Common use of AQF Qualifications Clause in Contracts

AQF Qualifications. Where this Award refers to AQF qualifications in Electrotechnology, or Electricity Supply Industry Transmission and Distribution, the National Electrotechnology Training Packages or the Training Packages for the Electricity Supply Industry – Transmission and Distribution and the preferred training models to achieve those qualifications will be those determined from time to time by the National Utilities and Electrotechnology Industry Training Advisory Body and endorsed by the National Training Framework Committee. Australian Qualifications Framework (AQF) The Australian Qualifications Framework (AQF) provides a comprehensive, nationally consistent yet flexible framework for all qualifications in Australia. A qualification is defined as “formal certification, issued by a relevant approved body, in recognition that a person has achieved learning outcomes or competencies relevant to identified individual, professional, industry or community needs”. Except upon the termination of employment, all wages including overtime shall be paid weekly and shall be paid in the employers time on any day other than Friday, Saturday or Sunday in each week. Employers shall not hold more than two days wages in reserve. Provided that in any week in which a public holiday occurs one day after the normal pay day, wages shall be paid in that week two days prior to such public holiday. By agreement between the employer and employee, wages may be paid by one of the following means: Cash Payment into the employees account by electronic funds transfer, without cost to the employee. ]However, an employer may pay an employee weekly by cash without consultation. An employee who is kept waiting for wages on pay day after the usual time for ceasing work, shall be paid at overtime rates. Adjustments of wages shall be rectified on the next pay day. If an employee takes an RDO on a day which coincides with pay day, the employee shall be paid not later than the working day immediately following pay day. Provided that, where the employer is able to make suitable arrangements, wages may be paid on the working day preceding pay day. Where employees are paid by electronic funds transfer, if for any reasons beyond the control of the employer and the employee, the transfer of funds is not effected at the nominated day, the employer may advance the employee an agreed amount, to be repaid by the employee on the day the wages are credited to the employee’s account. If the employee does not repay the money as required, the employer will be entitled to withhold the amount involved from the employee’s future wages or other entitlements. If an error is made and the amount credited to the employees account exceeds the entitlement, the employee shall observe the procedure described in the preceding sentence. If the amount is less than the employee’s entitlement, the employer shall pay by cash or cheque the amount of the shortfall. On the first payday occurring during an employee’s employment, the wages paid shall be whatever is due up to the completion of work on the previous day. This paragraph shall not apply to employers who made a practice of allowing advances to employees approximating wages due. On or prior to pay day the employer shall provide each employee with a statement showing: the name of the employee; the classification of the employee in accordance with the Award, AWA, certified agreement or old IR agreement under which he or she is employed; the date on which the payment to which the pay slip relates is made; the period of days to which that payment relates; if the employee is paid at an hourly rate of remuneration; the ordinary hourly rate; the number of hours in that period for which the employee was employed at that rate; the amount of the payment made at that rate; if the employee is paid at another hourly rate of remuneration in addition to the ordinary hourly rate: that other rate, or those other rates, of remuneration; the number of hours in the period for which the employee was employed at the other rate or rates; the amount of the payment made at the other rates or rates; if the employee is paid at an annual rate of remuneration – that rate as at the latest date to which the payment relates; the gross amount of the payment; the net amount of the payment; any amount included in the net amount of the payment that is by way of an allowance; the following details of each amount deducted from the gross amount of the payment; the purpose of each deduction; the name, or the name and number, of the fund or account into which the amount of the deduction was paid; if the Award, AWA, certified agreement or old IR agreement provides for superannuation contributions to be made by the employer for the benefit of the employee: the amount of each contribution made for the benefit of the employee during the period to which the pay slip relates; the name of the fund to which that contribution was made. Weekly wage rate An employee is entitled to be paid the gross weekly rate of pay per week as defined in 17.2 hereof. Gross weekly rate of pay To calculate the gross weekly rate of pay the following shall be added together: The gross weekly ordinary all purpose rate of pay set out in the relevant Table of this Award; and Applicable Special Allowances set out in the relevant Table of this Award. For the classification in which the employee is ordinarily employed. Gross weekly ordinary all purpose rate of pay To calculate an employee’s gross weekly all purpose rate of pay, the following shall be added together The minimum weekly wage rate set out in the relevant Table of this Award; plus Shift loadings if applicable; and Applicable all purpose allowances set out in the relevant Table of this Award. For the classification in which the employee is ordinarily employed. The gross weekly ordinary all purpose rate of pay is payable for all purposes of the Award and shall be included as appropriate when calculating payments for overtime, annual leave, sick and personal leave, annual leave loading, public holidays and pro rata payments on termination. Ordinary hourly rate The ordinary hourly rate is calculated by dividing the gross weekly ordinary all purpose rate of pay by 38. The ordinary hourly wage rate shall be paid for all purposes of this Award. An employee in any particular week of a work cycle shall be paid wages on the basis of an average of 38 ordinary hours per week in each work cycle so as to avoid fluctuations in the employees weekly pay. Under the averaging system, the employee accrues a ‘credit’ each day the employee works actual ordinary hours in excess of the daily average, which would otherwise be 7 hours and 36 minutes. An employee will not accrue a credit for each day the employee is absent from duty other than on annual leave, long service leave, public holidays, paid sick leave and personal leave, workers compensation, bereavement leave or jury service. An employee who is absent from duty for part of a day shall lose average pay for each hour or part thereof the employee is absent from duty at an hourly rate calculated by dividing the employee’s average daily pay rate by 8. Provided that when such an employee is absent from duty for a whole day the employee will not accrue a ‘credit’ as the employee would not have worked ordinary hours that day in excess of 7 hours 36 minutes for which the employee would otherwise have been paid. The amount by which an employees average gross weekly rate of pay will be reduced when the employee is absent from duty (on other than an authorised absence) is to be calculated as follows: Total of credits not accrued during cycle multiplied by the average weekly pay and divided by 38 hours. Federal Minimum Wage The federal minimum wage No employee shall be paid less than the federal minimum wages. Amount of federal adult minimum wage The federal minimum wage for full-time adult employees not covered by subclause

AQF Qualifications. Where this Award refers to AQF qualifications in Electrotechnology, or Electricity Supply Industry Transmission and Distribution, the National Electrotechnology Training Packages or the Training Packages for the Electricity Supply Industry – Transmission and Distribution and the preferred training models to achieve those qualifications will be those determined from time to time by the National Utilities and Electrotechnology Industry Training Advisory Body and endorsed by the National Training Framework Committee. Australian Qualifications Framework (AQF) The Australian Qualifications Framework (AQF) provides a comprehensive, nationally consistent yet flexible framework for all qualifications in Australia. A qualification is defined as “formal certification, issued by a relevant approved body, in recognition that a person has achieved learning outcomes or competencies relevant to identified individual, professional, industry or community needs”. Except upon the termination of employment, all wages including overtime shall be paid weekly and shall be paid in the employers time on any day other than Friday, Saturday or Sunday in each week. Employers shall not hold more than two days wages in reserve. Provided that in any week in which a public holiday occurs one day after the normal pay day, wages shall be paid in that week two days prior to such public holiday. By agreement between the employer and employee, wages may be paid by one of the following means: Cash Payment into the employees account by electronic funds transfer, without cost to the employee. ]However, an employer may pay an employee weekly by cash without consultation. An employee who is kept waiting for wages on pay day after the usual time for ceasing work, shall be paid at overtime rates. Adjustments of wages shall be rectified on the next pay day. If an employee takes an RDO on a day which coincides with pay day, the employee shall be paid not later than the working day immediately following pay day. Provided that, where the employer is able to make suitable arrangements, wages may be paid on the working day preceding pay day. Where employees are paid by electronic funds transfer, if for any reasons beyond the control of the employer and the employee, the transfer of funds is not effected at the nominated day, the employer may advance the employee an agreed amount, to be repaid by the employee on the day the wages are credited to the employee’s account. If the employee does not repay the money as required, the employer will be entitled to withhold the amount involved from the employee’s future wages or other entitlements. If an error is made and the amount credited to the employees account exceeds the entitlement, the employee shall observe the procedure described in the preceding sentence. If the amount is less than the employee’s entitlement, the employer shall pay by cash or cheque the amount of the shortfall. On the first payday occurring during an employee’s employment, the wages paid shall be whatever is due up to the completion of work on the previous day. This paragraph shall not apply to employers who made a practice of allowing advances to employees approximating wages due. On or prior to pay day the employer shall provide each employee with a statement showing: the name of the employee; the classification of the employee in accordance with the Award, AWA, certified agreement or old IR agreement under which he or she is employed; the date on which the payment to which the pay slip relates is made; the period of days to which that payment relates; if the employee is paid at an hourly rate of remuneration; the ordinary hourly rate; the number of hours in that period for which the employee was employed at that rate; the amount of the payment made at that rate; if the employee is paid at another hourly rate of remuneration in addition to the ordinary hourly rate: that other rate, or those other rates, of remuneration; the number of hours in the period for which the employee was employed at the other rate or rates; the amount of the payment made at the other rates or rates; if the employee is paid at an annual rate of remuneration – that rate as at the latest date to which the payment relates; the gross amount of the payment; the net amount of the payment; any amount included in the net amount of the payment that is by way of an allowance; the following details of each amount deducted from the gross amount of the payment; the purpose of each deduction; the name, or the name and number, of the fund or account into which the amount of the deduction was paid; if the Award, AWA, certified agreement or old IR agreement provides for superannuation contributions to be made by the employer for the benefit of the employee: the amount of each contribution made for the benefit of the employee during the period to which the pay slip relates; the name of the fund to which that contribution was made. Weekly wage rate An employee is entitled to be paid the gross weekly rate of pay per week as defined in 17.2 hereof. Gross weekly rate of pay To calculate the gross weekly rate of pay the following shall be added together: The gross weekly ordinary all purpose rate of pay set out in the relevant Table of this Award; and Applicable Special Allowances set out in the relevant Table of this Award. For the classification in which the employee is ordinarily employed. Gross weekly ordinary all purpose rate of pay To calculate an employee’s gross weekly all purpose rate of pay, the following shall be added together The minimum weekly wage rate set out in the relevant Table of this Award; plus Shift loadings if applicable; and Applicable all purpose allowances set out in the relevant Table of this Award. For the classification in which the employee is ordinarily employed. The gross weekly ordinary all purpose rate of pay is payable for all purposes of the Award and shall be included as appropriate when calculating payments for overtime, annual leave, sick and personal leave, annual leave loading, public holidays and pro rata payments on termination. Ordinary hourly rate The ordinary hourly rate is calculated by dividing the gross weekly ordinary all purpose rate of pay by 38. The ordinary hourly wage rate shall be paid for all purposes of this Award. An employee in any particular week of a work cycle shall be paid wages on the basis of an average of 38 ordinary hours per week in each work cycle so as to avoid fluctuations in the employees weekly pay. Under the averaging system, the employee accrues a ‘credit’ each day the employee works actual ordinary hours in excess of the daily average, which would otherwise be 7 hours and 36 minutes. An employee will not accrue a credit for each day the employee is absent from duty other than on annual leave, long service leave, public holidays, paid sick leave and personal leave, workers compensation, bereavement leave or jury service. An employee who is absent from duty for part of a day shall lose average pay for each hour or part thereof the employee is absent from duty at an hourly rate calculated by dividing the employee’s average daily pay rate by 8. Provided that when such an employee is absent from duty for a whole day the employee will not accrue a ‘credit’ as the employee would not have worked ordinary hours that day in excess of 7 hours 36 minutes for which the employee would otherwise have been paid. The amount by which an employees average gross weekly rate of pay will be reduced when the employee is absent from duty (on other than an authorised absence) is to be calculated as follows: Total of credits not accrued during cycle multiplied by the average weekly pay and divided by 38 hours. Federal Minimum Wage The federal minimum wage No employee shall be paid less than the federal minimum wages. Amount of federal adult minimum wage The federal minimum wage for full-time adult employees not covered by subclausesubclause 17.6.4 (special categories clause) is $467.40 per week. Adults employed as part-time or casual shall continue to be entitled to receive the wage rate determined under the casual and part-time clauses of the Award. Provided that such employees shall not be paid less than pro rata the minimum wage specified in subclause 17.6.2(a) according to the number of hours worked. How the Federal Minimum Wage Applies to Juniors