations Manager, Factory Manager and the employee’s direct supervisor. No employee will be able to conduct their own competency assessment. f. The assessment of competencies may be done within the operationsan employee’s current department. However, they may also request to be assessed for other departments. g. The classification structure has been developed may be reviewed and amended during this Agreement. Reasons for this review may include changes in accordance with technology, product changes and/or mix, business operations, or any other matter that is impacting on the following principles: It was developed by the Company in consultation with relevant employees from different parts effectiveness of the business and union representatives; It structure in achieving it’s aims as stated in 1a. above. h. If there is competency based; It will encourage employees a need to acquire new skills; It will recognize each employee's existing skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced as a result of the implementation of review the classification structure. The system has been developed in line with nationally recognised units of competency and reflects the scope of functions performed on site. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved in the packaging process 1 - 6 MANUFACTURING Includes staff involved in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level 1 (Entry Level) on commencement of their employment and will be assessed against done by the Classification Structure during their probationary period. New employees may receive a pay rate equivalent to a higher level if they can demonstrate through previous work experience and training a level of competency higher than that required at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim of the assessment The aim of the assessment is to determine whether a person is fully competent in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct of the assessment The assessment will be conducted Training Committee in conjunction with the employee, by an accredited Workplace AssessorConsultative Committee. In most cases this Final changes will be approved by the employee’s Supervisor or Consultative Committee and the General Manager. Workplace Assessors The Training Committee will be trained in appropriate techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation to the assessment process should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1). Assessed as having a development need When an employee is assessed and it is determined that further training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed at level 3 or above. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for that level (as per Schedule 2). Any employee in receipt of a pay rate higher than that designated to their level under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of monitor the implementation of this structure Once assessed at a particular classification levelany changes or adjustments. Where there may be significant changes, employees must consistently demonstrate the required level of competence. Once assessedthese changes will be introduced in line with Clause 8 (Major Change Consultation). i. Training Committee will be two employee representatives and two Viridian management j. Consultative Committee will be two employee representatives and two Viridian management k. If an employee disagrees with their assessment results, all employees will have the opportunity to progress to level 4 within the structure. Employees will only progress to a level 5 or 6 within the structure if they are required, as part of their job, to perform all functions of that higher classification. Employees must continue to perform all functions within the scope of their training and experience, including functions may raise these in accordance with competencies that fall into levels higher than that to which the employee is currently classified, without claiming additional pay or allowancesClause 9 (Dispute Settlement Procedure).

Classification Structure. Employees covered by this Agreement will be classified 40.1 Level 1: Operations – Basic (a) Level 1 employees are person with minimal knowledge, training or experience and paid in accordance with are under direct supervision until they meet the site classification structure in Schedule 1competency requirements of Level 2. The classification structure in Schedule 1 will replace all classification structures previously used within the operations. The classification structure has been developed in accordance with They must also have completed the following principlesBasic Induction Program covering:- (i) Company occupational health and safety manual; (ii) Conditions of employment; (iii) Company policies and objectives. They must demonstrate the ability to competently: It was developed - (i) Abide by the Company in consultation with relevant employees from different parts of the business company occupational health and union representatives; It is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced safety regulations; (ii) Maintain housekeeping standards where directed; (iii) Conduct quality checks on products as a result of the implementation of the classification structure. The system has been developed in line with nationally recognised units of competency and reflects the scope of functions performed on site. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved laid down in the packaging process 1 company quality assurance program; (iv) Exercise minimal decision making. (b) An Employee at this level receives training in Level 2 so as to competently perform tasks in that level. (c) Typical Tasks – - 6 MANUFACTURING Includes staff involved General labouring, housekeeping and cleaning duties; - Routine non-trades maintenance as directed under supervision; - Operate packing equipment including weighing, packing and closing receptacles; - Maintain packing equipment hygiene standards; - General sampling; - Basic documentation of simple tests; - Maintain daily documentation (tallies); - Identify basic machine faults; - Stacking receptacles; - Product sampling for laboratory analysis; - Remix product; - Load or unload vehicles of products or ingredients manually. (d) Typical Qualifications – (i) Suitable to work in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level 1 (Entry Level) on commencement of their employment and will be assessed against the Classification Structure during their probationary period. New employees may receive a pay rate equivalent to a higher level if they can demonstrate through previous work experience and training a level of competency higher than that required at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim of the assessment The aim of the assessment is to determine whether a person is fully competent in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct of the assessment The assessment will be conducted in conjunction with the employee, by an accredited Workplace Assessor. In most cases this will be the employee’s Supervisor or Manager. Workplace Assessors will be trained in appropriate techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation to the assessment process should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1). Assessed as having a development need When an employee is assessed and it is determined that further training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed at level 3 or above. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for that level (as per Schedule 2). Any employee in receipt of a pay rate higher than that designated to their level under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of the implementation of this structure Once assessed at a particular classification level, employees must consistently demonstrate the required level of competence. Once assessed, all employees will have the opportunity to progress to level 4 within the structure. Employees will only progress to a level 5 or 6 within the structure if they are required, as part of their job, to perform all functions of that higher classification. Employees must continue to perform all functions within the scope of their training and experience, including functions with competencies that fall into levels higher than that to which the employee is currently classified, without claiming additional pay engaged. (ii) Adequate literacy and numeracy skills. (iii) Ability to understand and carry out simple instructions. (iv) Completion of an induction course or allowancesother structured training for competent performance of Level 2 duties. 40.2 Level 2: Operations – General (a) Level 2 employees are persons who fulfill adequately the knowledge and experience requirements of this level and are under limited supervision. They must demonstrate the ability to competently:- (i) Abide by company occupational health and safety regulations; (ii) Be responsible for maintaining housekeeping standards; (iii) Be responsible for conducting product quality checks as laid down in the company quality assurance programme; (iv) Exercise limited decision making. (b) Typical Tasks - - Any task described in Level 1; - Maintain documentation; - Responsibility for product sampling; - Carry out routine non-trades maintenance as per instructions; - Weigh and blend ingredients from a predetermined recipe or instruction; - Document incoming/outgoing goods; - Load/unload vehicles of products or ingredients mechanically; - Identifies and segregates products; - Maintains product quality status; - Ensures only approved product leaves site; - Operates & setup equipment as designated; - Monitors and reports on unusual variances in product stocks. (c) Typical Qualifications – (i) Competent literacy and numeracy skills. (ii) Ability to understand and carry out written instructions. (iii) Forklift licence. 40.3 Level 3: Operations – Advanced‌ (a) Level 3 employees are persons who fulfill competently the knowledge and experience requirements of this level and are under limited supervision. They must demonstrate the ability to competently:- (i) Abide by company occupational health and safety regulations; (ii) Be responsible for maintaining housekeeping standards; (iii) Be responsible for conducting product quality checks as laid down in the company quality assurance program; (iv) Train other employees; (v) Be responsible for their own work (b) Typical Tasks - - Any task described in Level 2; - Interpret and act on laboratory analysis; - Regulate all equipment; - Be responsible for and report on routine non-trades maintenance as delegated; - Is responsible for setting up milling/grading equipment in a designated area; - Monitors mill stocks and adjusts milling/grading equipment; - Is competently multi skilled in all facets of practical milling/grading plant operations; - Reconciliation of stock levels; - Investigates stock damage and variances.

Classification Structure. Employees covered by this Agreement will be classified Production Employee, P1 - An employee new to the industry who is undertaking up to three months structured induction and paid in accordance skill training consistent with national competency standards to prepare the site classification structure in Schedule 1. The classification structure in Schedule 1 will replace all classification structures previously used within the operations. The classification structure has been developed in accordance with the following principles: It was developed by the Company in consultation with relevant employees from different parts of the business and union representatives; It is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced as employee for a result of the implementation of the classification structure. The system has been developed in line with nationally recognised units of competency and reflects the scope of functions performed on site. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved productive role in the packaging process 1 industry. Production Employee, P2 - 6 MANUFACTURING Includes staff involved in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes CleanersA Production Employee, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level 1 (Entry Level) on commencement of their employment and will be assessed against the Classification Structure during their probationary period. New employees may receive a pay rate equivalent to a higher level if they can demonstrate through previous work experience and training a level of competency higher than that required at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim of the assessment The aim of the assessment P2 is to determine whether a person is fully competent in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct of the assessment The assessment will be conducted in conjunction with the employee, by an accredited Workplace Assessor. In most cases this will be the employee’s Supervisor or Manager. Workplace Assessors will be trained in appropriate techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation to the assessment process should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in who has successfully completed the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1). Assessed as having a development need When an employee is assessed and it is determined that further skill/induction training or development is required before consistent with national competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed standards at level 3 or above. Once assessed 1 so as competent at a particular level, employees will receive to enable the appropriate rate of pay for that level (as per Schedule 2). Any employee in receipt of a pay rate higher than that designated to their level under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of the implementation of this structure Once assessed at a particular classification level, employees must consistently demonstrate the required level of competence. Once assessed, all employees will have the opportunity to progress to level 4 within the structure. Employees will only progress to a level 5 or 6 within the structure if they are required, as part of their job, to perform all functions of that higher classification. Employees must continue to perform all functions work within the scope of their this level. An employee at this level performs more involved work at a level beyond the skills required at level 1 and to the level of his/her training. Production Employee, P3 - A Production Employee, P3 is an employee who has successfully completed the structured training and experience, including functions consistent with competencies that fall into levels higher than that national competency standards so as to which enable the employee to perform work within the scope of this level. Production Employee, P4 - A Production Employee, P4 is currently classifiedan employee who has successfully completed the structured training consistent with national competency standards so as to enable the employee to perform work within the scope of this level. Furnishing Industry Tradesperson, without claiming T1 - A Furnishing Industry Tradesperson, T1 is an employee who has successfully completed a Trade Certificate or who holds a Tradespersons Rights Certificate and who is required to exercise the skill and knowledge of that qualification. Furnishing Industry Tradesperson, T2 - A Furnishing Industry Tradesperson, T2, is tradesperson who has successfully completed additional pay structured training consistent with national competency standards, so as to enable the employee to perform work within the scope of this level, and/or a person who possesses and uses skills recognised by the parties as being greater than those possessed and used by a Furnishing Industry Tradesperson, Level 1. Furnishing Industry Tradesperson, T3 (Special Class) - A Furnishing Industry Tradesperson, T3 is an employee who holds a Trade Certificate or allowances.Tradesperson Rights Certificate and who has completed appropriate Post Trade Training consistent with national competency standards and is required to exercise complex, high quality, trade skills, above and beyond those required of a Tradesperson, levels 1 and 2. APPENDIX 3 - Hourly Wage Rates (Transport Workers)

Classification Structure. Employees covered by this Agreement will shall be classified and paid in accordance with the site classification structure in Schedule 1. The classification structure in Schedule 1 will replace all classification structures previously used within the operations. The classification structure has been developed in accordance with the following principles: It was developed by the Company in consultation with relevant employees from different parts of the business and union representatives; It is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced as a result of the implementation of the classification structure. The system Level 0 (MCW0) An entry-level employee who has been developed in line with nationally recognised units of competency and reflects not previously worked within the scope of functions performed on siteclassifications defined herein. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved in the packaging process 1 - 6 MANUFACTURING Includes staff involved in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level 1 (Entry LevelMCW1) on commencement of their employment and will be assessed against the Classification Structure during their probationary period. New employees may receive a pay rate equivalent to a higher An entry-level if they can demonstrate through previous work employee with greater than 3 month's construction industry experience and training a level of competency higher than that required at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim of the assessment The aim of the assessment is to determine whether a person is fully competent in the work at a particular level, who has attained or whether some additional training or development is needed in one or more areas. Conduct of the assessment The assessment will be conducted in conjunction with the employee, by an accredited Workplace Assessor. In most cases this will be the employee’s Supervisor or Manager. Workplace Assessors will be trained in appropriate techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation to the assessment process should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1). Assessed as having a development need When an employee is assessed and it is determined that further training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed at level 3 or above. Once been assessed as competent at a particular levelan AQF Level 1 (Certificate 1) qualification in civil construction. Level 2 (MCW2) Entry Level for Completed Trainees & Apprentices A construction worker with more than 12 month’s construction industry experience and who has attained or been assessed as being competent at an AQF Level 2 (Certificate II) qualification in Civil Construction or completed 2 Group B plant competencies having the skills, employees will receive qualifications and competency and is substantially assigned to exercise the appropriate rate following duties: • Basic servicing /maintenance of pay for that level (as per Schedule 2). Any employee surface plant and equipment • Care, maintenance and storage of all tools and equipment • Utilising of tools and equipment in receipt support of a pay rate higher than that designated Construction Workers Level 3 (CW3) and above • Application of general manual support skills • Road Roller incidental to their level other duties and under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of the implementation of this structure Once supervision Level 3 (MCW3) Skilled Construction Worker who has attained or been assessed at an AQF Level 3 (Certificate III) Level qualification in Civil Construction or Civil Construction Plant Operations or has completed an apprenticeship or traineeship with an additional 12 months experience in the following: • Scaffolding • Concrete Finisher • Pipe and Conduit Laying • Steel Fixer • Civil Construction Worker (certificate III) Level 4 (MCW4) A civil construction worker with more than five years industry experience and has been assessed to AQF Level 3 (Certificate III) by an accredited assessment process or a particular completed apprentice or trainee with an additional two years’ experience. Minor Plant Operator who has attained or been assessed as being competent at an AQF Level 3 (Certificate III) qualification in Civil Construction - Plant Operations and who has the skills and experience to competently and capably operate the following earthmoving and construction plant: • Bobcat • Trucks up to 20 tonne capacity • Telehandler • Excavator up to 8 tonne • Pavement finishing roller • Backhoe • Road Roller • Compactors up to 20 tonne capacity Level 5 (MCW5) Skilled Tradesperson: A construction worker that meets the CW3 classification level, employees must requirements and who has been assessed by the employer as having the skills and industry experience to competently and capably perform the following roles and duties: • Tradesperson • Formsetting Major Plant Operator: A construction worker who has been assessed by the employer as having the necessary skills to operate earthmoving plant with a consistently demonstrate the required higher level of competence. Once assessed, all employees will have performance than required at CW3 for the opportunity following plant: • Team Leader of classification levels CW1-CW3 • Grader up to progress 137kw (CAT 12 and below) • Excavators (up to level 4 within the structure. Employees will only progress 20 tonne weight) • Crawler Tractors up to a level 5 or 6 within the structure if they are required, as part of their job, 180kw (CAT D7 and below) • Scraper Loader up to perform all functions of that higher classification. Employees must continue 15 cubic metre heaped capacity (less than CAT 621) • Loaders up to perform all functions within the scope of their training and experience, including functions with competencies that fall into levels higher than that 135kw (up to which the employee is currently classified, without claiming additional pay or allowances.CAT 950) • Trucks over 20 tonne capacity • Compactors over 20 tonne

Classification Structure. Employees covered by 16.1 Level 1 – Employee in Training (a) complete induction training which may include information about the company, conditions of employment, introduction to supervisors and fellow workers, work procedures, occupational health and safety and quality assurance/control; (b) perform routine duties essentially of a manual nature and to the level of his/her training; (c) perform general labouring and cleaning duties; (d) exercise appropriate judgement eg quality, work ethics, etc (e) work under direct supervision; Indicative of the tasks which employees at this Agreement will level may perform are the following:- • general labouring and working outdoors • digging • picking • packing • stacking • sorting • planting • pruning • rolling • cutting • sorting • arrangement of irrigation equipment • general farm maintenance • Incidental or occasional operation of plant and equipment (eg: forklift, tractor if appropriately licensed) 16.2 Level 2 Employee (a) works under routine supervision either individually or in a team environment; (b) understands and performs quality control and quality assurance procedures including the ability to recognise a range of quality deviations and faults; (c) understands and utilises basic awareness, maintenance, reporting and control procedures; (d) routinely exercises judgement and discretion within their level of skill and training. Indicative of the tasks which an employee at this level may perform are the following: • general labouring and working outdoors • digging • picking • packing • stacking • sorting • planting • pruning • rolling • cutting • sorting • arrangement of irrigation equipment • general farm maintenance • Operation of plant and equipment (eg forklift, tractor if appropriately licensed) The Company may at its discretion reclassify a Level 1 Employee as a Level 2 Employee prior to the Employee completing 3 month’s work experience if the Company considers that the other requirements are satisfied. Other than for reason of redundancy, a Level 2 Employee may be re-classified as a Level 1 Employee at the discretion of the Company if it considers that the above requirements to be classified and paid in accordance with the site classification structure in Schedule 1. The classification structure in Schedule 1 will replace all classification structures previously used within the operations. The classification structure has been developed in accordance with the following principles: It was developed by the Company in consultation with relevant employees from different parts of the business and union representatives; It is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced as a result of the implementation of the classification structure. The system has been developed in line with nationally recognised units of competency and reflects the scope of functions performed on site. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved in the packaging process 1 - 6 MANUFACTURING Includes staff involved in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level 1 (Entry Level) on commencement of their employment and will be assessed against the Classification Structure during their probationary period. New employees may receive a pay rate equivalent to a higher level if they can demonstrate through previous work experience and training a level of competency higher than that required at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim of the assessment The aim of the assessment is to determine whether a person is fully competent in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct of the assessment The assessment will be conducted in conjunction with the employee, by an accredited Workplace Assessor. In most cases this will be the employee’s Supervisor or Manager. Workplace Assessors will be trained in appropriate techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation to the assessment process should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1). Assessed as having a development need When an employee is assessed and it is determined that further training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed at level 3 or above. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for that level (as per Schedule 2). Any employee in receipt of a pay rate higher than that designated to their level under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of the implementation of this structure Once assessed at a particular classification level, employees must consistently demonstrate the required level of competence. Once assessed, all employees will have the opportunity to progress to level 4 within the structure. Employees will only progress to a level 5 or 6 within the structure if they 2 are required, as part of their job, to perform all functions of that higher classification. Employees must continue to perform all functions within the scope of their training and experience, including functions with competencies that fall into levels higher than that to which the employee is currently classified, without claiming additional pay or allowancesno longer satisfied.

Classification Structure. Employees covered by A Skills Level shall be in place for the duration of this Agreement will be classified and paid in accordance with the site classification structure in Schedule 1Agreement. The classification structure in Schedule 1 will replace all classification structures previously used within the operationsfollowing is a brief description of each Level. The classification structure has been developed in accordance with the following principles: It was developed by the Company in consultation with relevant employees from different parts of the business and union representatives; It is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced as a result of the implementation of the classification structure. The system has been developed in line with nationally recognised units of competency and reflects the scope of functions performed on site. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved in the packaging process LEVEL 1 - 6 MANUFACTURING Includes staff involved in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in LABOURER The Labourer shall be the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each basic level and may also detail Specialist and/or Optional Competencies required New employees will generally to do any non specialised trade duties as requested by his or her Leading Hand. LEVEL2-SHEETER The Sheeter shall be classified as Level 1 (Entry Level) on commencement of their employment and will be assessed against the Classification Structure during their probationary period. New employees may receive a pay rate equivalent to a higher level if they can demonstrate through previous work experience and training a level of competency higher than that required at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim of the assessment The aim of the assessment is to determine whether a person is fully competent in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct of the assessment The assessment will be conducted in conjunction with the employee, by an accredited Workplace Assessor. In most cases this will be the employee’s Supervisor or Manager. Workplace Assessors will be trained in appropriate techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation to the assessment process should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1). Assessed as having a development need When an employee is assessed and it is determined that further training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed at level 3 or above. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for that level (as per Schedule 2). Any employee in receipt of a pay rate higher than that designated to their level under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of the implementation of this structure Once assessed at a particular classification level, employees must consistently demonstrate the required level of competence. Once assessed, all employees will have the opportunity to progress to level 4 within the structure. Employees will only progress to a level 5 or 6 within the structure if they are required, as part of their job, to perform all functions of that higher classificationlevel 1 duties and in addition be able to lay colorbond and galvanised roof and wall sheeting. Employees must continue LEVEL 3 - UNREGISTERED ROOF PLUMBER The Unregistered Roof Plumber shall be required to perform all functions within level 1 and 2 duties and in addition be able to perform Most facets of Roof Plumbing duties. LEVEL 4 - TRADES QUALIFIED ROOF PLUMBER The Trades Qualified Roof Plumber shall be required to perform all level 1 to 3 duties and in addition perform all facets of Roof Plumbing. LEVEL 5 - UNREGISTERED ROOF PLUMBER / LEADING HAND The Unregistered Roof Plumber/ Leading Hand shall be required to perform all level 1 to 3 duties and in addition supervise work crews, ensure all paperwork required for the scope of their training task is in order and experience, including functions with competencies that fall into levels higher than that ensure safety systems are adhered to. LEVEL 6 - TRADES QUALIFIED ROOF PLUMBER / LEADING HAND The Trades Qualified Roof Plumber / Leading Hand shall be required to which the employee is currently classified, without claiming additional pay or allowances.perform all level 1 to 5 duties. CARPENTERS SKILL LEVEL LEVEL 1 - TRADES LABOURER LEVEL 2 - NON QUALIFIED TRADES ▇▇▇▇▇▇▇▇▇ LEVEL 3 - ALL QUALIFIED TRADESPEOPLE LEVEL 4 - TRADESPERSON LEADING HAND LEVEL 5 - SENIOR TRADESPERSON LEADING HAND Process as below:

Classification Structure. Employees covered by this Agreement will be classified and paid Grade Description 1 QUALIFICATIONS • Holds minimum Grade C of Certificate of Secondary Education Examination or equivalent in accordance with the site classification structure mathematics, in Schedule 1. The classification structure a biological science subject and/or chemistry if appropriate • Holds a TAFE entry level qualification in Schedule 1 will replace all classification structures previously used within the operations. The classification structure has been developed in accordance with the following principles: It was developed by the Company in consultation with relevant employees from different parts of the business and union representatives; It is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing skills and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced Laboratory Skills or similar educational discipline • Classified as a result of the implementation of the classification structure. The system has been developed in line with nationally recognised units of competency and reflects the scope of functions performed on site. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved trainee until competent in the packaging process necessary skills & knowledge to perform duties of a Level 1 - 6 MANUFACTURING Includes staff involved Laboratory Technical Assistant TASKS (inclusive but not restricted to) • Performing technical duties in Liquids and / chemical, physical & microbiological analysis • Responsible for quality of own work subject to detailed direction • Work in a team environment under routine supervision & undertake duties in a safe & responsible manner • Sample Collection • Clean equipment & facilities • Media preparation & decontamination • Majonnier testing of fats & solids • Limited interpretation of results • Undertake training to progress to Level 2 2 QUALIFICATIONS • Holds minimum Grade C of Certificate of Secondary Education Examination or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleanersequivalent in mathematics, Line Setters, Fitters in a biological science subject • Holds Certificate in Laboratory Practices (Biological & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved Physical Sciences) OR Certificate in Laboratory Practices (Biological Sciences) or similar educational discipline • Experience (approx 2 years) as a Laboratory Technical Assistant or similar relevant discipline • Classified as a trainee until competent in the receipt, despatch and storage necessary skills & knowledge to perform duties of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as a Level 2 Laboratory Technician TASKS (inclusive but not restricted to) • All Level 1 (Entry Level) on commencement of their employment and will be assessed against the Classification Structure during their probationary period. New employees may receive a pay rate equivalent to duties • ▇▇▇▇▇▇▇ & non-routine analysis requiring a higher level if they can demonstrate through previous work experience and training a level of competency higher technical sophistication than that required at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim duties without formulation of the assessment The aim of the assessment is to determine whether a person is fully competent procedures • Calibrate equipment • Participate in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct & supervision of the assessment The assessment will be conducted in conjunction with the employee, by an accredited Workplace Assessor. In most cases this will be the employee’s Supervisor or Manager. Workplace Assessors will be trained in appropriate techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation to the assessment process should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed Level 1 Laboratory Technical Assistants as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1). Assessed as having a development need When an employee is assessed and it is determined that further required • Undertake training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed at level 3 or above. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for that level (as per Schedule 2). Any employee in receipt of a pay rate higher than that designated to their level under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of the implementation of this structure Once assessed at a particular classification level, employees must consistently demonstrate the required level of competence. Once assessed, all employees will have the opportunity to progress to level 4 3 3 QUALIFICATIONS • Holds minimum Associate Diploma of Applied Science (Laboratory Techniques, Biology & Chemistry) or similar educational discipline • Eligibility for professional membership to ASM, RACI, etc. • Experience as a Laboratory Technician or similar relevant discipline • Classified as a trainee & secondary NATA signatory until competent in the necessary skills & knowledge of a Level 3 Technical Officer which includes eligibility for a professional membership to ASM, RACI, etc. TASKS (inclusive but not restricted to) • Direct & supervise Level 1 & 2 employees • Responsible for the manner, accuracy & timing of work which is performed under this supervision • Report result in the agreed timely manner • Advise Quality Assurance of non-conformance with agreed specifications or acceptable priorities &/or conditions • Write up procedural instruction for inclusion in the laboratory manual • All Level 1 & 2 duties • ▇▇▇▇▇▇▇ & non-routine analysis requiring a higher level of technical sophistication • Allocation of duties & jobs to Level 1 & 2 employees • Testing for potential pathogens • Maintaining & pursuing NATA signatory status & NATA registration standards (i) Promotion within the structure. Employees will only progress to a level 5 will be based on the acquisition of skills and demonstrated competence in performance of tasks at that level. (ii) Promotion from one level to another will be dependent on the following: a. achievement of appropriate qualifications; b. acquisition of skills and the level being sought as well as basic levels: c. job availability. (iii) The determination whether an individual successfully acquired a certain skill level or 6 within the structure if they are required, as part of their job, not will be subject to perform all functions of that higher classification. Employees must continue to perform all functions within the scope of their training and experience, including functions with competencies that fall into levels higher than that to which an agreement between the employee is currently classified, without claiming additional pay or allowances.concerned and the Laboratory Manager

Classification Structure. Employees covered by Multi-Skilling in the Despatch Store Multi-Skilling in the Warehouse Warehouse Classifications Levels Grade A (Probation) Grade 1 a) Operate fork lift truck, including safety checks (must have a state licence) b) Prepare and receipt appropriate documentation c) Comply with WH&S policies and procedures d) Adhere to Nexans quality procedures e) Know correct locations for storage of goods f) Retrieve goods and carry out order assembly g) Pack and mark despatch goods as required h) ▇▇▇▇▇▇▇▇, banding, pulling drums, winding and cutting i) Operate stretch wrapping equipment j) Carry out cleaning and housekeeping duties k) Complete WM01 Warehouse Overview Course l) Complete WM03 Stores Cutting Course (DTUC & transferring stock from bin to bin. An employee at this Agreement level will be classified able to perform the following tasks: - a) All duties and paid functions required at Grade 1 b) Participate in accordance induction training of employees c) Display product knowledge d) Unload, check and put away goods inwards e) Use all warehouse equipment f) Work from detailed instructions g) Assume responsibility for own work h) Schedule and complete tasks to meet deadlines i) Complete WM04 Stores functions GR & GI Course (Receipt & put away stock, create & process deliveries) An employee at this level will be able to perform the following tasks; - a) All the duties and functions required at Grade 2 b) Carry out cycle counting and either i. Monitor requirements for cutting/winding operations or ii. Process DRP receipts 1. ▇▇▇▇▇ out routine booking of transports 2. Complete manifests and consignment notes 3. Confirm despatch or iii. Complete export orders with all relevant documentation c) Promote teamwork amongst all warehouse staff d) Complete WM05 Warehouse Clerk Course (stock allocations, create & process deliveries, manifest & monitor shipments). An employee at this level will be able to perform the following tasks: - a) Co-ordinate WH&S requirements b) Provide assistance and guidance to other employees c) Process stock transfers and either 1. All the duties required in Grade 3 (i) above and 2. Control output of the cutting/winding operations or d) All the duties in Grade 3 (ii) and (iii) above and 1. Deal with enquiries relating to stock status & back orders and trace inventory history 2. Liaise with customers and other warehouses/sites 3. Delete & change stock allocations 4. Receipt resupply orders 5. Non-routine booking of transport e) Be competent in use of LS26/ ZMMBE, MB56, MIGO Scrapping, blocking stock, quality hold removing blocks from customer returns. An employee at this level will be able to perform the following tasks: - a) All duties and functions required above b) Implement procedures agreed with the site classification structure in Schedule Customer Service Manager and 1. The classification structure in Schedule 1 will replace all classification structures previously used within Supervise, control and monitor the operations. The classification structure has been developed in accordance with the following principles: It was developed by the Company in consultation with relevant employees from different parts output of the business Warehouse team or 2. Carry out warehouse administration functions including: I. Purchasing warehouse consumables II. Verify invoices and union representatives; It is competency based; It will encourage employees to acquire new skills; It will recognize each employee's existing skills allocate account codes III. Monitor freight accounts and qualifications; It will recognise multi-skilling; No employee's current wage will be reduced as a result of the implementation of the classification structurecosts IV. The system has been developed in line with nationally recognised units of competency Follow up & finalise returns from customers V. Process inventory and reflects the scope of functions performed on site. Accordingly, structures have been developed for the following functions: AREA FUNCTIONS COVERED RANGE OF LEVELS PACKAGING Includes all staff involved in the packaging process 1 cycle count adjustments c) Complete - 6 MANUFACTURING Includes staff involved in Liquids and / or Solids manufacturing processes and dispensary 1 - 6 MAINTENANCE Includes Cleaners, Line Setters, Fitters WM07 PI WM Course (Process & plant maintenance staff 1 - 6 WAREHOUSING Includes staff involved in the receipt, despatch and storage of stock and materials 1 - 5 TECHNICAL SERVICES Includes laboratory staff, QA Finished Goods Auditor and incoming materials samplers 1 - 5 CLASSIFICATION LEVELS The classification levels set out in this structure are based on analysis of the knowledge, responsibilities, communication skills, work context, technical skills, education and training required in each position. Classification levels detail Core Competencies required at each level and may also detail Specialist and/or Optional Competencies required New employees will generally be classified as Level 1 (Entry Level) on commencement of their employment and will be assessed against the Classification Structure during their probationary period. New employees may receive a pay rate equivalent to a higher level if they can demonstrate through previous work experience and training a level of competency higher than that required at Level 1 within the structure. CLASSIFICATION ASSESSMENT Aim of the assessment The aim of the assessment is to determine whether a person is fully competent in the work at a particular level, or whether some additional training or development is needed in one or more areas. Conduct of the assessment The assessment will be conducted in conjunction with the employee, by an accredited Workplace Assessor. In most cases this will be the employee’s Supervisor or Manager. Workplace Assessors will be trained in appropriate techniques to ensure that a fair and impartial assessment takes place. Any disputes in relation to the assessment process should be referred to the employee’s Manager who, in conjunction with the Human Resources Manager, will review the assessment procedure followed and investigate any discrepancies. The site Grievance Procedure should be followed in the event of a dispute not being resolved satisfactorily using this process. Assessed as fully competent When an employee is assessed as fully competent to progress up a level, and it is determined that these competencies will be utilised in the workplace, the employee’s change in classification will be documented and their pay rate adjusted if necessary to the appropriate level. Employees must be assessed as competent in all areas and the competencies must be determined by the Company as need to be utilised before an employee progresses to the next level (as per Schedule 1adjust cycle counts). Assessed as having a development need When an employee is assessed and it is determined that further training or development is required before competency in all areas is reached, the Assessor will clearly identify and record what additional training and development is needed. On completion of the training, a further assessment on that aspect of the work will be carried out. IMPLEMENTATION OF THE STRUCTURE The assessment process will be conducted on the following basis: Priority will be given to the assessment of those employees identified as being likely to be assessed at level 3 or above. Once assessed as competent at a particular level, employees will receive the appropriate rate of pay for that level (as per Schedule 2). Any employee in receipt of a pay rate higher than that designated to their level under the structure, will remain on their current rate of pay. No reduction in wages will occur as a result of the implementation of this structure Once assessed at a particular classification level, employees must consistently demonstrate the required level of competence. Once assessed, all employees will have the opportunity to progress to level 4 within the structure. Employees will only progress to a level 5 or 6 within the structure if they are required, as part of their job, to perform all functions of that higher classification. Employees must continue to perform all functions within the scope of their training and experience, including functions with competencies that fall into levels higher than that to which the employee is currently classified, without claiming additional pay or allowances.