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Industrial Relations Industry News

APTIA brings you the latest Industrial Relations News including daily news breaks (as occurs). Breaking IR News will feature on this page, with full IR news and recent industry decisions accessible through our Everybody Out Bulletin.

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Notice of Employee Representation Rights

The Fair Work Commission has released a guide as to how the Notice of Employee Representation Rights should be prepared.

The guide is attached and it is critical that the correct notice is provided to avoid rejection of an application for approval of an enterprise agreement.

If you have any queries or concerns whether you NERR is correct please refer it to APTIA on imacdonald@bic.asn.au

APTIA Notice of Employee Representation Rights Guide APTIA Notice of Employee Representation Rights Guide (155 KB)


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2017 APTIA IR Seminar - Speaker Presentations

APTIA held its Third National Seminar In Canberra on Tuesday 28 February 2017. The Theme "Industrial Relations, where to now?" was well supported by the Industry members and presentations are attached of the following leaders in their field.

Nikki Brouwers, Managing Director Interact Group

APTIA IR Seminar - Nikki Browers (The Interact Group) APTIA IR Seminar - Nikki Browers (The Interact Group) (1090 KB)


Deputy President John Kovacic Fair Work Commission

APTIA IR Seminar - John Kovacic (FWC) APTIA IR Seminar - John Kovacic (FWC) (1126 KB)


Professor Andrew Stewart Professor at Law Adelaide University

APTIA IR Seminar - Professor Andrew Stewart APTIA IR Seminar - Professor Andrew Stewart (396 KB)


Industry Forum - Mike Kent, Alan Matheson, Kylie Henningsen

APTIA IR Seminar - Industry Forum APTIA IR Seminar - Industry Forum (885 KB)

 


Industrial Relations Seminar Event Gallery

Nikki BrouwersNikki BrouwersNikki BrouwersJames Pearson - Australian Chamber of Commerce and Industry
James Pearson - Australian Chamber of Commerce and IndustryJames Pearson - Australian Chamber of Commerce and IndustryJames Pearson - Australian Chamber of Commerce and IndustryLeft to right: Left to right: Kylie Henningsen (Greyhound Australia) Mike Kent (Transit Australia) Alana Mathieson (Australian Chamber of Commerce and Industry)
Left to right: Left to right: Kylie Henningsen (Greyhound Australia) Mike Kent (Transit Australia) Alana Mathieson (Australian Chamber of Commerce and Industry)
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4 Yearly review of the Modern Awards

The Fair Work Commission has since 2014 been conducting a review of all 122 modern awards, pursuant to section 156 of the Fair Work Act 2009. This review affects the Passenger Vehicle Transportation Award 2010, along with other Awards which are relevant to the bus industry such as the Clerks - Private Sector Award 2010 and the Manufacturing and Associated Industries and Occupations Award 2010.


The review is coming to a close and each Award has been the subject of a draft exposure document.  There will specific changes to each modern Award and some common cause changes.


Attached below are decisions which impact on those Awards.

Full Bench Decision 10 October 2016 Full Bench Decision 10 October 2016 (122 KB)


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Rules of APTIA

On 5 April 2016 the Fair Work Commission approved the rule changes following resolutions at the most recent APTIA annual general meeting held in Singapore in November 2015. The rule changes provide a simplified method of holding Council elections following recommendations from the Australian Electoral Office in 2014. The next Council elections are due in August 2018.

Click on the PDF below to view the complete list of Rules of APTIA:

APTIA Rules APTIA Rules (434 KB)

Fair Work (Registered Organisations) Amendment Act 2012

On the 29 June 2012 Royal Assent was given to the Fair Work (Registered Organisations) Amendment Act 2012. The amendments were driven by irregularities alleged with the HSU which had attracted large public scrutiny. A Fact Sheet on the amendments can be accessed by clicking on the PDF below.

Fair Work (Registered Organisations) Amendment Act 2012 Fair Work (Registered Organisations) Amendment Act 2012 (70 KB)

The amendments can be summarised as follows:

By the 29th July 2013, or at least 6 months after the proclamation of the new amendments APTIA must change its rules to include the following new rules (model rules will be shortly available):

 

 

The Training requirement is a mandatory one, which requires any person, who have any role on the expenditure of monies on behalf fop APTIA to undertake training on that responsibility.

For more information or if you have any questions, please click here to contact APTIA's National Industrial Relations Manager, Ian MacDonald.

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Productivity Commission Report

 

APTIA - Productivity Commission Report APTIA - Productivity Commission Report (5826 KB)

 

The Australian Productivity Commission has released its much awaited final report into Australia’s industrial and workplace relations system.

As expected much of the initial ‘brouha ‘has centred around the APC recommendation to reduce weekend penalty rates on weekends to ‘time and half’ for both days (Saturday and Sunday) but only in the hospitality, entertainment, and retail restaurant and cafes industries.

As further expected the Trade Union movement has marshalled their troops for a major defence of penalty rates with the Government refusing to ‘rule in’ or rule out’ anything but with the qualification that penalty rates will always be determined by the Fair Work Commission.

Despite the issue of penalty rates there are some commendable recommendations made by the APC, some canvassed by APTIA in its submission and they are worth lobbying Government to support.

The Minister, Senator the Hon Michaelia Cash has indicated that she will consult with stakeholders after Christmas and take any changes to next year’s election.

Some of the more interesting recommendations that may benefit our industry include;

  1. The Productivity Commission has renewed its call for "enterprise contracts" to fill the gap between individual and collective arrangements. The PC argues that employers should be able to vary an award for groups of employees without having to negotiate individual flexibility arrangements with each individual worker.
  2. The Productivity Commission says the FWC should be broken up into two bodies, with the new institution to determine minimum wages and awards. The PC is seeking the establishment of an independent Workplace Standards Commission (WSC) to deal with minimum wages and awards whilst another body the FWC would deal with regulation and arbitration. It also remains wedded to its proposal for fixed-term rather than tenured appointments to the FWC and WSC, but is now proposing terms of ten years rather than the five it originally proposed.
  3. The Productivity Commission's final report on the IR system has made new recommendations for transfers of business (as advocated by APTIA), so that existing arrangements would not move to new employers. The PC argues that the Fair Work Commission should have more discretion to order that an arrangement such as an enterprise agreement does not transfer where that improves the prospects of new employment. Transferring business arrangements would automatically cease after 12 months and employees could also personally opt to be covered by the terms and conditions of their new employer.
  4. The PC also seeks to adopt a further APTIA suggestion which relates to adverse action in that the PC claims that alleged adverse action should have a "direct and tangible" bearing on a person's employment. It recommends that costs should be made against applicants who continue claim against the advice of the FWC.
  5. The PC recommends a threefold increase in penalties for unlawful industrial action. Simplified protected action ballots would ask a single question authorising all forms of industrial action without specifying each type. It would remove the requirement that industrial action be taken within 30 days (or within 60 days with an extension). Employers would able to deduct pay for strikes called off at the last minute, or for "micro strikes" of less than 15 minutes. They would able to respond other than by lockouts, including by imposing bans on overtime and reducing working time.
  6. The PC says the FWC should consider the "cumulative impact" on employers of repeated union site visits; the likely benefit to workers of further entries; and the reasons for the frequency of the visits.

Cheers,

Ian MacDonald
National Industrial Relations Manager

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Application to change the rules

"On 8 November 2015 the membership of APTIA unanimously resolved to change the Rules of the Association. On 20 November 2015 APTIA applied to the Fair Work Commission to change those rules. Set out below are the changes resolved by the APTIA membership.

Rule 11 (1)
Add to Rule 11 (1) the following words:

“In this regard every member shall be entitled to nominate more than one person to be a members’ representative provided that in any election or meeting of the Association the member shall only be entitled to one vote.”

Rule 33 (4)
Add to Rule 33 (4) the following words:

“In this regard the roll of members and members’ representatives shall close 30 days prior to the date of the opening of nominations for election.”

Rule 24 (3)
Add to Rule 24 (3) the following words:

“Once the Association members provide their nominations for Council, as they have already been preselected by the financial members of the relevant financial Association Group member, the nominate person shall be deemed elected in accordance with the Rules of the Association.”

 

Ian MacDonald, National IR Manager 

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APTIA featured in key industry news articles 

APTIA's Industrial Relations Manager, Ian MacDonald, has this month been featured in Australasian Bus & Coach Magazine's article titled "Mission for Growth" and Bus News article "Wage Increase". To read the article's click on the PDFs below:

APTIA - Bus News: Bus Wage Negotiations APTIA - Bus News: Bus Wage Negotiations (78 KB)

APTIA - ABC Magazine: Mission for Common Ground APTIA - ABC Magazine: Mission for Common Ground (7006 KB)

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APTIA featured in ACCI Commerce & Industry Magazine

Article extract:

Why the health and wellbeing of your staff is fundamental to productivity in the workplace

In 2012, the Australian Government provided funds to the Australian Chamber of Commerce and Industry (ACCI) under its productivity education and training (PET) fund. The objective of the PET was for industry to participate to create long term programs of education and skills development to support cooperative and productive workplace relations that promoted national prosperity and social inclusion for all Australians.

The Bus Industry Confederation (BIC), as a member of ACCI, contracted with ACCI to contribute to the objective of the Leadership Program.
The Australian Public Transport Industrial Association (APTIA) – the industrial arm of BIC – along with consultants the Interact Group – a privately owned company that is one of Australia’s largest providers of injury and disability management – participated in the development of an industry-specific Health and Wellbeing Kit as part of the Leadership Program.

In 2013, workplace health specialists, the Interact Group conducted a survey of five large bus and coach operator members of APTIAacross the country, from Perth to Brisbane to Sydney. The survey sought to identify aspects of the bus and coach industry that would ascertain the influence of health and wellbeing in determining workplace performance. The outcome of this survey confirmed the employment profile and challenges for the industry.

Click on the PDF below to read the full article:

ACCI Commerce & Industry Magazine ACCI Commerce & Industry Magazine (7215 KB)

 

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APTIA National IR Manager featured in ABC Magazine

Dismissal fair
By: Amie Hickland
Date: 14.01.2015

A case which saw a driver dismissed for not picking up a child has been justified by the FWC recently

The Fair Work Commission (FWC) has upheld an employer’s "No child is Left Behind" policy after an incident which resulted in the dismissal of a driver.

The driver was dismissed for refusing to let a school aged child board a bus, according to Australian Public Transport Industrial Association (APTIA) National Industrial Relations Manager Ian Macdonald.

He says the child was at a bus stop on a Sunday and unable to pay the driver a fare.

The child was refused entry to the vehicle and then damaged the bus with his skateboard.

CCTV footage reviewed at the depot revealed the incident to management and the driver as subsequently dismissed as he was in breach of the "No child is Left Behind" policy, of which the driver was aware of.

The FWC has found the employer was justified in the dismissal.

Macdonald says the incident is significant for operators and drivers.

"If it had gone the other way, it would have effectively overturned most State Government positions in relation to their school travel schemes," he says.

The driver was an employee of Transit Australia Group’s (TAG) Sunbus operation on the Sunshine Coast, Queensland.

Sunbus had a clear policy outlining the need for drivers to let any school-aged student ride a bus regardless of whether or not they hold a bus pass or cash.

If in doubt, drivers are to call the depot for further instruction.

"There are a bunch of old-time bus drivers who were never happy with this modern policy," he says.

"[Sunbus] had made it quite clear to all of the drivers that children of school age… if they didn’t have a bus pass or they didn’t have the fare – they should travel on the bus anyway.

"You should never leave a child of school age behind." 

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2015 National Industrial Relations Seminar

You are cordially invited to attend the APTIA National Industrial Relations Seminar at the Realm Hotel, Canberra on Tuesday 24 March 2015, commencing at 10.00am.
 
PLEASE PUT THIS DATE IN YOUR DIARY

Kate Carnell, Executive Director of ACCI and Michael Apps, Executive Director of BIC will launch the National Industrial Relations, Work Health and Safety Guide (2nd Edition) as part of a joint Productivity Leadership Program, sponsored by the Department of Employment.

Nikki Brouwers, Managing Director of the Interact Group, Rehabilitation Experts, will also launch a National Driver Health and Welfare Kit as part of that Productivity Leadership Program, which is the product of two years research and following a six month trial at Forest Coach Lines.

Other speakers and topics will include:
•    Government and alternative Government policies for industrial relations.
•    The Fair Work Commission outlining the progress of the 4 yearly reviews of Modern Awards.
•    Keynote Addresses from two eminent speakers on discrimination and casual employment.
•    A detailed outline by senior industrial lawyer, Tim Capelin from Piper Alderman, solicitors on ‘defending an unfair dismissal claim’.

This seminar is an opportunity for Industrial relations employees and Managers to gain information on the most relevant IR issues affecting your businesses. APTIA recommends the Seminar to all of its members and affiliates.

The Seminar will coincide with the Annual BIC Industry dinner in Canberra which will be offered to delegates in their registration fees.
 
REGISTRATION FORMS WILL BE AVAILABLE EARLY IN THE NEW YEAR

 

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APTIA National IR Manager featured in ABC Magazine

 

21 August 2014

A shortfall in major indexes could be remedied by productivity savings in trade negotiations

Australian trade unions are being encouraged to negotiate ways for employees to save in productivity costs to operators in the latest rounds of enterprise agreement bargaining.

The Labour Price Index in Australia for the year ending June 2014 is 2.6 per cent, according to statistics released by the Australian Bureau of Statistics (ABS).

Click here to read the full article.

 

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Election of APTIA Council Members

The four year elections of Council members is being conducted by the Australian Electoral Office. Nominations open on Monday the 21 July 2014 and will close on 4 August 2014.

 

APTIA Council Members Election Notice APTIA Council Members Election Notice (75 KB)


APTIA Council Members Nomination Form APTIA Council Members Nomination Form (20 KB)


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Minimum Wage Decision (3% increase)

The Fair Work Act 2009 (the Act) requires the Expert Panel (the Panel) to conduct and complete a review of minimum wages in modern awards and the national minimum wage (NMW) in each financial year. The Panel may set, vary or revoke modern award minimum wages and must make a national minimum wage order. This decision, [2014] FWCFB 3500, deals with the 2013–14 annual wage review (the Review) and directly affects over 1.5 million employees in Australia who are award reliant.

Impact for the Passenger Vehicle Transportation Award – to commence 1st July 2014

New rates:

Note: Transition arrangements no longer apply to the casual loading or the hourly rates. i.e. all rates are the same across the industry.
All pay rates for clerks, mechanics, drivers and cleaners will shortly be posted this website as soon as the Fair Work Commission releases its various determinations.

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A Guide to Hiring New Employees

The Coalition has made good on its election promise to launch a new guide and online learning program to help small business owners to hire new employees.

Minister for Employment Senator, the Hon Eric Abetz has launched his seven step guide to hiring for small business. The then Opposition promised in its pre-election IR policy that it would work with the Fair Work Ombudsman to ensure "targeted and clear help" for small business. The policy said such assistance would include a guide to hiring employees; a dedicated FWO helpline and a small business wages app.

Launching the six-page guide on Tuesday the 25th, Employment Minister Eric Abetz said it would build on the successful introduction of the Small Business Hotline. "The hotline is helping tens of thousands of small business owners to get speedy and accurate advice so that they can get back to running their business," he said. The guide provides information on IR laws, particularly on the NES, discrimination, wages and record keeping, and tips on hiring the right people for a small business. It also includes a one-page hiring checklist. Small business owners can also take part in a 30-minute interactive learning course to improve their skills in hiring and inducting new workers.

Guide to hiring new employees Guide to hiring new employees (308 KB)

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Fair Work Amendment Bill (2014)

On the 27th of February 2014, the Government introduced into Parliament the Fair Work Amendment Bill 2014 (a copy of the Bill can be found by clicking on the PDF below).

Further details will be provided as the Bill passes through the Parliament. APTIA will have the opportunity to express a view on the Bill once it is referred to the various Standing Committees.

The specific details of the Bill include:

  1. Extension of period of unpaid parental leave (S.76 (5)) - cannot be refused unless an employer has given an employee a reasonable opportunity to discuss the request.
  2. Payment for Annual Leave - (S. 90 (2) - the rate to be paid to an employee whose employment is terminate is the base rate only.
  3. Accrual of leave entitlements whilst on workers compensation (S 130 (2)) - This clause is repealed so that no leave accrues whilst on workers compensation even if a local jurisdiction allows it.
  4. Individual Flexibility Arrangements (S. 144 (4) (c)) - Requires a statement by the employee setting out why the employee believes they are better off overall and that the genuine needs of the employee have been met.
  5. Individual Flexibility Arrangements (S. 144 (4) (d) - IFA can be terminated on 13 week notice.
  6. Individual Flexibility Arrangements (S. 144 (4)) – Benefit other than payment of money may be taken into account.
  7. Individual Flexibility Arrangements (S145 (3)) – An employer does not contravene a flexibility term if the employer reasonably believes that the term does comply (new section 145AA).
  8. Enterprise Agreements (S. 203 (2) (a) – Allows an IFA clause in an enterprise agreement to incorporate any other terms of the EA as part of an IFA. S. 203 (4) also allows benefits other than monetary entitlements to meet the BOOT. The Employees statement of benefits is required along with a 13 week termination clause.
  9. Greenfields Agreements (S176, 177) – Greenfield’s agreements must only be bargained between an employer and an employee organisation that is entitled to represent the employees. The FWC has powers to arbitrate after 3 months has elapsed an no agreement has been reached.
  10. Transfer of Business (S. 311 (1)) – A transfer of business does not occur if the transfer is from an old employer who is an associated entity of the new employer and employee seeks to become employed by the new employer.
  11. Transfer of Business (S.768AD) – A transfer also does not occur for the purposes of requiring the same agreement if the old state entity employer is an associated entity of the new state employer and the employee prior to transfer seeks to be employed by the new employer.
  12. Protected Action Ballots (S. 437 (2)) - Protected action ballots cannot occur until the Notification time (S. 713(2)) occurs which is the employer initiates commencement of negotiations or a majority of employees seek to commence bargaining.
  13. Right of Entry (S.12; S. 478) - Repeal transport and accommodation arrangements for entry by Unions. Entry only permitted for employees who are entitled to represent and are working and wish to participate in discussions.
  14. Right of Entry (S. 492 ) - Repeal existing section and replaced with a section that allows an employer to request interviews to held ion a particular location and by a particular route. The request cannot be unreasonable. The FWC can rule on reasonableness.
  15. Powers to Dismiss Matters (S. 397) - The Bill adds another power to the FWC (designated application- dismissal powers) which provides power sot FWC to dismiss applications for unfair dismissal and others if the claims are vexatious or have no base.

The changes to the modern awards provided by variations to the IFA must occur within 6 months from the proclamation of the Act as well as the new rights of entry laws. 

Fair Work Act Bill 2014 Fair Work Act Bill 2014 (872 KB)

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APTIA National IR Manager, Ian MacDonald, featured in Australasian Bus & Coach article "Flexibility is Key"

Operators throughout Australia will now have to consult with employees over roster changes and provide greater flexibility for personal circumstance if they aren’t already doing so.

The Fair Work Commission has been working on a number of changes to the Passenger Vehicle Transportation Award 2010 which impacts any new Enterprise Agreement entered into after January 1.

Similarly changes to the Fair Work Act 2009 have added industrial relations obligations upon employers which may be prescribed in an enterprise agreement.

Australian Public Transport Industrial Association National Industrial Relations Manager Ian Macdonald says the changes will only affect some operators as most already engage best practice measures.

He says the two major changes to the act include the provision in which operators must consult with drivers about changes to regular hours and new flexibility arrangements for personal circumstances.

"It doesn’t bring about a lot of change that occurs in our industry – rosters and hours of work do change," he says.

"Operators that haven’t done it in the past now have to do it."

The PVTA contains a new model consultation clause which requires an employer to consult about changes to an employee’s regular roster or ordinary hours of work.

This requirement applies to enterprise agreements entered into in 2014.

The award also contains a new award flexibility clause which allows an employer and an existing employee to make a flexible work arrangement for up to 13 weeks for personal circumstances.

"It does give greater flexibility," says MacDonald.

"I think it’s a good thing." 

Click here to view the article.

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Changes to the Passenger Vehicle Transportation Award 2010 and Fair Work Act 2009

 

Since the passage of the Fair Work (Amendment) Act 2013 the Fair Work Commission has been working on a number of changes to the Passenger Vehicle Transportation Award 2010 which also has ramifications for any new Enterprise Agreement entered into after the 1st January 2014. Similarly changes to the Fair Work Act 2009 have added industrial relation obligations upon employers which may be prescribed in an enterprise agreement.

APTIA members should be aware that:

Members need to be aware of the many changes to the fair Work Act 2010 and an up to date copy can be located by clicking on the PDF below.

Fair Work Act Volume 1 Fair Work Act Volume 1 (2529 KB)

Fair Work Act Volume 2 Fair Work Act Volume 2 (1699 KB)

No media download found.

Model Consultation Clause Model Consultation Clause (15 KB)

 

 

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New Model Consultation Clause

The Fair Work Commission has released a new model Consultation Clause which is required to form part of all new enterprise agreements. The model clause is the subject of consideration by the fair Work Commission and may change once the final draft is approved. APTIA will keep members advised of all changes.

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Anti-Bullying Laws - 1st January 2014

From 1 January 2014, the Fair Work Commission will have new jurisdictions to deal with anti‑bullying. APTIA members, who are Constitutional Corporations (i.e. Companies), will have to factor such claims into their day to day operations.

It has been necessary to amend the Rules under the Fair Work Act to deal with the service requirements for the anti‑bullying jurisdiction and to develop new forms to allow applications and to allow a response. 

Attached to this Industry e-Alert is a number of draft Forms (Form F72 – Order to Stop bullying and Form 73 – Response from an employer/ principal) which will be available to both Employers and Employees to initiate and respond to applications.

The Fair Work Commission has estimated that there will be more than 6,000 applications in 2014 for Anti- Bullying Orders. APTIA Members must be ready for this circumstance from the 1st January 2014.

APTIA Members need to know if they receive an Application for an Anti Bullying Order from an employee, after the 1st January 2014:

  1. That they must lodge a response within 14 days.
  2. That they can be represented by a Representative of their choice.
  3. That they must advise the Commission whether they knew how their employee felt about any  bullying and harassment within the work place.
  4. Whether the employee had made a complaint about bullying.
  5. If so the details of the complaint and the steps taken by the employer to address the complaint.
  6. Whether they had a bullying policy or grievance or dispute resolution procedure.
  7. If they did, whether the complaint, if made, was handled in accordance with that policy.
  8. Had any action been taken against an employee who had bullied another employee.
  9. If so what action had been taken, and
  10. Importantly an Employer can object to the jurisdiction of the Fair Work Commission if they can satisfy the Commission that the application has no chance of success.

 

APTIA members can access more information including information from Safe Work Australia on ‘Dealing with Workplace Bullying’ can be found by clicking on the attachments below.

Safe Work Australia - Dealing with Workplace Bullying Safe Work Australia - Dealing with Workplace Bullying (845 KB)


Fair Work Commission - Order to stop bullying Fair Work Commission - Order to stop bullying (94 KB)


Fair Work Commission - Employer Response Fair Work Commission - Employer Response (94 KB)

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Below are two guides that you may find of assistance when managing the risk of fatigue in the workplace and when dealing with bullying.

Managing risk of fatigue in the workplace Guide

This document provides practical guidance for persons conducting a business or undertaking and other duty holders on how to manage fatigue to ensure it does not contribute to health and safety risks in the workplace.

Managing the risk of fatigue at work Managing the risk of fatigue at work (2836 KB)

Dealing with Workplace Bullying Guide

This guide may help workers determine if workplace bullying is occurring and how the matter may be resolved. It provides information for workers who believe they may be experiencing or witnessing workplace bullying and those who have had a bullying report made against them.

Workplace Bullying Guide Workplace Bullying Guide (845 KB)

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Dealing with death and injury in the workplace

A special presentation has been provided by Piper Alderman, partner Peter Dwyer and Piper Alderman, senior associate, Maria Capati for its NSW clients dealing with death or serious injury in the workplace. This very important presentation has now been given to Queensland bus operators at the QBIC Annual Conference in April, Tasmanian bus operators, at the Tasbus Conference, in June and at the National IR Seminar to Victorian bus operators in July.

The presentation provides a timely alert to all bus operators on the steps they must take in the event of an employee being seriously injured or dying at work. It is based on a real life case study of the untimely death of a Brisbane Bus Lines employee at their bus depot in Brisbane and considers the experience of management and the legal process through the subsequent work cover investigation and prosecution.

Click on the attachment below to view the presentation:

APTIA Presenation - dealing with death & injury in the workplace APTIA Presenation - dealing with death & injury in the workplace (585 KB)

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APTIA Rules have changed

The Rules of APTIA have been changed pursuant to a Special Meeting on the 18th June 2013. APTIA has sought certification from the Fair Work Commission to these changes.

Click on the PDF below to view the complete list of Rules of APTIA:

APTIA Rules APTIA Rules (434 KB)

 









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