ABB TRANSMISSION AND DISTRIBUTION LIMITED,DISTRIBUTION TRANSFORMER DIVISION, WA OPERATIONS

(ENTERPRISE BARGAINING AGREEMENT 1996).

NO. AG 122 OF 1996

1. TITLE

This Agreement shall be referred to as the ABB Transmission and Distribution Limited, Distribution Transformer Division, WA Operations (Enterprise Bargaining Agreement 1996).

2. ARRANGEMENTS

This agreement is arranged as follows;

Clause Subject Matter

1. Title2. Arrangement3. Incidence and Parties Bound4. Date and Period of Operation5. Relationship to Parent Award6. Single Bargaining Unit7. Measures to Achieve Gains in Productivity, Efficiency and Flexibility8. State Standards9. Avoidance of Industrial Disputes10. Wage Increase and Achievement of Overall Targets11. Not to be Used as a Precedent12. Renewal of Agreement13. Signatories to the Agreement

3. INCIDENCE AND PARTIES BOUND

(1) This Agreement shall apply to:

All employees and to persons who are members of or eligible to be members of organisations named in subclause (2)(b) and who are employed at the 429 Scarborough Beach Road, Osborne Park site in any of the classifications set out in Clause 10 - Wage Increase.

(2) The parties to this agreement shall be:-

(a) Employer Party

ABB Transmission and Distribution Limited ACN 000 169 568, 429 Scarborough Beach Road, Osborne Park W.A. 6017 (ABB).

(b) Organisations representing employees

Communications, Electrical, Electronics, Energy, Information, Postal, Plumbing and Allied Workers Union of Australia, Engineering and Electronic Division, Western Australian Branch (CEPU).

Automotive, Food, Metals, Engineering, Printing, Kindred Industries Union of Workers WA Branch (AMWU).

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(3) This agreement covers approximately ninety employees.

(4) The parties to this Agreement expressly accept that they are bound by the Terms of this Agreement throughout its duration and shall oppose any application by any other parties to be joined to this Agreement.

4. DATE AND PERIOD OF OPERATION

(1) This Agreement shall operate on and from the date the Agreement is registered by the Western Australian Industrial Relations Commission and shall remain in force until 10 March 1998.

(2) The parties shall continue to monitor the application of this Agreement to ensure the effective implementation of structural efficiency and enterprise bargaining.

(3) This Agreement shall be reviewed prior to expiry as outlined in Clause 12 - Renewal of Agreement.

5. RELATIONSHIP TO PARENT AWARD

(1) This Agreement shall be read and interpreted wholly in conjunction with the Metal Trades (General) Award 1966, Part I, provided that where there is any inconsistency this Agreement shall take precedence to the extent of the inconsistency.

(2) The parties to this Agreement will comply with its terms notwithstanding the provisions of any award, order or industrial agreement to which they are otherwise bound.

6. SINGLE BARGAINING UNIT

(1) This Agreement has been negotiated through a single bargaining unit, namely an Enterprise Bargaining Committee.

(2) Enterprise Bargaining Committee

This Committee was set up in February 1993 and comprises the, Plant Manager, Training and Safety Officer, Shop Steward and elected representatives from the electrical and fabrication departments.

This Committee has held negotiations and reached full agreement on the terms of this Agreement.

7. MEASURES TO ACHIEVE GAINS IN PRODUCTIVITY, EFFICIENCY AND FLEXIBILITY

This Agreement builds on previous agreements and is based on achieving further improvement and real demonstrable gains in Quality, Workplace Health and Safety, Productivity, Efficiency and Flexibility.

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(1) Communication

Two-way communication between departments and between management and employees will be maintained via:-

(a) Quarterly management report back meetings with all employees,

(b) Monthly toolbox meetings conducted by Supervisors, the Training & Safety Officer and Foremen,

(c) The Enterprise Consultative Review Committee via monthly meetings will monitor the necessary actions under this Agreement. This committee will comprise of the Plant Manager, the Training & Safety Officer, Production Technician, Supervisory representative and up to six elected employees (including the principal Union Shop Steward) from factory departments. This committee may request ‘expert’ representation as required when specific issues need addressing.

(2) Flexible Work Practices

(a) Labour flexibility through broader job definitions, this includes, but is not limited to;

(i) Production employees within their skill, competence and training are responsible for the quality and inspection of their own work. This includes checking off and signing the bar coded job card attached to each job and recording rework on the back thereof. More extensive quality compliance checklists will be implemented and actioned (as in Final Assembly) for the preceding processes.

(ii) Production employees will be involved in writing and maintaining Departmental Quality Operating Procedure documents in line with the Company's Quality Policy.

(iii) Foremen attending weekly meetings maintaining production flow within their Department in accordance with the factory schedule, recording and graphing relevant performance indicators.

(iv) Leading Hands actioning production requirements under the direction of the Foremen and Supervisors.

(v) General and routine maintenance to be done by operators including repairs, maintenance and cleaning of equipment, fixtures, buildings and floors. Employees will be supervised or directed on tasks to be done within their skill, competance and training.

(b) Flexibility with non-award staff:-

(i) No restriction shall be placed upon Foremen and Supervisors working to overcome temporary labour shortfalls where appropriate. This will be a temporary measure only to be used in emergency situations. It is accepted that the Foremen's or Supervisors' prime responsibility is to organise and facilitate the manufacturing process and not to displace employees from existing jobs.

(ii) No restriction shall be placed upon Purchasing staff performing normal store unloading, receipt, storing and issuing functions where appropriate to overcome temporary labour shortfalls. This will be a temporary measure to be used in emergency situations.

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(iii) No restriction shall be placed upon Plant/Manufacturing Engineers and Technicians assisting on any repair or project work in the factory in line with their skills and in conjunction with the Plant Maintenance Department where appropriate.

(iv) No restriction shall be placed upon Engineers working on the development and testing of prototype units and "one off" designs. This may also include solving manufacturing problems, providing support for manufacturing computer systems and the development of manufacturing procedures.

(v) Non-award staff performing the foregoing functions shall only carry out work commensurable with the individual's qualifications and training and only after obtaining any appropriate licences or permits that may be required.

(c) Flexibility through job sharing:-

(i) The Company and employees have embarked upon a programme to train and retrain employees to achieve a multiskilled workforce to enable them to complete a series of functions within the factory. This has to date included, but is not limited to:-

(a) Where manpower levels fall below planned capacity allocated to a department, operators from other departments may be utilised in that department to perform work commensurable with their level of skill and training. Where individual skill or training levels are inadequate, supervision shall be provided by the Leading Hand or suitably trained operators.

(b) More flexibility will be achieved consistent with the rate at which proper training can be extended to operators.

(d) Flexibility by using Agreement facilitative provisions as follows:-

(i) The spread of hours from 6.00 a.m. to 6.00 p.m. will be more extensively utilised in the event of machine maintenance, product mix or peak work loads to ensure adequate production from critical machines, for example winding machines, core cutting line and the CNC turret punch.

Any arrangements utilising the spread of hours will be agreed, before implementation, between management and operators involved in these operations. Where possible and practical, the Enterprise Consultative Review Committee will assist in planning optimum spread of hours.

(ii) In view of the present market condition of reduced lead times, it may be necessary to re-align factory annual leave to suit customer requirements. To facilitate this requirement, annual leave may be taken at different times of the year for different operators and/or departments. Adequate notice will be provided whenever leave taking is to be advanced or delayed.

When leave has been approved and the employee had made commitments (after this approval) regarding his/her holiday, e.g. travel bookings, then that leave approval will not be rescinded.

Every effort will be made to provide a minimum of four (4) weeks notice of requirement to take leave.

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(3) Employee Involvement

Some employees at ABB Osborne Park have been trained and involved in E.I. (Employee Involvement) activities such as Quality Circles, JIT Just-In-Time), VAM (Value Added Management), TBM (Time Based Management), TQM (Total Quality Management), Task Forces and SGIA's (Small Group Improvement Activities) in past years.

Employee involvement will continue as part of the Company's TQM - Customer Focused Quality Programme and will focus on:-

(a) Customer service - both internal and external

(b) Continual and incremental improvement in Throughput Time and Standard Hours Reduction

(c) Reduction in rework, scrap and waste

(d) Improvement in On-time Delivery

(e) Productivity Improvement Projects to improve quality and output without increasing costs

(4) Training

The Training and Safety Officer, along with the supervisory staff (Superintendent, Supervisors, Foremen and Leading Hands) will implement and monitor both on the job and accredited training and to develop structured career paths for all award staff. It is the intent of this Employer that opportunities will be made available for multiskilling and competency based career paths and the following procedure shall be adopted when determining training:-

(a) As part of the process of managing the business, the Plant Manager and/or Supervisors shall identify the need for additional trained operators.

(b) Where trainees cannot be readily identified within the work centre, expressions of interest will be sought from other work centres and outside the Company.

(c) Upgrading of employees, e.g. from C13 to C12, shall occur when two conditions can be met; the Company has a need for a higher skilled employee; and the employee has gained the necessary skills and qualification.

Training to support Items 7(4) (a), 7(4) (b) and 7(4) (c) will be provided on an “as needs basis” and production employees will continue to undergo training in the following areas:-

(i) Customer Service(ii) TQM(iii) Quality Policy(iv) On-the-job and Technical Training(v) Health and Safety Training

The extent and type of training provided at 7(4) (iv) will be identified by the Company in consultation with the Enterprise Consultative Review Committee.

Training will be provided either "in-house" or via recognised training providers; e.g. AIM, TAFE and where appropriate shall be in accordance with National Training Standards.

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(5) Workplace Health and Safety

ABB prides itself in providing a safe working environment. Safety awareness is a daily job prerequisite and requires Management and Employees to monitor activities within the company.

To this end, the "Employee Conditions Of Employment Handbook" issued to all employees encompasses all aspects of providing a safe environment.

(6) Performance Indicators and Productivity Measures

The Company records and displays a number of KPI's (Key Performance Indicators). These can be divided into three broad groups:-

(a) Overall Company performance measures applicable to the business. These measures are reported and explained at quarterly meetings referred to under 7(1) (a).

(b) Improvement measures for each function of the Company, i.e. Manufacturing, Planning, Accounts, Engineering and Sales.

Examples of improvement measures for Manufacturing include, but are not limited to:-

(i) Production Flow(ii) Total Attendance(iii) Total Overtime(iv) Throughput Time(v) Overall Factory Efficiency(vi) Direct Labour Productivity(vii) Rework Hours(viii) Scrap Material(ix) Test Failures(x) Lost Time - Safety

(c) Improvement measures for each manufacturing work centre include,

(i) WIP (Work in Process)(ii) Efficiency(iii) Throughput Time

(d) The Enterprise Bargaining Agreement Improvement Measures consists of six performance indicators which can be controlled by manufacturing employees whom can therefore directly influence the desired outcome. Data for calculation of the measures shall be taken from the company's Monthly Operating Report, Payroll records and data collected from the Training & Safety Officer, Quality representative, Manufacturing and Marketing databases. These include the following (along with the calculation format),

(i) Production Rework (PR)

Manufacturing related rework is a measure of performance and an indicator of the degree of control over processes, equipment, the correct use of materials and suitably trained operators.

Rework = Hours costed to D16 (manufacturing rework) x 100Actual hours worked

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(ii) Test Failures (TF)

Manufacturing related test failures is a measure of product quality non-conformance and an indicator of the degree of control over processes, equipment, the correct use of materials and suitably trained operators.

Reduction in manufacturing related test failures, will ultimately assist in the improvement process of, Production Rework, On Time Delivery and Labour Efficiency.

Test Failures = Total failures - Engineering non-conformance x 100 Number units tested

(iii) On-Time Delivery (OTD)

On-time delivery, where all resources (ie. labour, material, equipment and information) are available, directly relates to performance and indicates the degree of control over processes, equipment, operator training and correct use of materials. On-time delivery forms one of the measures of the TQM elements, "Customer Focus".

On-time Delivery = Units delivered to customer contract date x 100 Units shipped for month

(iv) Labour Efficiency (LE)

Factory labour efficiency directly relates to the performance of all employees engaged in the manufacturing process and ultimately will affect the improvement process.

Labour Efficiency = Standard hours completed x 100Actual hours worked

The following process will be used in an endeavour to maintain the validity and accuracy of standard hours:-

(a) New product styles will be allocated standard hours by the Production Planner based on previous similar styles and the technical information provided by Engineering, Supervisors, Foremen and Leading Hands. If these initial estimates are found to be inaccurate through the process of audit, they may be reviewed by the Enterprise Consultative Review Committee and if appropriate, adjusted.

(b) When a process is changed such that the work content requires a significant revision of the Quality Operating Procedure (QOP) then that revision will be reviewed by the Enterprise Consultative Review Committee to establish the need for a revision to standard hours and the extent of that revision. This Clause shall also take into account when the Company invests in new equipment for which a QOP does not exist.

(v) Absenteeism (AB)

Total absenteeism directly relates to performance and ultimately will affect the expected outcomes of the other productivity measures.

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Absenteeism = Total absentee hours (sick, unpaid) x 100 Total worked + Total absentee hours (Total Potential Hours)

(vi) Lost Time Injuries (LTI)

Lost time injuries directly relates to activities performed by employees. Employees can directly affect this measure by ensuring safe working practices are followed, hazards identified and Duty of Care exercised towards all employees.

Lost Time Injury = Total hours lost x 100Total worked + Total hours lost (Total Potential Hours)

(e) Productivity Index (PI)

The parties bound by this Agreement are all committed to achieving a continuing increase in Productivity Index (PI) as outlined in Table 1.

Improvements in productivity shall be determined by calculating the improvement in performance of the six measures and defined as follows:-

Prod'n Labour Absentee Lost time

On-time

Test

filename:EBA.WK4 Rework Efficiency

(less WC)

Injury Delivery

Failure Total

Base Percentage 1995 (%) 2.05 77.40 2.60 1.73 86.46 4.05 Blank

2% Payment ModelTarget Value (%) 1.50 78.60 2.45 1.56 90.00 3.30 BlankPeriod To Date (%) 0.00 BlankImprovement from Base (%) 0.00 0.00 0.00 0.00 0.00 0.00 0.00Weighting Factor 1.00 1.00 1.00 1.00 1.00 1.00 6.00Target Productivity Index (PI)

0.33 0.33 0.33 0.33 0.33 0.33 2.00

Achievement of Target 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%Current Productivity Index (PI)

0.00 0.00 0.00 0.00 0.00 0.00 0.00

3% Payment ModelTarget Value (%) 1.20 81.00 2.15 1.38 93.33 1.80 BlankPeriod To Date (%) 0.00 BlankImprovement from Base (%) 0.00 0.00 0.00 0.00 0.00 0.00 0.00Weighting Factor 1.00 1.00 1.00 1.00 1.00 1.00 6.00Target Productivity Index (PI)

0.50 0.50 0.50 0.50 0.50 0.50 3.00

Achievement of Target 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%Current Productivity Index (PI)

0.00 0.00 0.00 0.00 0.00 0.00 0.00

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TABLE 1

Targets for Productivity Improvement. (Measured on 6 month period)

Measure Current 09/09/96 09/09/97 09/03/98Rework 2.050% 1.500% 1.200% 1.000%Test Non-conformance 4.050% 3.300% 1.800% 1.000%On-time Delivery 86.40% 91.67% 93.34% 95.00%Labour Efficiency 77.40% 78.60% 81.00% 82.00%Absenteeism 2.600% 2.450% 2.150% 2.000%Lost Time Injuries 1.730% 1.550% 1.375% 1.315%

Data for calculation of the measures shall be taken from the Company's Monthly Operating Report. In the event that a performance level more favourable than the agreed total improvement target is achieved and sustained during this Agreement, the Enterprise Bargaining Committee shall take into consideration the level of over-achievement when formulating the targets for a subsequent Agreement.

Where the Enterprise Consultative Review Committee can demonstrate that targets would be unfavourably impacted due to circumstances beyond the employees control (eg, rework caused by subcontractors) then that part which can be specifically identified will be assessed and if appropriate excluded from the measurement criteria.

(f) Initiatives to Support Achievement of Targets

(i) Undertaking training modules for critical processes.

(ii) Undertaking training modules on Occupational Health and Safety in the workplace.

(iii) Review of critical equipment to gauge performance and future upgrades where necessary.

(iv) Feedback on design related issues by Small Group Involvement Activities (SGIA’s), design reviews and creation of Quality Operating Procedures for the Design Office by the Production Technician.

(v) Co-ordination of purchased and manufactured component availability to ensure on-time delivery to work centres.

(vi) Representatives from a cross section of the Company on the Employee Consultative Review Committee.

(7) Benefits Gained from Productivity, Efficiency and Flexibility Actions and Measures

(a) The Company is able to concentrate labour into areas of maximum benefit to decrease throughput time and avoid "end-of-month" rush.

(b) Increased production output from equipment that has traditionally caused a "bottle-neck", e.g. core cutting.

(c) More efficient use of labour within the employee's level of skill and competence, as a result of multi-skilling through training and retraining.

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(d) Commitment to "Customer Focused Quality" by all employees will enhance our ability to obtain orders and maintain customer base.

(e) Continuation of employee involvement in production areas will lower production costs through productivity improvements and reduction of rework, scrap and waste.

(f) Reduction of ad hoc absenteeism and a focus on overall labour efficiency will reduce the labour content of the Company's product and improve its competitive position.

(g) Training provided in accordance with 7(4) will increase the skills and knowledge of employees resulting in lower rework levels, lower accident rates and improvement in product quality.

8. STATE STANDARDS

This Agreement shall not operate so as to cause an employee to suffer a reduction be it in ordinary time earnings or in state standards such as standard hours of work, annual leave or long service leave.

9. AVOIDANCE OF INDUSTRIAL DISPUTES

The parties to this Agreement shall observe the procedure under the present Award for avoidance of industrial disputes as outlined in Metal Trades (General) Award 1966, No. 13 of 1965 Part I, Clause 34.

10. WAGE INCREASES AND ACHIEVEMENT OF OVERALL TARGETS

(1) Wage Increases are payable as follows:-

CLASSIFICATIONS Col 1 Col 2 Col 3 Col 4Metal Grades (General) Ent. Ent. Ent. Ent.Award 1966 No. 13 of Barg. Barg. Barg. Barg.1965 Inc. Inc. Inc. Inc. C5 Advanced Engineering 3.0% 2.0% 2.0% 3.0%

Tradesperson Level IIC6 Advanced Engineering 3.0% 2.0% 2.0% 3.0%

Tradesperson Level IC7 Engineering Tradesperson 3.0% 2.0% 2.0% 3.0%

Special Class Level IIC8 Engineering Tradesperson 3.0% 2.0% 2.0% 3.0%

Special Class Level IC9 Engineering Tradesperson 3.0% 2.0% 2.0% 3.0%

Level IIC10 Engineering 3.0% 2.0% 2.0% 3.0%

TradespersonC11 Engineering 3.0% 2.0% 2.0% 3.0%

Production Employee Level IVC12 Engineering 3.0% 2.0% 2.0% 3.0%

Production Employee Level IIIC13 Engineering 3.0% 2.0% 2.0% 3.0%

Production Employee Level IIC14 Engineering 3.0% 2.0% 2.0% 3.0%

Production Employee Level I

PRODUCTIVITY INDEX N/A 2.0 N/A 3.0

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(2) The wages increases in subclause 10(1) shall be payable as follows:-

(a) Wages in the specified classifications in (1) above shall be increased by the percentage figure shown in column 1 and shall be payable from the beginning of the first pay period to commence on or after the 9 March 1996.

(b) Wages in the specified classifications in (1) above shall be increased by the percentage figure shown in column 2 and shall be payable from the beginning of the first full pay period to commence on or after the 9 September 1996 subject to achievement of the agreed overall target for the productivity measures as defined in Table 1, clause 7(6)(e).

(c) Wages in the specified classifications in (1) above shall be increased by the percentage figure shown in column 3 and shall be payable from the beginning of the first full pay period to commence on or after the 9 March 1997.

(d) Wages in the specified classifications in (1) above shall be increased by the percentage figure shown in column 4 and shall be payable from the beginning of the first full pay period to commence on or after the 9 September 1997 subject to achievement of the agreed overall target for the productivity measures as defined in Table 1, clause 7(6)(e).

(3) Substantial Progress Towards Achievement of Overall Target

(a) Substantial is defined as achieving a minimum of two-thirds or more of the agreed overall target detailed in Clause 7(6)(e) and with the trend going in the right direction.

(b) If the overall target value is not achieved, but meets the substantial progress criteria defined in (a) above, then pro-rata payment will be made. The balance of the increase is payable after the first pay period following the month of achievement.

In the event of the target or substantial progress towards the target not being achieved, then payment will be delayed until the target is achieved. Payment increase will become effective after the first pay period following the month of achievement of the target.

(4) Application of Wage Increases in subclause 10(1)

(a) The wage increases referred to in subclause 10(1) of this clause shall not be absorbed into any over-award payment.

(b) Increases provided for in Columns 1, 2, 3 & 4 are calculated on the existing base rate paid and over award rates. The payment increases do not apply to Metal Trade (General) Award allowances ie. leading hand, first-aid, tool, licence allowances etc.

(c) There shall be no further wage increases for the life of this Agreement except when consistent with a State Wage Case decision.

(5) Liberty to Apply

(a) The employer (in consultation with the parties bound by the Agreement) will discuss, evaluate and where appropriate trial a revised company specific classification structure based on sub levels between each non trade classification level beyond C12.

(b) Rates of pay which may be attached to this revised structure will be determined prior to implementation of the trial.

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11. NOT TO BE USED AS A PRECEDENT

This Agreement shall not be used in any manner whatsoever to obtain similar arrangements or benefits in any other plant or enterprise.

12. RENEWAL OF AGREEMENT

The parties shall continuously monitor the application of this Agreement to ensure the effective implementation of structural efficiency and enterprise bargaining.

Notwithstanding the above, Clauses 6 to 12 inclusive of this Agreement shall cease to have effect from 10 March 1998.

Two months before the expiry of this Agreement, the Enterprise Bargaining Committee will review the performance of the Agreement and may:-

(a) Commence working toward renewing the Agreement if performance has been satisfactory

(b) Jointly seek further productivity improvement opportunities to form the basis of a New Agreement

(c) Cancel the Agreement

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13. SIGNATORIES TO THE AGREEMENT

We the members of the Enterprise Bargaining Committee at ABB Transmission and Distribution Limited, Osborne Park, acting for and on behalf of employees at the above location covered by Metal Trades (General) Award 1966, Pt. 1 - General; hereby agree to implement the conditions and measures contained in the foregoing documents known as the ABB Transmission and Distribution Limited, Distribution Transformer Division, WA Operations (Enterprise Bargaining Agreement 1996).

Furthermore, we agree to monitor and review performance against targets contained in the above document for the term of the agreement.

This agreement is made following consent expressed by the above employees on 9 March 1996.

.......................... ........................... ..........................K G NIEBIESZCZANSKI P TAYLOR J FIALA (Seal Affixed)SHOP STEWARD (CEPU) EMPLOYEE REPRESENTATIVE UNION ORGANISER (CEPU)

.......................... ........................... .....(seal affixed................C CARR G DOHERTY J SHARP-COLLETTEMPLOYEE REPRESENTATIVE EMPLOYEE REPRESENTATIVE STATE SECRETARY (AMWU)

............................. ........................... .............................B C OAKES V GERGINIS A STAFFORD (Seal Affixed)WA OPERATIONS MANAGER WA PLANT MANAGER TRAINING & SAFETY OFFICER

.......................... ..........................

G L JONES D PITT(Seal Affixed)

GENERAL MANAGER MANAGING DIRECTOR

The Seal of ABB Transmission & Distribution Limited washereunto affixed by theauthority of the Board

in the presence of :

.................................SECRETARY

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V   A   R   I   A   T   I   O   N       R   E   C   O   R   D

ABB TRANSMISSION AND DISTRIBUTION LIMITED, DISTRIBUTION TRANSFORMER DIVISION, WA OPERATIONS (ENTERPRISE BARGAINING AGREEMENT 1996).

No. AG 122 of 1996

Delivered 13/05/96 at 76 WAIG 1712Consolidated

CLAUSE EXTENT OF ORDER OPERATIVE GAZETTENO. VARIATION NO. DATE REFERENCE

1. Titleas delivered AG 122/96 09/05/96 76 WAIG 1712

2. Arrangementas delivered AG 122/96 09/05/96 76 WAIG 1712

3. Incidence and Parties Boundas delivered AG 122/96 09/05/96 76 WAIG 1712

4. Date and Period of Operationas delivered AG 122/96 09/05/96 76 WAIG 1712

5. Relationship to Parent Awardas delivered AG 122/96 09/05/96 76 WAIG 1712

6. Single Bargaining Unitas delivered AG 122/96 09/05/96 76 WAIG 1712

7. Measures to Achieve Gains in Productivity, Efficiency and Flexibilityas delivered AG 122/96 09/05/96 76 WAIG 1712

8. State Standardsas delivered AG 122/96 09/05/96 76 WAIG 1712

9. Avoidance of Industrial Disputesas delivered AG 122/96 09/05/96 76 WAIG 1712

10. Wage Increase and Achievement of Overall Targetsas delivered AG 122/96 09/05/96 76 WAIG 1712

11. Not to be Used as a Precedentas delivered AG 122/96 09/05/96 76 WAIG 1712

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12. Renewal of Agreementas delivered AG 122/96 09/05/96 76 WAIG 1712

13.S ignatories to the Agreementas delivered AG 122/96 09/05/96 76 WAIG 1712

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