Where the employer requires an employee to wear a uniform, the employer must reimburse the employee for the actual cost of providing and cleaning such uniform. The provision of this clause will not apply where the employer supplies and cleans the uniform without cost to the employee. Where the employer requires an employee to provide all tools necessary for the work to be performed, the employer must reimburse the employee for the actual cost of providing such equipment.
The provision of this clause will not apply where the employer supplies such items without cost to the employee. Where the employer requires the employee to wear protective clothing as stipulated by the relevant law operating in a state or territory covered by this award, the employer must reimburse the employee for the cost of purchasing such special clothing. The provisions of this clause will not apply where the employer supplies such items without cost to the employee.
An employer may maintain, alter or institute a system of individual or group payment by results consistent with the skills based classification structure, subject only to the provisions and limitations set out in this clause. Where an employee earns payment by results earnings for work performed in any day, such earnings must be credited to the employee and must not be reduced because the employee fails to earn payment by results earnings in any other day.
An apprentice or junior must be deemed to be producing bonus minutes when they have produced that number of minutes in proportion to the ordinary daily adult number of minutes as their rate of pay is in proportion to the appropriate adult minimum award rate. An employer must calculate the time standard allowed for the performance of work in accordance with the following procedure:. Once a time standard has been fixed under this clause, it must not be altered except where any of the following circumstances occur:.
Any proposal which is put to employees must be reduced to a written form for their consideration prior to the taking of a vote. The copy of the time standard must be updated within twenty-four hours of any changes to the time standards.
Once a time standard has been fixed in accordance with this clause, it must be recorded in the time and wage book and each affected employee given a copy. The review will include a vote of such employees on whether the payment by results system will continue. If a majority of such employees vote to discontinue the payment by results system, the employer must do so. An employer implementing a payment by results system under this clause must provide each employee with appropriate training to ensure that individual performance is the only variable distinguishing employees within a skill level set out under 26 - Skill Based Classification Structure.
Pursuant to regulation B of the Workplace Relations Act the employer will provide the employee with a pay slip which includes details of any payment by results earnings.
This legislation, as varied from time to time, governs the superannuation rights and obligations of the parties. Note: the consent of the union is not required to any agreement between the employer and the employee. Failure to comply with this sub paragraph will constitute a distinct and separate breach of this sub paragraph. The amount of contributions to the fund must be calculated to the nearest ten cents, and any fraction below five cents must be disregarded.
Except as where specified in the rule of the Fund, contributions by respondent employers in respect of unpaid absences will be proportional to the wage received by the employee concerned in a particular pay period.
For the purposes of this clause, each pay period will stand alone. Accordingly, unpaid absences in one pay period will not carry over to another pay period. A respondent employer's obligation to make contributions on behalf of the employee ceases on the last day of employment of the employee with the employer. An employee may only vary his or her additional contributions once each month. Applications for exemption will be determined in accordance with the Superannuation Test Case [Print L] or any decision made in succession thereto.
In the context of this clause, the following definitions will apply:. The award does not apply to employers in respect of their facility, program, undertaking service or the like which receives funding under the Disability Services Act and fulfills the dual role of service provider and sheltered employer to people with disabilities who are in receipt of or are eligible for a disability support pension, except with respect to an organisation which has received recognition under s.
The assessment of the applicable percentage should be subject to annual review or earlier on the basis of a reasonable request for such a review. The process of review must be in accordance with the procedures for assessing capacity under the supported wage system. Where an assessment has been made, the applicable percentage must apply to the wage rate only. An employer wishing to employ a person under the provisions of this clause must take reasonable steps to make changes in the workplace to enhance the employee's capacity to do the job.
Changes may involve re-design of job duties, working time arrangements and work organisation in consultation with other employees in the area.
The ordinary working week must be no greater than thirty eight hours worked under Ordinary working hours may be worked between 6. The provisions of this clause do not apply if the employer provides an adequate recognised evening meal. An employee may not work overtime after The employee must be paid, in addition to his or her normal rate of pay, the payment an afternoon shift worker would normally receive in accordance with All weekly or regular part time employees engaged in retail stores who are employed on a five-and-a-half day week basis will be paid such additional rates for work performed on Saturday as are prescribed in an award or determination for shop assistants operating in the area in which they are employed.
Provided that any employee who has completed his or her hours of employment by Friday of each week will not be entitled to the premium for Saturday work as herein prescribed but will be paid overtime for all duty performed on a Saturday. A full time or Regular part time employee is entitled to a period of 28 consecutive days 4 weeks annual leave after each 12 months continuous service with an employer less the period of Annual Leave i.
Provided that the employee informs the employer in writing, if practicable, within 48 hours of the commencement of such absence, of his or her absence and the nature of the illness and estimated length of his or her absence.
The notice may be given by delivering the notice to the employee personally or by posting it by registered mail to his or her last recorded address. An employer must not pay an employee in lieu of the employee taking the leave, except as provided in Payment in the case of an employee under any system of payment by results will be at the time rate provided that:.
The average will be calculated on a week qualifying period and applied to ordinary hours only in respect of any incentive scheme based on production during the qualifying period of employment in each year. Majority Agreement. This public holiday will either be the relevant Show Day or another day agreed between the employer and a majority of employees concerned other than a Saturday or Sunday. The public holiday which applies in each State is:.
An employee working under any system of payment of results will be paid for such holidays at the ordinary rate payable to an employee working as a time worker doing the same class of work. All work done by an employee on the holidays prescribed in In the case of an employee whose ordinary hours of work are arranged in such a manner as to entitle the employee to a rostered day off, the weekday to be taken off will not coincide with a holiday fixed in accordance with this clause.
In the event that a holiday is prescribed after an employee has been given or gives notice of a weekday off and the holiday falls on such weekday, the employer will allow the employee to take an alternative weekday off in lieu of the holiday.
This subpart applies to full-time employees who do not regularly work a five-day, Monday to Friday week. If the substitute day is a non-working day for the employee, the employee would receive the compensation described in If the employees are rostered to work on a Saturday or Sunday that is a Christmas Day and are required to work, the employee will receive the normal Saturday or Sunday rate plus a loading of one-half of a normal day's wages for the full day's work and be entitled to the substitute day.
A casual employee who works on the day prescribed as the public holiday must be paid the appropriate public holiday pay as described elsewhere in this award. The employee should receive the ordinary casual rate plus the applicable penalty. The casual will be paid 2. Where an employee is absent from employment on the working day or part of the working day before and the working day or part of the working day after a public holiday without reasonable excuse or without the employers consent, the employee must not be entitled to payment for the relevant public holiday.
Any continuous period of unpaid leave in excess of four weeks will not be deemed to be service and the employee will not be entitled to payment for any holiday falling within this period of leave. A de facto spouse means a person of the opposite sex to the employee who lives with the employee as his or her husband or wife on a bona fide domestic basis; and.
Provided that in the period of employment with an employer from the date of engagement until the 31 December next following, the employee, after one month's continuous service, will only be entitled to a period of paid sick leave proportionate to the balance of the current year from the date of engagement calculated on the basis of 3.
If such employee during his or her first sick leave year of continuous service with an employer subsequently leaves the employment of his or her own accord other than on account of personal illness substantiated by a medical certificate or is dismissed for misconduct before completion of the said period, the employer may deduct from any monies due to the employee, an amount equivalent to the value of any paid sick leave allowed in excess of that to which the employee would be entitled if calculated on the basis of 3.
Sick leave will accumulate from year to year so that any balance of the period prescribed above which has in any year not been allowed to an employee by an employer as paid sick leave may be claimed by the employee and, subject to the conditions hereinbefore prescribed, will be allowed by that employer in a subsequent year without diminution of the sick leave prescribed in respect of that year.
Provided that sick leave which accumulated pursuant to this subclause will be available to the employee for a period of eight years but no longer from the end of the year in which it accrues. An employee is entitled to use the full amount of their personal leave entitlement including accrued leave for the purposes of personal illness or injury, subject to the conditions set out in this clause.
In such circumstances, the employer and the employee shall agree upon the additional amount that may be accessed. If this is not reasonably practical the employee will inform the employer within 24 hours of the commencement of the absence.
The employee shall be paid personal leave for personal illness or injury in respect of two single day absences in any year on notification to the employer within the normal hours of that day or shift that the employee was absent from work on account of personal ill-health necessitating the absence.
Where an employee has exhausted all paid personal leave entitlements, they are entitled to take unpaid personal leave to care for members of their immediate family or household who are sick and require care and support or who require care due to an unexpected emergency.
The employer and the employee shall agree on the period. In the absence of agreement, the employee is entitled to take up to two days up to a maximum of 16 hours of unpaid leave per occasion, provided the requirements of For the purpose of this clause, where an employee is terminated by the employer and is re-employed by that employer within a period not exceeding three months from the date of such dismissal, the service with the employer immediately prior to the dismissal will be taken into account in calculating the employee's entitlement to sick leave.
That is to say, the employee's entitlement to sick leave will be calculated as though the employee's period of service has been continuous, and any sick leave credits accrued to the employee at the time of termination will not be affected to the detriment of the employee.
Where an employee is absent on account of illness or injury on the weekday he or she is to take off in accordance with an arrangement pursuant to 35 - Shiftwork, he or she will not be entitled to sick pay nor will his or her sick pay entitlement be reduced as a result of his or her absence on that day. Notwithstanding the provision of this part, an employee may elect, with the consent of the employer, to take annual leave in single day periods not exceeding ten days in any calendar year at a time or times agreed between them.
An employee may elect, with the consent of the employer, to take time off in lieu of payment for overtime at a time or times agreed with the employer.
An employee may elect, with the consent of their employer, to work make-up time, under which the employee takes time off ordinary hours, and works those hours at a later time, during the spread of ordinary hours provided in this award. In the event of any dispute arising in connection with any part of this clause, such a dispute will be processed in accordance with the dispute settling provisions of this award.
Subject to the terms of this clause employees are entitled to maternity, paternity and adoption leave and to work part-time in connection with the birth or adoption of a child. The provisions of this clause apply to full-time, part-time and eligible casual employees, but do not apply to other casual employees. An eligible casual employee means a casual employee:. For the purposes of this clause, continuous service is work for an employer on a regular and systematic basis including any period of authorised leave or absence.
An employer must not fail to re-engage a casual employee because: a the employee or employee's spouse is pregnant; or b the employee is or has been immediately absent on parental leave. The rights of an employer in relation to engagement and re-engagement of casual employees are not affected, other than in accordance with this clause. For females, maternity leave may be taken and for males, paternity leave may be taken. Adoption leave may be taken in the case of adoption. Unless otherwise agreed between the employer and employee, an employee may apply to their employer to change the period of parental leave on one occasion.
Any such change is to be notified as soon as possible but no less than four weeks prior to the commencement of the changed arrangements. Such grounds might include cost, lack of adequate replacement staff, loss of efficiency and the impact on customer service.
Where an employee wishes to make a request under The notice requirements are:. The aggregate of paid sick leave, special maternity leave and parental leave, including parental leave taken by a spouse, may not exceed 52 weeks.
An employee may commence adoption leave prior to providing such notice, where through circumstances beyond the control of the employee, the adoption of a child takes place earlier. The employee and the employer should agree on the length of the unpaid leave. Where agreement cannot be reached, the employee is entitled to take up to two days unpaid leave.
Where paid leave is available to the employee, the employer may require the employee to take such leave instead. An employee may in lieu of or in conjunction with parental leave, access any annual leave or long service leave entitlements which they have accrued subject to the total amount of leave not exceeding 52 weeks or a longer period as agreed under In the case of an employee transferred to a safe job pursuant to The provisions of this clause apply to full-time and regular part-time employees on a pro rata basis but do not apply to casual employees.
The entitlements of casual employees are set out in The employee is entitled to take up to two days up to a maximum of 16 hours unpaid bereavement leave per bereavement. An employee may take additional unpaid bereavement leave by agreement with the employer. For the purposes of this clause the following definitions will apply. No injury occurring at the place of employment will result in the application of accident pay unless an entitlement exists under such the applicable State Act.
The total weekly award rate and weekly overaward payment abovementioned shall be the same as that applying for a total incapacity provided that where an employee receives a weekly payment of compensation under the respective Act and subsequently such payment is reduced pursuant to the said Act, such reduction shall not increase the liability of the employer to increase the amount of accident pay in respect of that injury.
Where an employee receives accident pay and such pay is payable for incapacity for part of a week the amount will be pro rata. Provided that if an employee on partial incapacity cannot obtain suitable employment from his employer but such alternative employment is available with another employer then the relevant amount of accident pay shall still be payable.
Provided further that in the case of the termination by an employer of an employee who is incapacitated and receiving accident pay, accident pay shall continue to apply subject to the provisions of this clause except in those cases where:.
In order to qualify for the continuance of accident pay on termination an employee will if required provide evidence to his employer of the continuing payment of weekly workers' compensation payments.
Subject to paragraph c and to the maximum of 26 weeks, accident pay shall apply only to the period of incapacity after the first four weeks. In the event of false or inaccurate information being deliberately and knowingly declared the employer may require the employee to forfeit his or her entitlement to accident pay under this award. The maximum period or aggregate of periods of accident pay to be made by an employer shall be a total of 26 weeks for any one injury as defined in An employee is not entitled to the payment of accident pay in respect of any period of paid annual leave, or long service leave, or for any paid public holiday in accordance with the appropriate award provisions.
Notice of injury will be in accordance with the applicable State Act. Nothing in this clause will be taken as restricting or removing the employer's rights to require the employee to submit themselves to examination by a legally qualified medical practitioner, provided and paid. If he refuses to submit himself to such examination, or in any way obstructs the same, the right to receive or continue to receive accident pay shall be suspended until such examination has taken place.
Where in accordance with the respective Act a medical referee gives a certificate as to the condition of the employee and his fitness for work or specifies work for which the employee is fit and such work is made available by the employer and refused by the employee or the employee fails to commence the work, accident pay shall cease from the date of such refusal or failure to commence the work. Where there is a redemption of weekly compensation payments by the payment under the respective Act of a lump sum the employer's liability to pay accident pay will cease as from the date of such redemption.
Nothing in this clause will require an employer to insure against the liability for accident pay, nor shall it affect the right of an employer to terminate the employment of the employee.
Any changes in compensation rates under the respective Act shall not increase the amount of accident pay above the amount that would have been payable had the rates of compensation remained unchanged. All rights to accident pay shall cease on the death of an employee. In the event of any dispute arising as to the entitlement of an employee to payment of accident pay in accordance with the provisions of this award the matter shall, if any party to this award so requires, be referred to the Board of Reference.
At a time and place agreed between the employer and the union; or. In the absence of agreement, between 8 a. The employer may nominate their own premises. If the employer fails to nominate such a place, between 8 a. An employer contracting with a person as provided in clause In addition, where the outworker is not from an English speaking background, the employer must have the information contained in Schedule B translated into the appropriate language for the outworker.
Any dispute arising out of or concerning this award relating to the performance of work by a person under this clause may be referred to the Australian Industrial Relations Commission. The proposed terms of the agreement must be expressed in a manner which enables the proposal to be understood by the outworkers. In addition, where the outworker is not from an English speaking background, the employer must have the proposal translated in the appropriate language for the outworkers.
The application must be submitted in accordance with Schedule C. The hours agreed in accordance with this subclause will override the hours prescribed in clause An employer must pay an outworker annual leave in accordance with clause 37 of this award. A copy of any written agreement made between a Respondent and the union must be lodged with the Industrial Registrar. In the event of the representative members of the Board being equally divided in opinion, the Chairperson may cast his or her vote to give a majority decision.
F Roping-in Award No. Respondents to dispute C No. South Australia. Western Australia. New South Wales. Beau Tex Shirt Co. Jones Johnston St, Rutherford G. Scott Manufacturing Co. Trading Co. Wembley Clothing Mfrg Co. Clothing Co. Mfg Co. Barden Clothing Co.
Couture 47 Talbot St, Brunswick C. Fashions Brunswick St, Fitzroy T. Fashions 2 Oliver's Lane, Melbourne D. Fashions Smith St, Fitzroy E. Modes 2 Oliver's Lane, Melbourne Fashions Co. Fashions Brunswick St, Fitzroy G. Sportswear Brunswick St, Fitzroy H. Hammond Collins St, Melbourne P. Fashions 29 Gipps St, Richmond J. Fashions Chapel St, Prahran L. Fashions 17 Railway Pl, Preston B. Knitwear 9 Warrick Ave, Springvale N. Yet one honour so far has eluded him, through no fault of his own. He has yet to represent his home state of Victoria, mainly because there have been no State of Origin matches since Editor: he did make the team.
There are few other honours to have eluded Power, who already is a proud member of the AFL Club, with all premiership season, international and pre-season games included, and hopes to play for a few years yet.
Off-field, Power, 28, has just two assignments to complete for his Bachelor of Arts degree course at the University of Queensland. Power byline on football features and match reports? Besides, I would rather concentrate on the final stages of my degree.
International Rules Series ,. Brownlow Medal 54 career votes. Gabba as a member of a rebuilt Brisbane Lions outfit and, over the next few years, the possibility of more premiership honours. He left the Lions at the end of after playing games across 14 seasons and managed a further 20 appearances with the Giants in After moving into an assistant coaching position with the Giants in , Power was appointed AFL Academy coach in and spent three years overseeing the development of the top-rated teenagers in the country.
You have obtaine d an entry into our Disneyland holiday draw. By completing the details on the back of this card and sending Select Australia it to with 15, you will be eligible Footy Stars Wrappers, to enter the competi tion. This Premium card set features 10 star players from each of the 18 AFL clubs, plus 1 Header card.
Included in the Common set are the star players from the AFLW, includes 3 players from each of the 14 teams. The Starburst Caricature series continues with the eye-catching leopard print design. Collect 72 holographic cards beautifully illustrated by Paul Harvey. The Contested Beasts collection is brand new in ! It features the 3 highest contested possession winners of each team. Who chalked up their Milestone games in ?
You have obtained an entry Disneyland holiday draw. Competition — closes 5pm, 28 August The Limited Edition Starburst Caricatures Galactic cards feature 72 silver star holographic cards beautifully illustrated by Paul Harvey. P Phil Carman was a rare talent. At his best, he was as good as any player the game has seen. But he had a penchant for losing the plot on the field. One such occasion 40 years ago quite possibly denied Carman and Collingwood a premiership. Talk inevitably turns to one that took place 40 years ago, when many.
Carman has regularly told his side of that episode and many others in his controversial four-club, game League career; and he has always tried to take a pragmatic, it-is-what-it-is approach, minus the self-pity and emotion. However, Carman wavers slightly when we explore what his list of player honours might have looked like if not for a little misfortune and a lot of self-sabotage.
Indeed, he could easily have been both a Brownlow medallist and a premiership player with Collingwood — a double achieved by only five Pies. He is pictured here playing for the Sun All-Stars against Victoria. Despite compelling evidence to the contrary, Carman insists he never became upset on the field explaining he was always calculated and just made the occasional bad decision.
Asked to elaborate, Carman leans forward on the table. It all started in Edenhope, a Victorian country town near the South Australian border, where Philip John Carman was the second-born of five children.
When he was 14, his father died. The single-parent family struggled. By then, Carman was running 5km around Lake Wallace every day and reaping the rewards on the footy field.
Keep up if you can. Though old knee issues prevent him from running, he holds a world record for indoor rowing in the age bracket. At 19, he was an instant star at centre half-back a previously foreign position , being best-afield in his first two games and. The enigmatic Carman wants to get back involved in League footy as a player mentor. Hear him out. I know a lot about what you should do, and also what not to do. Having coached at state league level and got results, and having had reasonable playing ability, I think guys would listen to me.
The permit was revoked mid-season and, rather than joining the Magpies, he remained loyal to Norwood which had relocated his family and given his mother a job and was forced to stand out of top-level football for two years. During this period Carman played in what would remain his only premiership, back with Edenhope, bagging six goals in the first term in the wet. Carman loved Adelaide, but finally relented when Collingwood made a Godfather offer in late Despite performing well in state games on Victorian stars such as Geoff Southby and Bernie.
He was also the first League player to wear white boots and he handled the attention with aplomb. Quinlan, Carman doubted he was good enough for the VFL.
He was brilliant, dynamic, aggressive, focused. In his first two games in the new boots, Carman bagged 6. To his chagrin, Carman was thereafter pigeon-holed as a permanent forward. There were distractions aplenty, with the late media giant Lou Richards coining the Fabulous Phil moniker. Wendy always does. That was my playground and I loved putting on a show.
Carman lost interest and even resorted to having a few drinks in the social club before training. He planned to return to Adelaide for , but was persuaded to stay by new coach Hafey, who lifted the Pies to top spot.
Hafey used Carman at centre half-forward and he responded with some strong performances, afl. The volatile match-winner continued to excite — and exasperate — in the second semi-final against Hawthorn at the MCG. Carman ignited the Pies, kicking two of their first three goals and handballing off the other to give them an early break. Maybe he wanted it too much. About 15 minutes in, Hawks wingman Leon Rice took possession at half-back when Carman charged in and dropped an unsuspecting Michael Tuck from behind with a swinging forearm.
Unfortunately, I made the wrong decision. It had a fair bit behind it. It hurt. It was certainly nowhere near where the play was. In keeping with his modus operandi as a player, Carman trained his team hard and had minimal team meetings. However, it was Carman who lost focus, having just three kicks in the next 70 minutes of play. Carman knew he was in strife when he saw footage of the incident the next morning.
How bloody stupid. But the Tribunal took just 14 minutes to impose a two-game suspension. For the first time in his career, Carman was on the verge of crying. Word got back to Carman, who confronted Hafey about it the next night at training.
Carman, who missed the first Grand Final Parade, struggled to sleep — and it would only get worse over the next fortnight as Collingwood drew the Grand Final with North Melbourne after leading by 28 points early in the final term and lost the replay by 27 points. Carman spent just one more season at Victoria Park before Hafey sacked him. Carman was traded to battling Melbourne on a big four-year contract but lasted just one season, before similarly brief stints on a fraction of the money at Essendon and North Melbourne.
A close second was his head-butt on boundary umpire Graham Carbery while playing for Essendon in — an act that led to a game ban. In June, author Watson told Carbery that Carman wanted to see him to apologise and thank him for breaking his long silence in Fabulous Phil.
Carbery declined, and died the next month, aged Wendy nodded in agreement. When he retired from League footy in , Carman coached Canberra club Eastlake, where he was suspended for successive Grand Finals, both of which his team lost — the first after another incident with a boundary umpire.
He then took charge at Bendigo club Kangaroo Flat, where he got to know Wendy. People have told me he held it against me, but we saw each other a couple of times and it was never raised. The time he dreads most is Grand Final week, which starts with the Brownlow Medal count and culminates in the flag decider, both of which revive bad memories.
Coaching career: Sturt But the Lions captain has got something else in his bag of tricks and it has nothing to do with adding a splash of glitter in front of goal. According to Champion Data, no player generated more pressure points last year than Zorko, who laid the fourth-most tackles in the competition while still gathering the fourth-most disposals at the Lions. Zorko won four consecutive best and fairests at Broadbeach, yet the highly promising teenager was overlooked at three successive national drafts.
Zorko finally became a Gold Coast Suns zone selection in before being on-traded to the Brisbane Lions. While the AFL spent all of its early energy shoring up its finances in the form of a half billion dollar line of credit and the establishment of a rescue model for clubs, the NRL is devoting its power to getting the game back on the park to shore up its finances.
And we hope they succeed. Imagine the peer group pressure the NRL would trigger if it was the first sport in this country to get itself back up and running? If our American friends got into AFL in one week as one of the few surviving codes amid the pandemic, how many would the NRL convert as a multi-week trailblazer? It will go not just around the country, but around the world. For the NRL, the difference between right and wrong could not be more extreme.
The right would inject unprecedented feel-good factor. The wrong will be like an action scene out of the film Backdraft. As it stands, every sector across the globe wants normality. By comparison, the AFL has a letter from Hawthorn president Jeff Kennett — that appears to have gained little support — demanding it show greater transparency.
Unlike the NRL, that May 31 date will at this stage signal a reassessment as opposed to a return. Give us your feedback at HPKotton By the end of round five, that total had quickly escalated to 29 when he ravaged the Brisbane Lions at the Gabba.
He finished from an acute angle for his sixth early in the last term before quickly adding a seventh to give his side a point breather. Daniel Bradshaw kicked 7. He amassed a staggering 42 disposals including 28 kicks, 13 clearances, six tackles and three goals as well as a cheeky little belly rub after his third major.
In , he bagged eight as the Blues edged out the Kangaroos by nine points in a high-scoring affair. Amazingly, he only took four marks but his ground ball game was elite that night at the Docklands. He kicked seven of 12 by three-quarter time before adding a crucial eighth in a frantic final term. The banana kick to seal it was the cream on the cake.
It was by far the biggest haul of his game career to that point. However, the Eagles kicked six in a row to go into the final break just 13 points in arrears. He kicked the first goal of the last quarter — his fifth — before finding Matty Rogers. He finished with six goals, 13 marks and a deserved three Brownlow votes in a dominant display. The Roos midfielder racked up 41 possessions, including 25 kicks, to go with 10 clearances, six inside 50s, four rebound 50s and even five hit-outs in a complete midfield display as his side got the job done by 16 points.
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