Aged Care Employee Level 5 Sample Clauses

Aged Care Employee Level 5. An employee at this level: • Is capable of functioning semi-autonomously, and prioritising their own work within established policies, guidelines and procedures; • Is responsible for work performed with a substantial level of accountability; • Works either individually or in a team; may assist with supervision of others; • Requires a comprehensive knowledge of medical terminology and/or a working knowledge of health insurance schemes (admin/clerical); • May require basic computer knowledge or be required to use a computer on a regular basis; • Possesses administrative skills and problem solving abilities; • Possesses well developed communication, interpersonal and/or arithmetic skills; and • Requires substantial on-the-job training, may require formal qualifications at trade or certificate level and/or relevant skills training or experience. • In the case of a Personal care worker, is required to hold a relevant Certificate IV qualification. Indicative tasks performed at this level are: Indicative tasks performed at this level are: Commented [BW36]: Updated in accordance with the Aged Care Award., Sch B.4. General and Administrative Services Food Services Personal Care Senior Administration / Senior Receptionist, Maintenance/Handyperson (qualified) Driver (3 ton or over) Gardener (trade or TAFE Certificate III or above) Senior Cook (trade) Personal Care Worker Grade 3 General and Administrative Services Food Services Personal Care Secretary (interpreter) Chef Personal Care Worker Grade 4
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Aged Care Employee Level 5. A.5.1 An Employee at this level: • Is capable of prioritising work and exercising discretion within established policies, guidelines and procedures. • Is responsible for work performed with a substantial level of accountability. • Works either individually or in a team. • Possesses well developed communication, interpersonal and/or arithmetic skills. • Requires substantial on-the-job training, will require formal qualifications at trade or certificate level and/or relevant skills training or experience. • May require regular computer related duties, where those duties are an essential part of the function of the position and where the level of skill involved is multi- function administrative processing.

Related to Aged Care Employee Level 5

  • CASUAL SENIORITY EMPLOYEE LIST On or before September 1, 2016, School Boards shall establish a seniority list for casual/temporary employees, where a list does not currently exist. This will be a separate list from permanent employees and shall have as its sole purpose to track length of service with the Board. Further, the list shall have no other force or effect on local collective agreements other than those that may already exist for casual/temporary employees in the 2008-12 local collective agreement.

  • Benefit Level Two Health Care Network Determination Issues regarding the health care networks for the 2017 insurance year shall be negotiated in accordance with the following procedures:

  • Pre-Employment Testing A pre-employment drug test will be conducted under the following conditions, except where conditions listed in Part 382.301(b)(c) are met:

  • Employee Lists (A) Upon request of the Union on no more than a quarterly basis, the state will provide it with personnel data from the state personnel database (People First). These data will include employees’ names, home addresses, work locations, classification titles, and other data elements as identified by the Union that are not confidential under state law. This information will be prepared on the basis of the latest information available in the database at the time of the request.

  • Maternity/Child Care Leave A. The Board agrees to provide employees with a child care leave of absence, without pay, as set forth below:

  • Medicaid-Funded Hours Worked Effective July 1, 2021, the Employer shall contribute the Retirement Rate or eighty cents ($0.80), whichever is higher, to the Retirement Trust for each Medicaid-Funded Hour worked by all home care workers covered by this Agreement with seven-hundred and one (701) or more cumulative career hours and fifty cents ($0.50) for each hour worked by all home care workers covered by this Agreement with less than seven-hundred one (701) cumulative career hours. Medicaid- Funded Hour(s) worked shall be defined as all hours worked by all employees covered by this Agreement in the Employer's in-home care program that are paid by Medicaid, excluding vacation hours, paid-time off hours, and training hours.

  • Employee List No later than five (5) Business Days after the Bank Closing Date, the Assuming Institution shall provide the Receiver with a list of all Failed Bank employees the Assuming Institution will not hire. Unless otherwise agreed, the Assuming Institution shall pay all salaries and payroll costs for all Failed Bank employees until the list is provided to the Receiver. The Assuming Institution shall be responsible for all costs and expenses (i.e., salary, benefits, etc.) associated with all other employees not on that list from and after the date of delivery of the list to the Receiver. The Assuming Institution shall offer to the Failed Bank employees it retains employment benefits comparable to those the Assuming Institution, offers its current employees.

  • Re-employment List An employee who is reduced in position, or who is laid off by reason of a reduction in force accomplished pursuant to this Section, shall automatically have his/her name placed on a re- employment list for the position which he/she formerly held. The ranking of names upon such re- employment list shall be in accordance with the employee’s length of service with the City in that position. Such re-employment lists shall have priority for a period of two (2) years over any other eligibility list for such affected position, providing, however, that employees not reinstated within six (6) months after being laid off must pass a pre-employment physical examination prior to reinstatement.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration.

  • Employee Eligibility Verification The Contractor warrants that it fully complies with all Federal and State statutes and regulations regarding the employment of aliens and others and that all its employees performing work under this Contract meet the citizenship or alien status requirement set forth in Federal statutes and regulations. The Contractor shall obtain, from all employees performing work hereunder, all verification and other documentation of employment eligibility status required by Federal or State statutes and regulations including, but not limited to, the Immigration Reform and Control Act of 1986, 8 U.S.C. §1324 et seq., as they currently exist and as they may be hereafter amended. The Contractor shall retain all such documentation for all covered employees for the period prescribed by the law. The Contractor shall indemnify, defend with counsel approved in writing by County, and hold harmless, the County, its agents, officers, and employees from employer sanctions and any other liability which may be assessed against the Contractor or the County or both in connection with any alleged violation of any Federal or State statutes or regulations pertaining to the eligibility for employment of any persons performing work under this Contract.

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