Alpine Resorts Award 2010

The above award was first made on 4 September 2009 [PR988996]

This consolidated version of the award includes variations made on 16 December 2009 [PR991601]

NOTE: Transitional provisions may apply to certain clauses - see clause 2 and Schedule A

Table of Contents

[Varied by PR991601]

Part 1 - Application and Operation

1.              Title

2.              Commencement and transitional

3.              Definitions and interpretation

4.              Coverage

5.              Access to the award and the National Employment Standards

6.              The National Employment Standards and this award

7.              Award flexibility

Part 2 - Consultation and Dispute Resolution

8.              Consultation regarding major workplace change

9.              Dispute resolution

Part 3 - Types of Employment and Termination of Employment

10.              Types of employment

11.              Seasonal employmt

12.              Apprentices

13.              Termination of employment

14.              Redundancy

Part 4 - Minimum Wages and Related Matters

15.              Classifications

16.              Minimum hourly rates

17.              Allowances

18.              Accident pay

19.              Higher duties, dual-role employment and multi-hiring arrangement

20.              Payment of wages

21.              Superannuation

Part 5 - Hours of Work and Related Matters

22.              Ordinary hours of work and rostering

23.              Rostering

24.              Breaks

25.              Penalty rates

Part 6 - Leave and Public Holidays

26.              Annual leave

27.              Personal/carer's leave and compassionate leave

28.              Community service leave

29.              Public holidays

Schedule A - Transitional Provisions

Schedule B - Classification Definitions

Schedule C - Equivalency of Snowsports Qualifications

Schedule D - National Training Wage

Schedule E - Supported Wage System

Part 1 - Application and Operation

1.              Title

This award is the Alpine Resorts Award 2010.

2.              Commencement and transitional

[2 substituted by PR991601]

2.1              This award commences on 1 January 2010.

2.2              The monetary obligations imposed on employers by this award may be absorbed into overaward payments. Nothing in this award requires an employer to maintain or increase any overaward payment.

2.3              This award contains transitional arrangements which specify when particular parts of the award come into effect. Some of the transitional arrangements are in clauses in the main part of the award. There are also transitional arrangements in Schedule A. The arrangements in Schedule A deal with:

·              minimum wages and piecework rates

·              casual or part-time loadings

·              Saturday, Sunday, public holiday, evening or other penalties

·              shift allowances/penalties.

2.4              Neither the making of this award nor the operation of any transitional arrangements is intended to result in a reduction in the take-home pay of employees covered by the award. On application by or on behalf of an employee who suffers a reduction in take-home pay as a result of the making of this award or the operation of any transitional arrangements, Fair Work Australia may make any order it considers appropriate to remedy the situation.

2.5              Fair Work Australia may review the transitional arrangements in this award and make a determination varying the award.

2.6              Fair Work Australia may review the transitional arrangements:

(a)              on its own initiative; or

(b)              on application by an employer, employee, organisation or outworker entity covered by the modern award; or

(c)              on application by an organisation that is entitled to represent the industrial interests of one or more employers or employees that are covered by the modern award; or

(d)              in relation to outworker arrangements, on application by an organisation that is entitled to represent the industrial interests of one or more outworkers to whom the arrangements relate.

3.              Definitions and interpretation

3.1              In this award, unless the contrary intention appears:

Act means the Fair Work Act 2009 (Cth)

award-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)

alpine resort means an establishment whose business, among other things, includes alpine lifting

applicable hourly rate means the relevant rate for the classification the employee is working under as set out in clause 16 - Minimum hourly rates

double time means double the applicable hourly rate

employee means a national system employee as defined in sections 13 and 30C of the Act

employer means a national system employer as defined in sections 14 and 30D of the Act

enterprise award-based instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)

junior employee means an employee who is less than 19 years old

NES means the National Employment Standards as contained in sections 59 to 131 of the Fair Work Act 2009 (Cth)

rostered day off (RDO) means any day on which an employee, by virtue of the employee's roster, is not rostered to attend for rostered hours of work and does not include non-working days

seasonal employee means an employee engaged to perform work for the duration of a specified season

shiftworker means an employee who:

·              is employed by an employer which has shifts continuously rostered 24 hours a day for seven days a week; and

·              is regularly rostered to work those shifts; and

·              regularly works on Sundays and public holidays

snowsports instructor is an employee whose primary role is the teaching of skiing or boarding including race and specialist program coaches

standard rate means the minimum hourly rate for a Resort Worker Level 2 (seasonal) in clause 16 - Minimum hourly rates

time and a half means one and a half times the applicable hourly rate

3.2              Where this award refers to a condition of employment provided for in the NES, the NES definition applies.

4.              Coverage

[Sched A renumbered as Sched B by PR991601]

4.1              This industry award covers employers throughout Australia who operate an alpine resort and their employees in the classifications within Schedule B - Classification Definitions to the exclusion of any other modern award.

4.2              The award does not cover an employee excluded from award coverage by the Act.

4.3              The award does not cover employees who are covered by a modern enterprise award, or an enterprise instrument (within the meaning of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)), or employers in relation to those employees.

4.4              Where an employer is covered by more than one award, an employee of that employer is covered by the award classification which is most appropriate to the work performed by the employee and to the environment in which the employee normally performs the work.

NOTE: Where there is no classification for a particular employee in this award it is possible that the employer and that employee are covered by an award with occupational coverage.

5.              Access to the award and the National Employment Standards

The employer must ensure that copies of this award and the NES are available to all employees to whom they apply either on a noticeboard which is conveniently located at or near the workplace or through electronic means, whichever makes them more accessible.

6.              The National Employment Standards and this award

The NES and this award contain the minimum conditions of employment for employees covered by this award.

7.              Award flexibility

7.1              Notwithstanding any other provision of this award, an employer and an individual employee may agree to vary the application of certain terms of this award to meet the genuine individual needs of the employer and the individual employee. The terms the employer and the individual employee may agree to vary the application of are those concerning:

(a)              arrangements for when work is performed;

(b)              overtime rates;

(c)              penalty rates;

(d)              allowances; and

(e)              leave loading.

7.2              The employer and the individual employee must have genuinely made the agreement without coercion or duress.

7.3              The agreement between the employer and the individual employee must:

(a)              be confined to a variation in the application of one or more of the terms listed in clause 7.1; and

(b)              result in the employee being better off overall than the employee would have been if no individual flexibility agreement had been agreed to.

7.4              The agreement between the employer and the individual employee must also:

(a)              be in writing, name the parties to the agreement and be signed by the employer and the individual employee and, if the employee is under 18 years of age, the employee's parent or guardian;

(b)              state each term of this award that the employer and the individual employee have agreed to vary;

(c)              detail how the application of each term has been varied by agreement between the employer and the individual employee;

(d)              detail how the agreement results in the individual employee being better off overall in relation to the individual employee's terms and conditions of employment; and

(e)              state the date the agreement commences to operate.

7.5              The employer must give the individual employee a copy of the agreement and keep the agreement as a time and wages record.

7.6              Except as provided in clause 7.4(a) the agreement must not require the approval or consent of a person other than the employer and the individual employee.

7.7              An employer seeking to enter into an agreement must provide a written proposal to the employee. Where the employee's understanding of written English is limited the employer must take measures, including translation into an appropriate language, to ensure the employee understands the proposal.

7.8              The agreement may be terminated:

(a)              by the employer or the individual employee giving four week's notice of termination, in writing, to the other party and the agreement ceasing to operate at the end of the notice period; or

(b)              at any time, by written agreement between the employer and the individual employee.

7.9              The right to make an agreement pursuant to this clause is in addition to, and is not intended to otherwise affect, any provision for an agreement between an employer and an individual employee contained in any other term of this award.

Part 2 - Consultation and Dispute Resolution

8.              Consultation regarding major workplace change

8.1              Employer to notify

(a)              Where an employer has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the employer must notify the employees who may be affected by the proposed changes and their representatives, if any.

(b)              Significant effects include termination of employment; major changes in the composition, operation or size of the employer's workforce or in the skills required; the elimination or diminution of job opportunities, promotion opportunities or job tenure; the alteration of hours of work; the need for retraining or transfer of employees to other work or locations; and the restructuring of jobs. Provided that:

(i)              an event or change which is a normal incidence of the seasonal nature of operating an alpine resort will not be considered a significant effect; and

(ii)              where this award makes provision for alteration of any of these matters an alteration is deemed not to have significant effect.

8.2              Employer to discuss change

(a)              The employer must discuss with the employees affected and their representatives, if any, the introduction of the changes referred to in clause 8.1, the effects the changes are likely to have on employees and measures to avert or mitigate the adverse effects of such changes on employees and must give prompt consideration to matters raised by the employees and/or their representatives in relation to the changes.

(b)              The discussions must commence as early as practicable after a definite decision has been made by the employer to make the changes referred to in clause 8.1.

(c)              For the purposes of such discussion, the employer must provide in writing to the employees concerned and their representatives, if any, all relevant information about the changes including the nature of the changes proposed, the expected effects of the changes on employees and any other matters likely to affect employees provided that no employer is required to disclose confidential information the disclosure of which would be contrary to the employer's interests.

9.              Dispute resolution

9.1              In the event of a dispute about a matter under this award, or a dispute in relation to the NES, in the first instance the parties must attempt to resolve the matter at the workplace by discussions between the employee or employees concerned and the relevant supervisor. If such discussions do not resolve the dispute, the parties will endeavour to resolve the dispute in a timely manner by discussions between the employee or employees concerned and more senior levels of management as appropriate.

9.2              If a dispute about a matter arising under this award or a dispute in relation to the NES is unable to be resolved at the workplace, and all appropriate steps under clause 9.1 have been taken, a party to the dispute may refer the dispute to Fair Work Australia.

9.3              The parties may agree on the process to be utilised by Fair Work Australia including mediation, conciliation and consent arbitration.

9.4              Where the matter in dispute remains unresolved, Fair Work Australia may exercise any method of dispute resolution permitted by the Act that it considers appropriate to ensure the settlement of the dispute.

9.5              An employer or employee may appoint another person, organisation or association to accompany and/or represent them for the purposes of this clause.

9.6              While the dispute resolution procedure is being conducted, work must continue in accordance with this award and the Act. Subject to applicable occupational health and safety legislation, an employee must not unreasonably fail to comply with a direction by the employer to perform work, whether at the same or another workplace, that is safe and appropriate for the employee to perform.

Part 3 - Types of Employment and Termination of Employment

10.              Types of employment

10.1              Employees under this award will be employed in one of the following categories:

(a)              full-time;

(b)              part-time; or

(c)              casual.

10.2              At the time of engagement an employer will inform each employee of the terms of their engagement and in particular whether they are to be full-time, part-time or casual.

10.3              Full-time employment

A full-time employee is engaged to work 38 ordinary hours per week (or an average of 38 ordinary hours per week over a maximum work cycle of four weeks).

10.4              Part-time employment

(a)              A part-time employee will be paid the hourly rate applicable to their classification as set out in clause 16 - for the hours worked in any week.

(b)              A part-time employee is engaged to work an average of at least eight and no more than 35 hours per week over a work cycle of four weeks.

(c)              Part-time employees are entitled on a pro rata basis to equivalent pay and conditions to those of full-time employees.

(d)              At the time of engagement the employer and the part-time employee will agree in writing on a regular pattern of work, specifying at least the number of hours to be worked each day, which days of the week the employee will work and the actual starting and finishing times each day.

10.5              Casual employment

(a)              A casual employee is an employee engaged as such in any classification in this award and must be paid a casual loading of 25%. This loading is paid as compensation for annual leave, paid personal/carer's leave, paid compassionate leave, notice of termination, redundancy benefits and the other entitlements from which they are excluded by the terms of this award and the NES.

(b)              Casual conversion

(i)              A casual employee, other than an irregular casual employee as defined in clause 10.5(c), who has been engaged by a particular employer for a sequence of periods of employment under this award during a period of 12 months will thereafter have the right to elect to have their contract of employment converted to full-time employment or part-time employment if the employment is to continue beyond the conversion process.

(ii)              Every employer of such an employee will give the employee notice in writing of the provisions of this clause within four weeks of the employee having attained such period of 12 months. The employee retains their right of election under this clause if the employer fails to comply with this paragraph.

(iii)              Any such casual employee who does not within four weeks of receiving written notice elect to convert their contract of employment to full-time employment or part-time employment will be deemed to have elected against any such conversion.

(iv)              Any casual employee who has a right to elect under clause 10.5(b)(i), upon receiving notice under clause 10.5(b)(ii) or after the expiry of the time for giving such notice, may give four weeks' notice in writing to the employer that they seek to elect to convert their contract of employment to full-time or part-time employment, and within four weeks of receiving such notice the employer will consent to or refuse the election but must not unreasonably so refuse. Any dispute about a refusal of an election to convert a contract of employment will be dealt with as far as practicable with expedition through the dispute settlement procedure.

(v)              Once a casual employee has elected to become and has been converted to a full-time employee or a part-time employee, the employee may only revert to casual employment by written agreement with the employer.

(vi)              If a casual employee has elected to have their contract of employment converted to full-time or part-time employment in accordance with clause 10.5(b)(iv), the employer and employee in accordance with this subclause, and subject to clause 10.5(b)(iv), will discuss and agree upon:

·              which form of employment the employee will convert to, that is, full‑time or part-time; and

·              if it is agreed that the employee will become a part-time employee, the number of hours and the pattern of hours that will be worked, as set out in clause 10.4(d).

Following such agreement being reached, the employee will convert to full-time or part-time employment.

(vii)              Provided that an employee who has worked on a full-time basis throughout the period of casual employment has the right to elect to convert their contract of employment to full-time employment and an employee who has worked on a part-time basis during the period of casual employment has the right to elect to convert their contract of employment to part-time employment, on the basis of the same number of hours and times of work as previously worked, unless other arrangements are agreed upon between the employer and employee.

(viii)              Where, in accordance with clause 10.5(b)(iv) an employer refuses an election to convert, the reasons for doing so will be fully stated to and discussed with the employee concerned and a genuine attempt made to reach agreement.

(ix)              Any dispute about the arrangements to apply to an employee converting from casual employment to full-time or part-time employment will be dealt with as far as practicable with expedition through the dispute settlement procedure.

An employee must not be engaged and re-engaged to avoid any obligation under this award

(c)              Irregular casual

An irregular casual employee is one who has been engaged to perform work on an occasional or non-systematic or irregular basis. The provisions of clause 10.5(b) do not apply to irregular casual employees.

10.6              Minimum engagement

(a)              An employer when engaging a person for casual employment must inform the employee then and there that the employee is to be employed as a casual, stating by whom the employee is employed, the job to be performed and the classification level, the actual or likely number of hours required, and the relevant rate of pay.

(b)              On each occasion a casual employee, other than a Snowsports Instructor, is required to attend work the employee is entitled to payment for a minimum of two hours' work.

(c)              In order to meet their personal circumstances a casual employee may request and the employer may agree to an engagement for less than the minimum hours.

11.              Seasonal employment

11.1              An employer may employ seasonal employees in any classification in this award.

11.2              A seasonal employee may be engaged on either a full-time or part-time basis.

11.3              A full-time seasonal employee is a seasonal employee who is engaged to work 38 ordinary hours (or an average of 38 ordinary hours over the anticipated length of their employment) per week.

11.4              A part-time seasonal employee is a seasonal employee who is engaged to work less than 38 ordinary hours (or an average of less than 38 ordinary hours over the anticipated length of their employment) per week.

11.5              The hourly rate of seasonal employees will include a 1/12th loading of the applicable hourly rate instead of annual leave.

11.6              In the event of adverse climatic conditions a seasonal employee may have their anticipated period of seasonal employment reduced.

11.7              The employer will advise each seasonal employee either in writing or verbally prior to the end of the season whether that employee's employment will be terminated at the end of the season.

11.8              Seasonal employees will be paid the hourly rate applicable to their classification as set out in clause 16 - Minimum hourly rates.

12.              Apprentices

12.1              Apprentices will be engaged in accordance with relevant apprenticeship legislation and be paid in accordance with clause 16 - Minimum hourly rates.

12.2              An apprentice under the age of 18 years must not, without their consent, be required to work overtime or shiftwork.

12.3              An apprentice will be engaged for a minimum of four hours per shift.

13.              Termination of employment

13.1              Notice of termination is provided for in the NES.

13.2              Notice of termination by an employee

The notice of termination required to be given by an employee is the same as that required of an employer except that there is no requirement on the employee to give additional notice based on the age of the employee concerned. If an employee fails to give the required notice the employer may withhold from any monies due to the employee on termination under this award or the NES, an amount not exceeding the amount the employee would have been paid under this award in respect of the period of notice required by this clause less any period of notice actually given by the employee.

13.3              Job search entitlement

Where an employer has given notice of termination to an employee, an employee must be allowed up to one day's time off without loss of pay for the purpose of seeking other employment. The time off is to be taken at times that are convenient to the employee after consultation with the employer.

14.              Redundancy

14.1              Redundancy pay is provided for in the NES.

14.2              Transfer to lower paid duties

Where an employee is transferred to lower paid duties by reason of redundancy, the same period of notice must be given as the employee would have been entitled to if the employment had been terminated and the employer may, at the employer's option, make payment instead of an amount equal to the difference between the former ordinary time rate of pay and the ordinary time rate of pay for the number of weeks of notice still owing.

14.3              Employee leaving during notice period

An employee given notice of termination in circumstances of redundancy may terminate their employment during the period of notice. The employee is entitled to receive the benefits and payments they would have received under this clause had they remained in employment until the expiry of the notice, but is not entitled to payment instead of notice.

14.4              Job search entitlement

(a)              An employee given notice of termination in circumstances of redundancy must be allowed up to one day's time off without loss of pay during each week of notice for the purpose of seeking other employment.

(b)              If the employee has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment, the employee must, at the request of the employer, produce proof of attendance at an interview or they will not be entitled to payment for the time absent. For this purpose a statutory declaration is sufficient.

(c)              This entitlement applies instead of clause 13.3.

14.5              Transitional provisions

(a)              Subject to clause 14.5(b), an employee whose employment is terminated by an employer is entitled to redundancy pay in accordance with the terms of a notional agreement preserving a State award:

(i)              that would have applied to the employee immediately prior to 1 January 2010, if the employee had at that time been in their current circumstances of employment and no agreement made under Workplace Relations Act 1996 (Cth) had applied to the employee; and

(ii)              that would have entitled the employee to redundancy pay in excess of the employee's entitlement to redundancy pay, if any, under the NES.

(b)              The employee's entitlement to redundancy pay under the notional agreement preserving a State award is limited to the amount of redundancy pay which exceeds the employee's entitlement to redundancy pay, if any, under the NES.

(c)              This clause does not operate to diminish an employee's entitlement to redundancy pay under any other instrument.

(d)              Clause 14.5 ceases to operate on 31 December 2014.

Part 4 - Minimum Wages and Related Matters

15.              Classifications

[Sched A renumbered as Sched B by PR991601]

The definitions of the classification levels in clause 16 - Minimum hourly rates, are contained in Schedule B - Classification Definitions.

16.              Minimum hourly rates

[Varied by PR991601]

16.1              General

The minimum hourly rates for adult employees other than an apprentices are set out in the following table.

16.2              Alpine Resort Workers

16.3              Snowsports Instructors

16.4              Junior employees

(a)              The minimum wages for junior employees are the following percentages of the minimum hourly rate prescribed for the appropriate adult classification:

(b)              Junior employees working in roles that undertake liquor service must be paid at the relevant adult minimum wage.

(c)              An employer may at any time demand the production of a birth certificate or other satisfactory proof for the purpose of ascertaining the correct age of an employee. If a birth certificate is required, the cost of it must be borne by the employer.

(d)              No employee under the age of 18 years will be required to work more than 10 hours in a shift.

16.5              Apprentices

An apprentice will be paid the following percentage of the minimum wage for the appropriate adult classification:

16.6              All percentages prescribed in this clause will be calculated to the nearest 10 cents. Any broken part of 10 cents in the result being less than five cents will be disregarded and five cents and over will go to the higher 10 cents.

16.7              National training wage

[Sched C renumbered as Sched D by PR991601]

See Schedule D

16.8              Supported wage system

[Sched D renumbered as Sched E by PR991601]

See Schedule E

17.              Allowances

[Varied by PR991601]

17.1              Meal allowance

An employee required to work overtime for more than two hours per shift without being notified on the previous day or earlier must either be supplied with a meal by the employer or paid an allowance of $10.07.

17.2              Sewerage treatment plant allowance

Employees working at designated sewerage treatment plants will be paid an additional amount of 45% of the standard rate for each shift they are engaged in work at a designated sewerage treatment plant.

17.3              Boot allowance

Where the employee is directed to wear specific outdoor footwear as part of their employment and this footwear is not supplied by the employer the employee will be paid an allowance of $0.16 for each hour worked. This does not include items such as black shoes for service staff.

17.4              Equipment allowance

Where an employee is required to provide ski/board equipment as part of their employment, and this equipment is not supplied by the employer, the employee will be paid an allowance of $0.33 for each hour worked. An employee entitled to the equipment allowance will be entitled to this instead of the boot allowance.

17.5              Protective clothing reimbursement

(a)              The employer must provide all employees who are outdoor workers, including Snowsports Instructors, with appropriate wet weather and protective clothing free of charge, or must reimburse the employee the cost of purchasing such clothing.

(b)              Where protective clothing, uniforms and/or other tools and equipment are supplied without cost to the employee, or the cost of which has been reimbursed to the employee, it will remain the property of the employer and will be returned by the employee to the employer when requested on termination of the employee's employment. Loss due to any cause or damage through misuse by the employee will be charged against the employee's wages. A deduction at a reasonable rate may be made by the employer, provided that no deduction will be made for reasonable wear and tear.

17.6              Airfare reimbursement

[Sched A renumbered as Sched B by PR991601]

(a)              Snowsports Instructors, who are in Category A, B or C according to Schedule B, are entitled to an airfare reimbursement of up to $700 where they are:

(i)              engaged overseas in the Northern Hemisphere in the preceding season as part of an exchange program or working as a full‑time instructor for a full season at a snowsports school in the Northern Hemisphere approved by prior arrangement with the school director; or

(ii)              engaged overseas in the Northern Hemisphere in the preceding season and enter Australia as temporary non-residents.

(b)              In order to qualify for an airfare reimbursement the employee will be required to prove that a minimum of eight weeks has been worked on a full‑time basis at an approved snowsports school in the Northern Hemisphere and will also be required to produce the original airline ticket in order to prove that the expense has been incurred.

17.7              Adjustment of expense related allowances

(a)              At the time of any adjustment to the standard rate, each expense related allowance will be increased by the relevant adjustment factor. The relevant adjustment factor for this purpose is the percentage movement in the applicable index figure most recently published by the Australian Bureau of Statistics since the allowance was last adjusted.

(b)              The applicable index figure is the index figure published by the Australian Bureau of Statistics for the Eight Capitals Consumer Price Index (Cat No. 6401.0), as follows:

18.              Accident pay

18.1              Subject to clause 18.2, an employee is entitled to accident pay in accordance with the terms of:

(a)              a notional agreement preserving a State award that would have applied to the employee immediately prior to 1 January 2010 or an award made under the Workplace Relations Act 1996 (Cth) that would have applied to the employee immediately prior to 27 March 2006, if the employee had at that time been in their current circumstances of employment and no agreement made under the Workplace Relations Act 1996 (Cth) had applied to the employee; and

(b)              that would have entitled the employee to accident pay in excess of the employee's entitlement to accident pay, if any, under any other instrument.

18.2              The employee's entitlement to accident pay under the a notional agreement preserving a State award or award is limited to the amount of accident pay which exceeds the employee's entitlement to accident pay, if any, under any other instrument.

18.3              This clause does not operate to diminish an employee's entitlement to accident pay under any other instrument.

18.4              This clause ceases to operate on 31 December 2014.

19.              Higher duties, dual-role employment and multi-hiring arrangement

[Varied by PR991601]

19.1              Higher duties

An employee engaged on any one day or shift for a time exceeding two hours in the aggregate on work carrying a higher rate than their ordinary classification will be paid the higher rate for such day or shift. If so engaged for two hours or less in the aggregate on any one day or shift, the employee will be paid the higher rate for the time so worked. Where this clause applies, clauses 19.2 and 19.3 do not apply.

19.2              Dual-role employment

(a)              Due to the unique nature of most positions under this award, in that they are generally only available during that part of the year when alpine lifting is being provided, employees may be offered dual-role employment (where operational requirements allow) in which the employee may have two distinct roles.

(b)              In these circumstances any offer of employment will set out the terms and conditions for each role and these will be mutually agreed between the two parties prior to the commencement of this type of employment.

(c)              Where this clause applies, clause 19.1 does not apply.

19.3              Multi-hiring arrangement

(a)              As an alternative, or in addition to, dual-role employment, an employee may by agreement be engaged on a multi-hiring arrangement.

(b)              If an employer and an employee enter into a multi-hiring arrangement, the parties must agree on the primary role of the employee.

[Sched A renumbered as Sched B by PR991601]

(c)              The employer may then offer the employee, and the employee may undertake, a non-primary role (or roles) in any level or classification within Schedule B - Classification Definitions that they are qualified for, provided that:

(i)              any non-primary role is to be undertaken, and paid for, on a casual basis; and

(ii)              any hours worked by an employee in a non-primary role do not count toward ordinary hours or overtime in the employee's primary role.

(iii)              Where this clause applies, clause 19.1 does not apply.

20.              Payment of wages

An employer may pay an employee their wages either weekly, fortnightly or monthly by payment into the employee's nominated bank account by electronic funds transfer, without cost to the employee.

21.              Superannuation

21.1              Superannuation legislation

(a)              Superannuation legislation, including the Superannuation Guarantee (Administration) Act 1992 (Cth), the Superannuation Guarantee Charge Act 1992 (Cth), the Superannuation Industry (Supervision) Act 1993 (Cth) and the Superannuation (Resolution of Complaints) Act 1993 (Cth), deals with the superannuation rights and obligations of employers and employees. Under superannuation legislation individual employees generally have the opportunity to choose their own superannuation fund. If an employee does not choose a superannuation fund, any superannuation fund nominated in the award covering the employee applies.

(b)              The rights and obligations in these clauses supplement those in superannuation legislation.

21.2              Employer contributions

An employer must make such superannuation contributions to a superannuation fund for the benefit of an employee as will avoid the employer being required to pay the superannuation guarantee charge under superannuation legislation with respect to that employee.

21.3              Voluntary employee contributions

(a)              Subject to the governing rules of the relevant superannuation fund, an employee may, in writing, authorise their employer to pay on behalf of the employee a specified amount from the post-taxation wages of the employee into the same superannuation fund as the employer makes the superannuation contributions provided for in clause 21.2.

(b)              An employee may adjust the amount the employee has authorised their employer to pay from the wages of the employee from the first of the month following the giving of three months' written notice to their employer.

(c)              The employer must pay the amount authorised under clauses 21.3(a) or (b) no later than 28 days after the end of the month in which the deduction authorised under clauses 21.3(a) or (b) was made.

21.4              Superannuation fund

Unless, to comply with superannuation legislation, the employer is required to make the superannuation contributions provided for in clause 21.2 to another superannuation fund that is chosen by the employee, the employer must make the superannuation contributions provided for in clause 21.2 and pay the amount authorised under clauses 21.3(a) or (b) to one of the following superannuation funds:

(a)              HOSTPLUS;

(b)              AustralianSuper;

(c)              AssetSuper; or

(d)              any superannuation fund to which the employer was making superannuation contributions for the benefit of its employees before 12 September 2008, provided the superannuation fund is an eligible choice fund.

Part 5 - Hours of Work and Related Matters

22.              Ordinary hours of work and rostering

22.1              Ordinary hours may be worked on an any five days of the week with a maximum of 10 hours per day.

22.2              The ordinary hours of full-time employees will average 38 per week over a maximum work cycle of four weeks.

22.3              The ordinary hours of part-time employees will average at least eight and no more than 35 per week over a maximum work cycle of four weeks.

22.4              Rostered days off

(a)              This subclause only applies to full-time employees other than seasonal employees.

(b)              Notice

(i)              An employer will give at least one week's notice of a rostered day off.

(ii)              An employee may agree to a lesser period of notice than that specified in clause 22.4(b)(i).

(c)              Substitute days

(i)              An employer may require an employee to work on the employee's rostered day off in the event of an emergency.

(ii)              In the circumstances addressed by clause 22.4(c)(i), the employee will be paid time and a half for all time worked on the rostered day off and will be granted another rostered day off.

22.5              Make-up time

Notwithstanding provisions elsewhere in this award, the employer and the majority of employees at an enterprise may agree to establish a system of make-up time provided that:

(a)              An employee may elect, with the consent of the employer, to work make-up time under which the employee takes time off during ordinary hours, and works those hours at a later time, during the spread of ordinary hours provided in this award.

(b)              An employee on shiftwork 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, at the shiftwork rate which would have been applicable to the hours taken off.

23.              Rostering

23.1              The employer must prepare a roster showing the name of each employee and their days of work and starting and finishing times and post it on a noticeboard which is conveniently located at or near the workplace or through electronic means, whichever makes it more accessible.

23.2              The roster will be alterable:

(a)              at any time by mutual consent; and

(b)              by the employer on the day prior to when the rostered shift was originally scheduled to be worked, or where notice is unable to be given of the roster change on the previous day, with as much notice as is reasonably practicable in the circumstances.

24.              Breaks

24.1              If an employee, including a casual employee, is required to work for five or more hours in a day they must be given an unpaid meal break of no less than 30 minutes.

24.2              The break must be given no earlier than one hour after starting work and no later than six hours after starting work.

24.3              Where operational requirements do not allow time for an unpaid meal break in accordance with clause 24.1, the employee will be given a paid meal break of 20 minutes.

24.4              If the unpaid meal break is rostered to be taken after five hours of starting work, the employee must be given an additional 20 minute paid meal break. The employer must allow the employee to take this additional meal break no earlier than two hours after starting work and no later than five hours after starting work.

24.5              If an employee is not given a meal break in accordance with clauses 24.1 or 24.4 the employer must pay the employee overtime rates from the end of six hours until either the meal break is given or the shift ends.

24.6              An employee is entitled to receive an additional 30 minute unpaid meal break for each additional five hours worked by them in a day. The taking of any additional meal breaks is to be as per clauses 24.4 and 24.5 above.

25.              Penalty rates

25.1              Payment for work performed on public holidays

Other than Snowsports Instructors, all time worked on a public holiday must be paid for at the rate of double time and a half for the hours worked. In the case of casual employees this rate includes the casual loading of 25%.

25.2              Overtime

An employee, other than a casual employee or a Snowsports Instructor, must be paid overtime rates for:

(a)              any hours in excess of the ordinary hours per week that the employee is engaged to work;

(b)              any hours in excess of 10 per day, excluding meal breaks; or

(c)              any hours in excess of an average of 38 per week over the length of the cycle.

25.3              The overtime rates are as follows:

(a)              time and a half for the first two hours; and

(b)              double time thereafter.

Part 6 - Leave and Public Holidays

26.              Annual leave

26.1              Annual leave is provided for in the NES.

26.2              Paid leave in advance of accrued entitlement

An employer may allow an employee to take annual leave either wholly or partly in advance before the leave has accrued. Where paid leave has been granted to an employee in excess of the employee's accrued entitlement, and the employee subsequently leaves or is discharged from the service of the employer before completing the required amount of service to account for the leave provided in advance, the employer is entitled to deduct the amount of leave in advance still owing from any remuneration payable to the employee upon termination of employment.

26.3              Requirement to take leave notwithstanding terms of the NES

An employer may require an employee to take annual leave by giving at least four weeks' notice in the following circumstances:

(a)              as part of a close-down of its operations; or

(b)              where more than 30 days' leave is accrued.

27.              Personal/carer's leave and compassionate leave

Personal/carer's leave and compassionate leave are provided for in the NES.

28.              Community service leave

Community service leave is provided for in the NES.

29.              Public holidays

29.1              Public holidays are provided for in the NES.

29.2              Substitution of public holidays by agreement

By agreement between the employer and the majority of employees in the relevant enterprise or section of the enterprise, an alternative day may be taken as the public holiday in substitution of any of the days prescribed in s.115 of the Act.

29.3              Additional arrangements for employees other than casuals

An employee whose rostered day off falls on a public holiday must, subject to clause 29.2, either:

(a)              be paid an extra day's pay; or

(b)              be provided with an alternative day off within 28 days; or

(c)              receive an additional day's annual leave.

29.4              A permanent or seasonal employee who works on a public holiday which is subject to substitution as provided for by the NES will be entitled to the benefit of the substitute day.

Schedule A - Transitional Provisions

[Sched A inserted by PR991601]

A.1              General

A.1.1              The provisions of this schedule deal with minimum obligations only.

A.1.2              The provisions of this schedule are to be applied:

(a)              when there is a difference, in money or percentage terms, between a provision in a relevant transitional minimum wage instrument (including the transitional default casual loading), award-based transitional instrument or preserved collective State agreement on the one hand and an equivalent provision in this award on the other;

(b)              when a loading or penalty in a relevant transitional minimum wage instrument, award-based transitional instrument or preserved collective State agreement has no equivalent provision in this award;

(c)              when a loading or penalty in this award has no equivalent provision in a relevant transitional minimum wage instrument, award-based transitional instrument or preserved collective State agreement; or

(d)              when there is a loading or penalty in this award but there is no relevant transitional minimum wage instrument, award-based transitional instrument or preserved collective State agreement.

A.2              Minimum wages - existing minimum wage lower

A.2.1              The following transitional arrangements apply to an employer which, immediately prior to 1 January 2010:

(a)              was obliged,

(b)              but for the operation of an agreement-based transitional instrument or an enterprise agreement would have been obliged, or

(c)              if it had been an employer in the industry or of the occupations covered by this award would have been obliged

by a transitional minimum wage instrument and/or an award-based transitional instrument or a preserved collective State agreement to pay a minimum wage lower than that in this award for any classification of employee.

A.2.2              In this clause minimum wage includes:

(a)              a minimum wage for a junior employee, an employee to whom training arrangements apply and an employee with a disability;

(b)              a piecework rate; and

(c)              any applicable industry allowance.

A.2.3              Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the minimum wage in the relevant transitional minimum wage instrument and/or award-based transitional instrument or preserved collective State agreement for the classification concerned.

A.2.4              The difference between the minimum wage for the classification in this award and the minimum wage in clause A.2.3 is referred to as the transitional amount.

A.2.5              From the following dates the employer must pay no less than the minimum wage for the classification in this award minus the specified proportion of the transitional amount:

A.2.6              The employer must apply any increase in minimum wages in this award resulting from an annual wage review.

A.2.7              These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.

A.3              Minimum wages - existing minimum wage higher

A.3.1              The following transitional arrangements apply to an employer which, immediately prior to 1 January 2010:

(a)              was obliged,

(b)              but for the operation of an agreement-based transitional instrument or an enterprise agreement would have been obliged, or

(c)              if it had been an employer in the industry or of the occupations covered by this award would have been obliged

by a transitional minimum wage instrument and/or an award-based transitional instrument or a preserved collective State agreement to pay a minimum wage higher than that in this award for any classification of employee.

A.3.2              In this clause minimum wage includes:

(a)              a minimum wage for a junior employee, an employee to whom training arrangements apply and an employee with a disability;

(b)              a piecework rate; and

(c)              any applicable industry allowance.

A.3.3              Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the minimum wage in the relevant transitional minimum wage instrument and/or award-based transitional instrument or preserved collective State agreement for the classification concerned.

A.3.4              The difference between the minimum wage for the classification in this award and the minimum wage in clause A.3.3 is referred to as the transitional amount.

A.3.5              From the following dates the employer must pay no less than the minimum wage for the classification in this award plus the specified proportion of the transitional amount:

A.3.6              The employer must apply any increase in minimum wages in this award resulting from an annual wage review. If the transitional amount is equal to or less than any increase in minimum wages resulting from the 2010 annual wage review the transitional amount is to be set off against the increase and the other provisions of this clause will not apply.

A.3.7              These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.

A.4              Loadings and penalty rates

For the purposes of this schedule loading or penalty means a:

·              casual or part-time loading;

·              Saturday, Sunday, public holiday, evening or other penalty;

·              shift allowance/penalty.

A.5              Loadings and penalty rates - existing loading or penalty rate lower

A.5.1              The following transitional arrangements apply to an employer which, immediately prior to 1 January 2010:

(a)              was obliged,

(b)              but for the operation of an agreement-based transitional instrument or an enterprise agreement would have been obliged, or

(c)              if it had been an employer in the industry or of the occupations covered by this award would have been obliged

by the terms of a transitional minimum wage instrument, an award-based transitional instrument or a preserved collective State agreement to pay a particular loading or penalty at a lower rate than the equivalent loading or penalty in this award for any classification of employee.

A.5.2              Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the loading or penalty in the relevant transitional minimum wage instrument, award-based transitional instrument or preserved collective State agreement for the classification concerned.

A.5.3              The difference between the loading or penalty in this award and the rate in clause A.5.2 is referred to as the transitional percentage.

A.5.4              From the following dates the employer must pay no less than the loading or penalty in this award minus the specified proportion of the transitional percentage:

A.5.5              These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.

A.6              Loadings and penalty rates - existing loading or penalty rate higher

A.6.1              The following transitional arrangements apply to an employer which, immediately prior to 1 January 2010:

(a)              was obliged,

(b)              but for the operation of an agreement-based transitional instrument or an enterprise agreement would have been obliged, or

(c)              if it had been an employer in the industry or of the occupations covered by this award would have been obliged

by the terms of a transitional minimum wage instrument or an award-based transitional instrument or a preserved collective State agreement to pay a particular loading or penalty at a higher rate than the equivalent loading or penalty in this award, or to pay a particular loading or penalty and there is no equivalent loading or penalty in this award, for any classification of employee.

A.6.2              Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the loading or penalty in the relevant transitional minimum wage instrument, award-based transitional instrument or preserved collective State agreement.

A.6.3              The difference between the loading or penalty in this award and the rate in clause A.6.2 is referred to as the transitional percentage. Where there is no equivalent loading or penalty in this award, the transitional percentage is the rate in A.6.2.

A.6.4              From the following dates the employer must pay no less than the loading or penalty in this award plus the specified proportion of the transitional percentage:

A.6.5              These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.

A.7              Loadings and penalty rates - no existing loading or penalty rate

A.7.1              The following transitional arrangements apply to an employer not covered by clause A.5 or A.6 in relation to a particular loading or penalty in this award.

A.7.2              Prior to the first full pay period on or after 1 July 2010 the employer need not pay the loading or penalty in this award.

A.7.3              From the following dates the employer must pay no less than the following percentage of the loading or penalty in this award:

A.7.4              These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.

Schedule B - Classification Definitions

[Sched A renumbered as Sched B by PR991601]

B.1              Training level

B.1.1              Training Level is the level at which staff are undergoing training prior to being deemed competent to undertake their substantive role at the appropriate Resort Worker Level, excluding those who are being trained in Plant Operators role. It is also the rate to be paid to staff while attending orientation or induction programs.

B.1.2              The maximum period of time on which an employee may be engaged at the Training Level is seven weeks.

B.2              Resort Worker Level 1

B.2.1              Resort Worker Level 1 means an employee who is engaged in a role that requires no previous experience, some on-the-job training and who works under supervision in roles including:

·              Carparking duties

·              Outdoor and Indoor Assistant roles including Race Event Workers, Snowsports Assistants, Painters and Lift Attendants whose roles are primarily focused on specific labouring tasks

·              General unskilled labour tasks

·              Bar Assistant who is employed primarily in non-service duties

·              Food Service Assistant - duties including removing food plates, setting and/or wiping down tables, cleaning and tidying of associated areas

·              Kitchenhand duties

·              Housekeeping duties assisting under supervision in the servicing of resort property and cleaning thereof

·              Laundry duties assisting in laundry service

B.3              Resort Worker Level 2

B.3.1              Resort Worker Level 2 means an employee who is engaged in a role that requires some previous relevant experience or qualifications, detailed on-the-job training for the specific employers requirements and work under supervision.

B.3.2              The following roles are examples:

·              An employee who is engaged in general clerical or office duties

·              Guest Service roles including Ticket and Pass sales, Hire sales and service, Retail Sales, Concourse Attendants and Tour Guides

·              Trainee Plant Operator roles (including Trainee Train Drivers) who are undergoing training and assessment and are yet to be deemed competent

·              A person involved in the coordination and instruction of other staff involved in Carparking operations

·              Unqualified Child Care Workers

·              Municipal Services (garbage collection etc.)

·              Pool attendants with lifeguard qualifications

·              Ticket Checkers, Uniform Room Attendants and Mountain Awareness staff

·              Snowsports administrative staff who are responsible for the booking of lessons

·              Bar duties including service, cellar and bottle sales

·              Food Service duties including service, cashier and waiting duties

·              Housekeeping involved in the servicing and cleaning of resort property

·              A Cook being an unqualified person involved in the preparation, butchering or cooking of food

·              An employee who is engaged in reception/reservations duties including night auditing, telephonist, receptionist, cashier, information services, portering or reservations.

·              Laundry duties involved in laundry production duties such as machine operation

B.4              Resort Worker Level 3

B.4.1              Resort Worker Level 3 means an employee who is engaged in a role that requires significant previous experience in the field in which they are to be employed or who will be involved in roles that require specialist training by the employer.

B.4.2              The following roles are examples:

·              A Lift Operator who is responsible for the safe operation of aerial and surface lifting, the loading and unloading of guests, maintaining the lift station and reporting of mechanical faults to appropriate trades and supervisory staff

·              An employee involved in Mountain operation roles such as Assistant Ski Patrol and Trail Crew

·              Trades Assistants in Electrical, Mechanical, Fitting & Machinery and Building disciplines including (but not limited to) Electrical Assistants, Track Maintenance Assistants, Fitters and Machinists, Carpentry Assistants and Leading Hand Labourers

·              Beauty Therapist and Spa Attendant

·              Storeperson or Cellar person with forklift qualifications and who is engaged as such

·              Food Service & Bar staff who supervise staff of a lower grade and who work without supervision

·              A Kitchen attendant who has the responsibility for the supervision, training and coordination of kitchen attendants of a lower grade

·              An employee in a Housekeeping, Porter or Laundry role who has the appropriate level of training and who is employed to supervise employees of a lower grade

·              An employee who is engaged in night auditing, Hotel reception or reservations who has more than three years' experience in a similar role in a Hotel or Travel Reservations business

B.5              Resort Worker Level 4

B.5.1              Resort Worker Level 4 means an employee who is engaged in a role that requires specialist skills built on previous experience and qualifications or who provides direction for staff at a lower level.

B.5.2              The following roles are examples:

·              An employee who is engaged in the supervision of other staff involved in reception/reservations duties including night auditing, telephonist, receptionist, cashier, information services or reservations

·              An employee who is engaged in the supervision of Guest Service roles including Ticket and Pass sales, Hire sales and service, Retail Sales, Concourse Attendants and Information and Tour Guides

·              An employee engaged in Cashroom, Treasury or other similar back office cash reconciliation roles

·              Experienced Painters

·              Qualified Fitness Instructor with lifeguard qualifications

·              Bar and Food Service staff who supervise staff of a lower grade in running a particular section, restaurant or bar

·              A Qualified Chef, who has completed an apprenticeship in this discipline

·              An employee who is engaged as an Inventory Controller or Uniform Room Coordinators

B.6              Resort Worker Level 5

B.6.1              Resort Worker Level 5 means an employee who has the appropriate level of training and who is employed to supervise and/or train employees of a lower grade.

B.6.2              The following roles are examples:

·              An employee who is engaged in the supervision of Lift Operators

·              Treasury/Cashroom staff

B.7              Resort Worker Level 6

B.7.1              Resort Worker Level 6 means an employee who is engaged in a role that requires the completion of a recognised qualification in the field in which they are employed and have been deemed competent to fulfil the following roles:

·              A Plant Operator who has been deemed competent in the operation of plant and equipment including (but not limited to) Transport vehicles, Groomers, Excavators, Cranes, Trains, Snowmaking or Sewerage Plant equipment

·              Railway Track Inspectors

·              A Child Care Worker who has completed as a minimum an AQF Certificate 3 or 4 in Children's Services (or equivalent)

·              A qualified Ski Patroller

·              Trade qualified staff who have completed an apprenticeship in an Electrical, Fitting, Mechanical, Painting, Spray Painting, Carpentry or Building discipline and are undertaking work in their relevant discipline

·              An employee who is employed to Supervise staff undertaking Trail Crew or Snowsports Reservations duties

·              Qualified Beauty Therapist

·              Media Staff such as Reporters, Editors and Camera Operators

·              A Hospitality supervisor in any area of hospitality including but not limited to food & beverage, housekeeping, front office and reservations, laundry, stores, duty supervisors and the like

B.8              Resort Worker Level 7

B.8.1              Resort Worker Level 7 means an employee who is engaged in any of the following roles:

·              A Child Care Worker who is engaged as a supervisor and who has completed as a minimum an AQF Diploma in Children's Services

·              An employee who is engaged in the supervision of other staff involved in Plant Operation

·              A Qualified Chef who supervises or trains other kitchen staff, undertakes ordering and stock control and is solely responsible for other cooks and other kitchen employees in a single kitchen establishment

B.9              Instructors Category A

Instructors Category A means an employee who is engaged as a Snowsports Instructor (as defined), is a fully certified Instructor, and has obtained their APSI Level 3 Qualification or international equivalent (as can be seen in Table 5 in Schedule C) and has a minimum of 10 full-time seasons of practical experience. Full‑time season for the purposes of this category of employment will be a minimum of 12 successive weeks at a recognised snowsports school.

B.10              Instructors Category B

Instructors Category B means an employee who is engaged as a Snowsports Instructor (as defined) and has an intermediate level of certification, being their APSI Level 2 Qualification or international equivalent (as can be seen in Table 4 in Schedule C) and has full-time practical teaching experience.

B.11              Instructors Category C

Instructors Category C means an employee who is engaged as a Snowsports Instructor (as defined) and has a fundamental level of certification, being the APSI Level 1 Qualification or international equivalent (as can be seen in Table 3 in Schedule C) and has full-time practical teaching experience.

B.12              Instructors Category D

Instructors Category D means an employee who is engaged as a Snowsports Instructor (as defined) and has some teaching experience with an entry level qualification (as per Table 2 in Schedule C).

B.13              Instructors Category E

Instructors Category E means an employee who is engaged as a Snowsports Instructor (as defined) and has either no experience or a low level qualification (as per Table 1 in Schedule C).

Schedule C - Equivalency of Snowsports Qualifications

[Sched B renumbered as Sched C by PR991601]

Table 1

Country Association Certification Level

Australia APSI (Ski & SB) Instructor Training Course/Recruitment Clinic

Austria ÖSSV (Ski & SB) Anwärter

Canada CSIA (Ski) CSIA Level 1

Canada CASI (SB) CASI Level 1

Canada CSCF (Coaching) Entry Level (1)

New Zealand NZSIA (Ski & SB) C.S.I

Poland SITN-PZN Children's Level

Switzerland SSSA Kinderlehrer

United Kingdom BASI (Ski) Alpine Level 1

United Kingdom BASI (SB) SB Level 1

USA PSIA (Ski) PSIA Level 1

USA AASI (SB) AASI Level 1

Table 2

Country Association Certification Level

Australia APSI (Ski & SB) Children's Certificate

Canada CSCF (Coaching) Level 1 Advanced Certification

Table 3

Country Association Certification Level

Australia APSI (Ski & SB) APSI Level 1

Austria ÖSSV (Ski & SB) Anwärter

Canada CSIA (Ski) CSIA Level 2

Canada CASI (SB) CASI Level 2

Canada CSCF (Coaching) Development Level (2)

Czech Republic APUL APUL C

Japan SIA IT I (Bronze Medal)

Netherlands NVVS A-Diploma

New Zealand NZSIA (Ski & SB) Stage One

Poland SITN-PZN Level Basic

Slovakia SAPUL C Qualification

Slovenia SIAS Level 1

Switzerland SSSA Stufe 1

United Kingdom BASI (Ski) Alpine L2

United Kingdom BASI (SB) SB L2

USA AASI (SB) AASI Level 2

USA PSIA (Ski) PSIA Level 2

Table 4

Country Association Certification Level

Australia APSI (Ski & SB) APSI Level 2

Austria ÖSSV (Ski & SB) Landesschilehrer

Canada CSIA (Ski) CSIA Level 3

Canada CASI (SB) CASI Level 3

Canada CSCF (Coaching) Performance Level (3)

Czech Republic APUL APUL B

Japan SIA IT II (Silver Medal)

Netherlands NVVS B-Diploma

Poland SITN-PZN Assistant PZN

Slovakia SAPUL B Qualification

Slovenia SIAS Level 2

Switzerland SSSA Stufe 2

United Kingdom BASI (Ski) Ski Teacher

United Kingdom BASI (SB) SB Teacher

USA PSIA (Ski) PSIA Level 3

USA AASI (SB) AASI Level 3

USA USSA (Coaching) Level 200 State Coach

Table 5

Country Association Certification Level

Australia APSI (Ski & SB) APSI Level 3

Austria ÖSSV (Ski & SB) Staatlich geprüfter Schilehrer

Canada CSIA (Ski) CSIA Level 4

Canada CASI (SB) CASI Level 4

Canada CSCF (Coaching) Program Director (4)

Czech Republic APUL APUL A

Italy AMSI Maestro di Sci (Gold Level)

Japan SIA IT III (Gold Medal)

Netherlands NVVS C-Diploma

New Zealand NZSIA (Ski & SB) Stage Two

Poland SITN-PZN PZN-ISIA

Slovakia SAPUL A Qualification

Slovenia SIAS Level 3

Sweden ESS Examinerad Svensk Skidlarare (Level 3)

Switzerland SSSA Stufe 3

United Kingdom BASI (Ski) Diploma

USA PSIA (Ski) PSIA Level 3

USA AASI (SB) AASI Trainer

Schedule D - National Training Wage

[Sched C renumbered as Sched D by PR991601]

Schedule E - Supported Wage System

[Sched D renumbered as Sched E by PR991601]

E.1              This schedule defines the conditions which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this award.

E.2              In this schedule:

approved assessor means a person accredited by the management unit established by the Commonwealth under the supported wage system to perform assessments of an individual's productive capacity within the supported wage system

assessment instrument means the tool provided for under the supported wage system that records the assessment of the productive capacity of the person to be employed under the supported wage system

disability support pension means the Commonwealth pension scheme to provide income security for persons with a disability as provided under the Social Security Act 1991 (Cth), as amended from time to time, or any successor to that scheme

relevant minimum wage means the minimum wage prescribed in this award for the class of work for which an employee is engaged

supported wage system (SWS) means the Commonwealth Government system to promote employment for people who cannot work at full award wages because of a disability, as documented in the Supported Wage System Handbook. The Handbook is available from the following website: www.jobaccess.gov.au

SWS wage assessment agreement means the document in the form required by the Department of Education, Employment and Workplace Relations that records the employee's productive capacity and agreed wage rate

E.3              Eligibility criteria

E.3.1              Employees covered by this schedule will be those who are unable to perform the range of duties to the competence level required within the class of work for which the employee is engaged under this award, because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a disability support pension.

E.3.2              This schedule does not apply to any existing employee who has a claim against the employer which is subject to the provisions of workers compensation legislation or any provision of this award relating to the rehabilitation of employees who are injured in the course of their employment.

E.4              Supported wage rates

E.4.1              Employees to whom this schedule applies will be paid the applicable percentage of the relevant minimum wage according to the following schedule:

E.4.2              Provided that the minimum amount payable must be not less than $69 per week.

E.4.3              Where an employee's assessed capacity is 10%, they must receive a high degree of assistance and support.

E.5              Assessment of capacity

E.5.1              For the purpose of establishing the percentage of the relevant minimum wage, the productive capacity of the employee will be assessed in accordance with the Supported Wage System by an approved assessor, having consulted the employer and employee and, if the employee so desires, a union which the employee is eligible to join.

E.5.2              All assessments made under this schedule must be documented in an SWS wage assessment agreement, and retained by the employer as a time and wages record in accordance with the Act.

E.6              Lodgement of SWS wage assessment agreement

E.6.1              All SWS wage assessment agreements under the conditions of this schedule, including the appropriate percentage of the relevant minimum wage to be paid to the employee, must be lodged by the employer with Fair Work Australia.

E.6.2              All SWS wage assessment agreements must be agreed and signed by the employee and employer parties to the assessment. Where a union which has an interest in the award is not a party to the assessment, the assessment will be referred by Fair Work Australia to the union by certified mail and the agreement will take effect unless an objection is notified to Fair Work Australia within 10 working days.

E.7              Review of assessment

The assessment of the applicable percentage should be subject to annual or more frequent review 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.

E.8              Other terms and conditions of employment

Where an assessment has been made, the applicable percentage will apply to the relevant minimum wage only. Employees covered by the provisions of this schedule will be entitled to the same terms and conditions of employment as other workers covered by this award on a pro rata basis.

E.9              Workplace adjustment

An employer wishing to employ a person under the provisions of this schedule 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 workers in the area.

E.10              Trial period

E.10.1              In order for an adequate assessment of the employee's capacity to be made, an employer may employ a person under the provisions of this schedule for a trial period not exceeding 12 weeks, except that in some cases additional work adjustment time (not exceeding four weeks) may be needed.

E.10.2              During that trial period the assessment of capacity will be undertaken and the percentage of the relevant minimum wage for a continuing employment relationship will be determined.

E.10.3              The minimum amount payable to the employee during the trial period must be no less than $69 per week.

E.10.4              Work trials should include induction or training as appropriate to the job being trialled.

E.10.5              Where the employer and employee wish to establish a continuing employment relationship following the completion of the trial period, a further contract of employment will be entered into based on the outcome of assessment under clause E.5.