Commonwealth Bank of Australia

Paaratte Paignie Painswick R. Braidwood Rural Building Sup. Cook grade 4 tradesperson. Broken Hill Pistol Club Inc. Aglink - North West Ag Charlton. In the absence of agreement, the employee is entitled to take up to 16 hours unpaid leave.


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No deduction for breakages or cashiering underings. Stand down of employees [PR]. Types of employment [PR]. Notice of Termination [PR]. Classifications and wage rates [PR].

Option for annualised salary. Broken periods of work [PR]. Hours of work [R]. Provision of employee accommodation and meals [PR]. Leave for consultation meetings. Index of facilitative provisions. Part B - Casino Gaming. Casino Gaming wage rates [PR]. TAB terminal, electronic gaming terminal or similar terminal.

Creates, maintains and generates simple reports;. For those employees who operate a fork-lift as only part of their duties, either food and beverage grade 3 or storeperson grade 2 are applicable. The employee must prove that the leave was reasonable. The employer must tell the employee in writing.

The employer must also send a copy of the notice to the Union on the same day. Such an employee will remain at this level for up to three months while the appropriate training for level 1 is undertaken and assessment made to move from the introductory level to level 1. At the end of three months from entry, an employee will move to level 1 other than where agreement has been reached and recorded between the employee and the employer that further training of up to three months is required for the employee to achieve competence for movement to level 1.

Between 27 February and 15 April employers and employees who are part-time employees shall seek to reach agreement in accordance with clause New South Wales; and. This award relates to the industry of persons employed in any capacity whether full-time, regular part-time or casual in hotels, resorts, casinos, taverns, wine saloons, wine and spirit merchants retailing to the general public and other retail licensed establishments in or in connection with accommodation, with the selling of drinks, preparing and serving food and drinks, cleaning and attending to the premises and all other services associated therewith.

Part A of this Award does not apply to front office and clerical employees in the South Eastern Division of Queensland].

IRC of during the period of operation of that award [see clause 28, Area, Incidence and Duration of that award] except in relation to superannuation. IRC of during the period of operation of that award which is on and from 15 September to 5 October inclusive. The South-Eastern Division of Queensland commences at Point Danger, and is bound by the southern boundary of the State westerly to degrees of east longitude; by that degree of longitude bearing true north to 24 degrees 30 minutes of south latitude; by that parallel of latitude bearing true east to the sea coast; and thence by the sea coast southerly to the point of commencement and all islands comprised in any State or Federal electorate in the South-Eastern Division of Queensland.

Do the work of any classification set out in clauses 3, 19 and 41 of this award. These additional obligations do not apply to employers who employ fewer than 15 employees. This paragraph provides for penalty rates for casual employees in addition to the standard casual loading.

For work performed between the hours of 7. For work performed between midnight and 7. For the purposes of this clause, midnight shall include midnight Sunday. In considering a request, the employer may have regard to any of the following factors:. However, nothing in this clause requires an employer to convert a casual employee working two hour shifts to regular part-time employment.

Service with the same employer prior to 1 July will be taken into account for the purposes of any such election. Any dispute arising about the application of this subclause between the date of this order and 1 July may be referred to the Commission for resolution.

In the absence of agreement, the employee is entitled to not be available to attend work for up to 48 hours i. The casual employee is not entitled to any payment for the period of non-attendance. The rights of an employer to engage or not to engage a casual employee are otherwise not affected.

Where a person was employed as a part-time employee pursuant to the Hospitality Industry — Accommodation, Hotels, Resorts and Gaming Award , the employer and the employee should confer and seek to reach agreement on the translation to the terms of the Hospitality Industry — Accommodation, Hotels, Resorts and Gaming Award An employer who reaches an agreement with an employee which meets the requirements of In the event that an employer and employee cannot reach agreement pursuant to clause Any person completing a full apprenticeship for cooking must not be paid less than a cook tradesperson grade 3 rate contained in clause 18 - Classifications and wage rates.

Any broken part of ten cents in the result being less than five cents will be disregarded - five cents and over will go to the higher ten cents. An apprentice in Victoria under the age of eighteen years shall not, without his or her consent, be required to work overtime or shift work. The minimum rate of wages for junior employees are the undermentioned percentages of the rates prescribed for the appropriate adult classification for the work performed for the area in which such junior is working.

The minimum rates of wages for junior office employees are the undermentioned percentages of rates prescribed for the office employee 1st year of adult service in the clerical industry at the grade in which such junior is working. Any broken part of ten cents in the result being less than five cents is disregarded - five cents and over goes to the higher ten cents;. However, where a junior is employed the adult award rate for the work being performed must be paid;. If a birth certificate is required, the cost of it must be borne by the employer; and.

In the context of this clause, the following definitions will apply:. Guidelines and Assessment Process. For the purpose of establishing the percentage of the award rate to be paid to an employee under this award, the productive capacity of the employee will be assessed in accordance with the supported wage system and documented in an assessment instrument by either:.

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 will be in accordance with the procedures for assessing capacity under the supported wage system. Where an assessment has been made, the applicable percentage will apply to the wage rate only. Employees covered by the provisions of the clause will be entitled to the same terms and conditions of employment as all other workers covered by this award paid on a pro rata basis.

Changes may involve re-design of job duties, working time arrangements and work organisation in consultation with other workers in the area. Provided that such rate shall exclude:. An employee, other than an employee of a small employer as defined in An employee of a small employer as defined in Provided that service prior to 16 July shall not be taken into account in calculating an entitlement to severance pay for an employee of a small employer pursuant to In this circumstance the employee will be entitled to receive the benefits and payments they would have received under this clause had they remained with the employer until the expiry of the notice, but will not be entitled to payment in lieu of notice.

For this purpose a statutory declaration will be sufficient. An application for variation may be made by an employer or a group of employers. Provided that employment may be terminated by the employee working part of the required period of notice and by the employer making payment for the remainder of the period of notice. That total must be calculated on the basis of:. The time off shall be taken at times that are convenient to the employee after consultation with the employer.

Where a business is transmitted from one employer to another, as set out in clause 16 - Redundancy, the period of continuous service that the employee had with the transmittor or any prior transmittor is deemed to be service with the transmittee and taken into account when calculating notice of termination.

However, an employee shall not be entitled to notice of termination or payment in lieu of notice for any period of continuous service in respect of which notice has already been given or paid for. An adult employee of a classification specified in the table hereunder other than an apprentice or an employee in respect of whom a certificate under section of the Act is in force shall be paid not less than the rate per week assigned to the classification for the area in which such employee is working.

This arbitrated safety net adjustment may be offset against any equivalent amount in rates of pay received by employees whose wages and conditions of employment are regulated by this award which are above the wage rates prescribed in the award.

Such above-award payments include wages payable pursuant to certified agreements, currently operating enterprise flexibility agreements, Australian workplace agreements, award variations to give effect to enterprise agreements and overaward arrangements.

Absorption which is contrary to the terms of an agreement is not required. Provided further that for work performed between midnight and 7. For the purposes of this clause, midnight shall include midnight Sunday;.

For the purposes of this clause, midnight will include midnight Sunday. An employee who has undertaken a first aid course and who is the holder of a current recognised first aid qualification such as a certificate from the St. Employees other than casuals who have a broken work day shall receive an additional allowance for a spread of hours as prescribed in clause 26 - Hours of work, of this award as follows:.

An adult employee of a classification specified in the table hereunder must be paid not less that the rate per week assigned to the classification for the work on which such employee is engaged:.

All employees other than casuals are entitled to the following weekend penalty rates:. All time worked by an employee other than a casual on a public holiday set out in clauses Provided that such holiday may be allowed to the employee within 28 days of such holiday falling due. If for less than two hours the employee shall be paid the higher rate for the time so worked.

However, by agreement between the employer and the majority of employees in the workplace, in a week where a holiday occurs payment of wages may be made on Friday. Provided that this provision shall not apply to employees paid by electronic funds transfer. If such an employee is required to work on a public holiday, they are entitled to a day off in lieu or a day added to their annual leave entitlement.

The record shall be countersigned weekly by the employee and shall be kept at the place of employment for a period of at least six years. The provisions of this clause do not apply where the special clothing is paid for by the employer.

In the event of dispute as to an appropriate allowance under such an arrangement, the amount may be determined by a Board of Reference. Where protective clothing is supplied without cost to the employee, it will remain the property of the employer. In the event of dispute, the necessity for the provision of protective clothing may be determined by a Board of Reference.

The provisions of this clause shall not apply where the employer supplies such items without cost to the employee. When an employer requires an employee to work until it is too late to travel by his or her normal method of transport home the employer must pay the cost of transport for the employee to get home free of charge.

This clause does not apply where the employer provides accommodation for the employee for the night free of charge. When an employer requires an employee to start work before his or her normal starting time and before his or her normal method of transport to work is available the employer must pay the cost of transport for the employee to get to work.

This clause does not apply where the employer provides transport for the employee to get to work. In these circumstances the employer must pay the employee an amount equal to the cost of fares reasonably spent by the employee in travelling from the employees usual place of work to the new place of work. However the employer may recover any amount paid to an employee under this clause if the employee concerned leaves his or her employment or is dismissed for misconduct within three months of receiving such a payment.

Employees other than casuals who have a broken work day shall receive an additional allowance for a spread of hours as prescribed in clause 26 - Hours of work, of this award as follows: The legislation, as varied from time to time, governs the superannuation rights and obligations of the parties.

The daily minimum and maximum hours are exclusive of meal break intervals. In the case of a changeover of rosters the minimum break must be eight hours. The pro rata amount is 24 minutes pay for each eight hour day worked. Where broken shifts are worked the spread of hours can be no greater than twelve hours per day. The roster for all employees other than casuals will provide for a minimum ten hour break between the finish of ordinary hours on one day and the commencement of ordinary hours on the following day.

In the case of changeover of rosters, eight hours will be substituted for ten hours. The break must be given no earlier than one hour after starting work and no later than six hours after starting work. 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. In rostering for these breaks, the employer must make all reasonable efforts to ensure an even mix of work time and breaks.

The overtime rate payable to an employee depends on the time at which the overtime is worked. He or she must be paid for at least four hours even if he or she works for less than four hours. Julie is a full-time employee. She normally works eight hours per day Monday to Friday. On Tuesday she works 11 hours. John is asked to work on his rostered day off from 8 a. John has worked 3 hours but must be paid for at least four.

The four hour minimum payment does not apply to work: Overtime worked on any day stands alone. Jenny is a full-time employee. She works 2 hours overtime on Monday and one hour overtime on Tuesday. You do not treat the one hour of overtime worked on Tuesday as the third hour of overtime. It is paid at one and a half times her normal rate of pay not twice her normal rate of pay. This is because overtime worked on any day stands alone.

If starting work at the employees next rostered starting time would mean that the employee did not receive a full ten hour break then either: George normally works from 9 a.

On Tuesday he works overtime until midnight. Alternatively George could start work at 10 a. If the employee has swapped a shift with another employee which would mean that the employee cannot receive at least ten hours break before their next rostered start time then either:.

This agreement must be in writing. The employee must take the time off within four weeks of working the overtime. The employee must be paid at overtime rates. Jodie is a full-time employee.

She works three hours overtime on Wednesday. Where practicable two weeks notice of rostered day or days off should be given provided that the days off may be changed by mutual consent or through sickness or other cause over which the employer has no control. An employee other than a casual employee is entitled to at least four weeks annual leave after every twelve months continuous service.

Current pay rates are in clause 18 - Classifications and wage rates. The employer and the employee may agree to extend this period to 12 months. In the absence of agreement, the employer may give at least 14 days notice of the commencement of leave or part of leave which is due to the employee.

An employee must take annual leave. However, if the employee leaves or is dismissed, the employer must pay the employee one twelfth of four weeks pay at award rates for each full month the employee has worked or last qualified for leave.

Proportionate pay does not include leave loading. 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 in relation to caring responsibilities are set out in paragraph In this clause the term immediate family means:. 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.

Personal leave may accumulate to a maximum of hours. Full-time employees may take up to the full amount of their personal leave for the purposes of personal illness or injury, subject to the conditions set out in this clause. In normal circumstances an employee is not entitled to take leave for this purpose where another person has taken leave to care for the same person.

Provided that, an employee who normally works eight or more hours per day so as to provide a rostered day s off in a work cycle in accordance with In such circumstances, the employer and the employee shall agree upon the additional amount that may be accessed. If it is not reasonably practicable to inform the employer during the ordinary hours of the first day or shift of such absence, the employee will inform the employer within 24 hours of such 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 The entitlements of casual employees are set out in clause Where an employee has exhausted all personal leave entitlements, including accumulated leave entitlements, he or she is entitled to take unpaid bereavement leave.

The employer and the employee should agree on the length of the unpaid leave. In the absence of agreement, the employee is entitled to take up to 16 hours unpaid leave. An employee may take unpaid bereavement leave by agreement with the employer. Subject to the terms of this clause employees are entitled to maternity, paternity and adoption leave and a full-time employee may elect 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: 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. An eligible casual employee employed by their current employer, on or prior to 1 January , shall be entitled to parental leave under the term of the award as of 4 July An eligible casual employee employed on or after 4 July shall be entitled to parental leave under the term of the award as of 4 July 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. Where an employee takes leave under Any such change to be notified as soon as possible but no less than four weeks prior to the commencement of the changed arrangements. Nothing in this clause detracts from the basic entitlement in 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 longer as agreed under In the case of an employee transferred to a safe job pursuant to The holiday will be observed on the following Monday.

Monday 26 December, and. For example, if Christmas Day falls on a Sunday the employee must be paid 2. To be recognised as the leading shotgun sports club in the Canberra region, provide a high quality shotgun shooting venue, facilities and associated services for club members and their visitors.

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