Common use of Procedures for Preventing and Settling Disputes Clause in Contracts

Procedures for Preventing and Settling Disputes. 68.1 If a dispute between the Employer and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, this clause 68 sets out procedures to settle the dispute. 68.2 An Employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause 68. 68.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and the Employer or the relevant supervisors or managers. 68.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission. 68.5 The Fair Work Commission may deal with the dispute in two stages: (a) the Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) if the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. 68.6 While the parties are trying to resolve the dispute using the procedures in this clause 68: (a) an Employee must continue to perform their work as they would normally unless they have a reasonable concern about an imminent risk to their health or safety; and (b) an Employee must comply with a direction given by the Employer to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Employee to perform; or (iv) there are other reasonable grounds for the Employee to refuse to comply with the direction. 68.7 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission in accordance with this clause 68. Pay Point 1 $23.16 $28.95 Pay Point 2 $23.91 $29.89 Pay Point 3 $24.76 $30.95 Pay Point 1 $30.46 $38.08 Pay Point 2 $31.41 $39.26 Pay Point 3 $32.37 $40.46 Pay Point 4 $33.23 $41.54 Pay Point 1 $34.04 $42.55 Pay Point 2 $35.02 $43.78 Pay Point 3 $36.50 $45.63 Pay Point 1 $39.26 $49.08 Pay Point 2 $40.29 $50.36 Pay Point 3 $41.32 $51.65 Pay Point 4 $42.25 $52.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.88 $57.35 Pay Point 3 $46.95 $58.69 Pay Point 4 $47.45 $59.31 Pay Point 1 $49.07 $61.34 Pay Point 2 $50.15 $62.69 Pay Point 3 $51.24 $64.05 Pay Point 4 $51.74 $64.68 Pay Point 1 $53.07 $66.34 Pay Point 2 $54.19 $67.74 Pay Point 3 $55.29 $69.11 Pay Point 1 $57.58 $71.98 Pay Point 2 $58.71 $73.39 Pay Point 3 $59.85 $74.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.36 $56.70 Pay Point 3 $45.79 $57.24 Pay Point 4 $46.12 $57.65 Pay Point 1 $46.37 $57.96 Pay Point 2 $46.85 $58.56 Pay Point 3 $47.33 $59.16 Pay Point 4 $47.81 $59.76 Pay Point 5 $48.29 $60.36 Pay Point 1 $50.64 $63.30 Pay Point 2 $55.02 $68.78 1.1 Characteristics of the level (a) A person employed as a Level 1 Employee works under close direction and undertakes routine activities which require the practical application of basic skills and techniques. They may include the initial recruit who may have limited relevant experience. (b) General features of work in this level consist of performing clearly defined will be closely monitored with instruction and assistance being readily available. (c) Freedom to act is limited by standards and procedures. However, with experience, Employees at this level may have sufficient freedom to exercise judgment in the planning of their own work within those confines. (d) Positions at this level will involve Employees in extensive on-the-job training including familiarisation with the goals and objectives of the workplace. (e) Employees will be responsible for the time management of their work and required to use basic numeracy, written and verbal communication skills, and where relevant, skills required to assist with personal care and lifestyle support. (f) Supervision of other staff or volunteers is not a feature at this level. However, an experienced Employee may have technical oversight of a minor work activity. (g) At this level, Employers are expected to offer substantial internal and/or external training.

Procedures for Preventing and Settling Disputes. 68.1 3.5.1 If a dispute between the Employer and an Employee, or Employees, relates to: (a) to a matter arising under this Agreement; or (b) Agreement or the National Employment StandardsNES, this clause 68 3.5 sets out procedures to settle the dispute. 68.2 3.5.2 An Employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause 68clause. 68.3 3.5.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and relevant supervisors and/or management. Such discussion should, if possible, take place within 24 hours after the Employer request is made by the Employee or the relevant supervisors or managersEmployee’s representative. 68.4 3.5.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work CommissionFWC. 68.5 3.5.5 The Fair Work Commission FWC may deal with the dispute in two 2 stages: (a) the Fair Work Commission The FWC will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) if the Fair Work Commission FWC is unable to resolve the dispute at the first stage, the Fair Work Commission FWC may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the partiesparties to the dispute. 68.6 3.5.6 A decision that the FWC makes when arbitrating a dispute is a decision for the purpose of Division 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 3.5.7 While the parties to the dispute are trying to resolve the dispute using the procedures in this clause 68clause: (a) an Employee must continue to perform their his or her work as they he or she would normally unless they have he or she has a reasonable concern about an imminent risk to their his or her health or safety; and (b) an Employee must comply with a direction given by the Employer to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe;; or (ii) applicable occupational health and safety legislation would not permit the work to be performed;; or (iii) the work is not appropriate for the Employee to perform; or (iv) there are other reasonable grounds for the Employee to refuse to comply with the direction. 68.7 3.5.8 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission FWC in accordance with this clause 68. Pay Point 1 $23.16 $28.95 Pay Point 2 $23.91 $29.89 Pay Point 3 $24.76 $30.95 Pay Point 1 $30.46 $38.08 Pay Point 2 $31.41 $39.26 Pay Point 3 $32.37 $40.46 Pay Point 4 $33.23 $41.54 Pay Point 1 $34.04 $42.55 Pay Point 2 $35.02 $43.78 Pay Point 3 $36.50 $45.63 Pay Point 1 $39.26 $49.08 Pay Point 2 $40.29 $50.36 Pay Point 3 $41.32 $51.65 Pay Point 4 $42.25 $52.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.88 $57.35 Pay Point 3 $46.95 $58.69 Pay Point 4 $47.45 $59.31 Pay Point 1 $49.07 $61.34 Pay Point 2 $50.15 $62.69 Pay Point 3 $51.24 $64.05 Pay Point 4 $51.74 $64.68 Pay Point 1 $53.07 $66.34 Pay Point 2 $54.19 $67.74 Pay Point 3 $55.29 $69.11 Pay Point 1 $57.58 $71.98 Pay Point 2 $58.71 $73.39 Pay Point 3 $59.85 $74.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.36 $56.70 Pay Point 3 $45.79 $57.24 Pay Point 4 $46.12 $57.65 Pay Point 1 $46.37 $57.96 Pay Point 2 $46.85 $58.56 Pay Point 3 $47.33 $59.16 Pay Point 4 $47.81 $59.76 Pay Point 5 $48.29 $60.36 Pay Point 1 $50.64 $63.30 Pay Point 2 $55.02 $68.78 1.1 Characteristics of the level (a) A person employed as a Level 1 Employee works under close direction and undertakes routine activities which require the practical application of basic skills and techniques. They may include the initial recruit who may have limited relevant experienceclause. (b) General features of work in this level consist of performing clearly defined will be closely monitored with instruction and assistance being readily available. (c) Freedom to act is limited by standards and procedures. However, with experience, Employees at this level may have sufficient freedom to exercise judgment in the planning of their own work within those confines. (d) Positions at this level will involve Employees in extensive on-the-job training including familiarisation with the goals and objectives of the workplace. (e) Employees will be responsible for the time management of their work and required to use basic numeracy, written and verbal communication skills, and where relevant, skills required to assist with personal care and lifestyle support. (f) Supervision of other staff or volunteers is not a feature at this level. However, an experienced Employee may have technical oversight of a minor work activity. (g) At this level, Employers are expected to offer substantial internal and/or external training.

Procedures for Preventing and Settling Disputes. 68.1 91.1 If a dispute between the Employer and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, ; this clause 68 Section sets out procedures to settle the dispute. 68.2 91.2 An Employee employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause 68section. 68.3 91.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee employee or Employees employees and the Employer or the relevant supervisors or and/or managers. 68.4 91.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work CommissionAustralia. 68.5 The 91.5 Fair Work Commission Australia may deal with the dispute in two stages: (a) the Fair Work Commission Australia will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) if the Fair Work Commission Australia is unable to resolve the dispute at the first stage, the Fair Work Commission Australia may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. 68.6 91.6 While the parties are trying to resolve the dispute using the procedures in this clause 68:Section; (a) an Employee employee must continue to perform their his or her work as they he or she would normally unless they have he or she has a reasonable concern about an imminent risk to their his or her health or safety; and (b) an Employee employee must comply with a direction given by the Employer employer to perform other available work at the same workplace, or at another workplace, unless:; (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Employee employee to perform; or (iv) there are other reasonable grounds for the Employee employee to refuse to comply with the direction. 68.7 91.7 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission Australia in accordance with this clause 68. Pay Point 1 $23.16 $28.95 Pay Point 2 $23.91 $29.89 Pay Point 3 $24.76 $30.95 Pay Point 1 $30.46 $38.08 Pay Point 2 $31.41 $39.26 Pay Point 3 $32.37 $40.46 Pay Point 4 $33.23 $41.54 Pay Point 1 $34.04 $42.55 Pay Point 2 $35.02 $43.78 Pay Point 3 $36.50 $45.63 Pay Point 1 $39.26 $49.08 Pay Point 2 $40.29 $50.36 Pay Point 3 $41.32 $51.65 Pay Point 4 $42.25 $52.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.88 $57.35 Pay Point 3 $46.95 $58.69 Pay Point 4 $47.45 $59.31 Pay Point 1 $49.07 $61.34 Pay Point 2 $50.15 $62.69 Pay Point 3 $51.24 $64.05 Pay Point 4 $51.74 $64.68 Pay Point 1 $53.07 $66.34 Pay Point 2 $54.19 $67.74 Pay Point 3 $55.29 $69.11 Pay Point 1 $57.58 $71.98 Pay Point 2 $58.71 $73.39 Pay Point 3 $59.85 $74.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.36 $56.70 Pay Point 3 $45.79 $57.24 Pay Point 4 $46.12 $57.65 Pay Point 1 $46.37 $57.96 Pay Point 2 $46.85 $58.56 Pay Point 3 $47.33 $59.16 Pay Point 4 $47.81 $59.76 Pay Point 5 $48.29 $60.36 Pay Point 1 $50.64 $63.30 Pay Point 2 $55.02 $68.78 1.1 Characteristics of the level (a) A person employed as a Level 1 Employee works under close direction and undertakes routine activities which require the practical application of basic skills and techniques. They may include the initial recruit who may have limited relevant experienceSection. (b) General features of work in this level consist of performing clearly defined will be closely monitored with instruction and assistance being readily available. (c) Freedom to act is limited by standards and procedures. However, with experience, Employees at this level may have sufficient freedom to exercise judgment in the planning of their own work within those confines. (d) Positions at this level will involve Employees in extensive on-the-job training including familiarisation with the goals and objectives of the workplace. (e) Employees will be responsible for the time management of their work and required to use basic numeracy, written and verbal communication skills, and where relevant, skills required to assist with personal care and lifestyle support. (f) Supervision of other staff or volunteers is not a feature at this level. However, an experienced Employee may have technical oversight of a minor work activity. (g) At this level, Employers are expected to offer substantial internal and/or external training.

Procedures for Preventing and Settling Disputes. 68.1 58.1 If a dispute between the Employer and an Employee, or Employees, relates to: (a) a matter arising under this Agreementagreement; or (b) the National Employment Standards, ; this clause 68 term sets out procedures to settle the dispute. 68.2 58.2 An Employee employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause 68term. 68.3 58.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee employee or Employees employees and the Employer or the relevant supervisors or managersand/or management. 68.4 58.4 If a dispute is not resolved under subclause 58.3, the parties to the dispute will endeavour to resolve the dispute through discussion with more senior levels of management or through alternative dispute resolution methods, where appropriate 58.5 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work CommissionFWC. 68.5 58.6 The Fair Work Commission FWC may deal with the dispute in two stages: (a) the Fair Work Commission FWC will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) if the Fair Work Commission FWC is unable to resolve the dispute at the first stage, the Fair Work Commission FWC may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. Note: If the FWC arbitrates the dispute, it may also use the powers that are available to it under the Act. A decision that the FWC makes when arbitrating a dispute is a decision for the purpose of Division 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 68.6 58.7 While the parties are trying to resolve the dispute using the procedures in this clause 68term: (a) an Employee employee must continue to perform their work as they would normally unless they have a reasonable concern about an imminent risk to their health or safety; and (b) an Employee employee must comply with a direction given by the Employer employer to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe;; or (ii) applicable occupational work health and safety legislation would not permit the work to be performed;; or (iii) the work is not appropriate for the Employee employee to perform; or (iv) there are other reasonable grounds for the Employee employee to refuse to comply with the direction. 68.7 58.8 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission FWC in accordance with this clause 68. Pay Point 1 $23.16 $28.95 Pay Point 2 $23.91 $29.89 Pay Point 3 $24.76 $30.95 Pay Point 1 $30.46 $38.08 Pay Point 2 $31.41 $39.26 Pay Point 3 $32.37 $40.46 Pay Point 4 $33.23 $41.54 Pay Point 1 $34.04 $42.55 Pay Point 2 $35.02 $43.78 Pay Point 3 $36.50 $45.63 Pay Point 1 $39.26 $49.08 Pay Point 2 $40.29 $50.36 Pay Point 3 $41.32 $51.65 Pay Point 4 $42.25 $52.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.88 $57.35 Pay Point 3 $46.95 $58.69 Pay Point 4 $47.45 $59.31 Pay Point 1 $49.07 $61.34 Pay Point 2 $50.15 $62.69 Pay Point 3 $51.24 $64.05 Pay Point 4 $51.74 $64.68 Pay Point 1 $53.07 $66.34 Pay Point 2 $54.19 $67.74 Pay Point 3 $55.29 $69.11 Pay Point 1 $57.58 $71.98 Pay Point 2 $58.71 $73.39 Pay Point 3 $59.85 $74.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.36 $56.70 Pay Point 3 $45.79 $57.24 Pay Point 4 $46.12 $57.65 Pay Point 1 $46.37 $57.96 Pay Point 2 $46.85 $58.56 Pay Point 3 $47.33 $59.16 Pay Point 4 $47.81 $59.76 Pay Point 5 $48.29 $60.36 Pay Point 1 $50.64 $63.30 Pay Point 2 $55.02 $68.78 1.1 Characteristics of the level (a) A person employed as a Level 1 Employee works under close direction and undertakes routine activities which require the practical application of basic skills and techniques. They may include the initial recruit who may have limited relevant experienceterm. (b) General features of work in this level consist of performing clearly defined will be closely monitored with instruction and assistance being readily available. (c) Freedom to act is limited by standards and procedures. However, with experience, Employees at this level may have sufficient freedom to exercise judgment in the planning of their own work within those confines. (d) Positions at this level will involve Employees in extensive on-the-job training including familiarisation with the goals and objectives of the workplace. (e) Employees will be responsible for the time management of their work and required to use basic numeracy, written and verbal communication skills, and where relevant, skills required to assist with personal care and lifestyle support. (f) Supervision of other staff or volunteers is not a feature at this level. However, an experienced Employee may have technical oversight of a minor work activity. (g) At this level, Employers are expected to offer substantial internal and/or external training.

Procedures for Preventing and Settling Disputes. 68.1 ‌ 10.1 If a dispute between the Employer YMCA Canberra and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, this clause 68 10 sets out procedures to settle the dispute. 68.2 10.2 An Employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause 6810. 68.3 10.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and the Employer YMCA Canberra or the relevant supervisors or managers. 68.4 10.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission. 68.5 10.5 The Fair Work Commission may deal with the dispute in two stages: (a) the Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) if the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. 68.6 10.6 While the parties are trying to resolve the dispute using the procedures in this clause 6810: (a) an Employee must continue to perform their work as they would normally unless they have a reasonable concern about an imminent risk to their health or safety; and (b) an Employee must comply with a direction given by the Employer YMCA Canberra to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Employee to perform; or (iv) there are other reasonable grounds for the Employee to refuse to comply with the direction. 68.7 10.7 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission in accordance with this clause 68. Pay Point 1 $23.16 $28.95 Pay Point 2 $23.91 $29.89 Pay Point 3 $24.76 $30.95 Pay Point 1 $30.46 $38.08 Pay Point 2 $31.41 $39.26 Pay Point 3 $32.37 $40.46 Pay Point 4 $33.23 $41.54 Pay Point 1 $34.04 $42.55 Pay Point 2 $35.02 $43.78 Pay Point 3 $36.50 $45.63 Pay Point 1 $39.26 $49.08 Pay Point 2 $40.29 $50.36 Pay Point 3 $41.32 $51.65 Pay Point 4 $42.25 $52.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.88 $57.35 Pay Point 3 $46.95 $58.69 Pay Point 4 $47.45 $59.31 Pay Point 1 $49.07 $61.34 Pay Point 2 $50.15 $62.69 Pay Point 3 $51.24 $64.05 Pay Point 4 $51.74 $64.68 Pay Point 1 $53.07 $66.34 Pay Point 2 $54.19 $67.74 Pay Point 3 $55.29 $69.11 Pay Point 1 $57.58 $71.98 Pay Point 2 $58.71 $73.39 Pay Point 3 $59.85 $74.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.36 $56.70 Pay Point 3 $45.79 $57.24 Pay Point 4 $46.12 $57.65 Pay Point 1 $46.37 $57.96 Pay Point 2 $46.85 $58.56 Pay Point 3 $47.33 $59.16 Pay Point 4 $47.81 $59.76 Pay Point 5 $48.29 $60.36 Pay Point 1 $50.64 $63.30 Pay Point 2 $55.02 $68.78 1.1 Characteristics of the level (a) A person employed as a Level 1 Employee works under close direction and undertakes routine activities which require the practical application of basic skills and techniques. They may include the initial recruit who may have limited relevant experience10. (b) General features of work in this level consist of performing clearly defined will be closely monitored with instruction and assistance being readily available. (c) Freedom to act is limited by standards and procedures. However, with experience, Employees at this level may have sufficient freedom to exercise judgment in the planning of their own work within those confines. (d) Positions at this level will involve Employees in extensive on-the-job training including familiarisation with the goals and objectives of the workplace. (e) Employees will be responsible for the time management of their work and required to use basic numeracy, written and verbal communication skills, and where relevant, skills required to assist with personal care and lifestyle support. (f) Supervision of other staff or volunteers is not a feature at this level. However, an experienced Employee may have technical oversight of a minor work activity. (g) At this level, Employers are expected to offer substantial internal and/or external training.

Procedures for Preventing and Settling Disputes. 68.1 43.1 If a dispute between the Employer Communities at Work and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, this clause 68 43 sets out procedures to settle the dispute. 68.2 43.2 An Employee who is a party to the dispute may appoint a representative representative, including from an employee organisation or union, for the purposes of the procedures in this clause 6843. 68.3 43.3 In the first instance, the parties to the dispute (Disputing Parties each a Disputing Party) must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and the Employer Communities at Work or the relevant supervisors or managers, as per the Grievance Policy. 68.4 43.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute Disputing Party may refer the matter to the Fair Work Commission. 68.5 43.5 The Fair Work Commission may deal with the dispute in two stages: (a) the Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) if the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the partiesDisputing Parties. 68.6 43.6 While the parties Disputing Parties are trying to resolve the dispute using the procedures in this clause 6843: (a) an Employee must continue to perform their work as they would normally unless they have a reasonable concern about an imminent risk to their health or safety; and (b) an Employee must comply with a direction given by the Employer Communities at Work to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Employee to perform; or (iv) there are other reasonable grounds for the Employee to refuse to comply with the direction. 68.7 43.7 The parties to the dispute Disputing Parties agree to be bound by a decision made by the Fair Work Commission in accordance with this clause 68. Pay Point 1 $23.16 $28.95 Pay Point 2 $23.91 $29.89 Pay Point 3 $24.76 $30.95 Pay Point 1 $30.46 $38.08 Pay Point 2 $31.41 $39.26 Pay Point 3 $32.37 $40.46 Pay Point 4 $33.23 $41.54 Pay Point 1 $34.04 $42.55 Pay Point 2 $35.02 $43.78 Pay Point 3 $36.50 $45.63 Pay Point 1 $39.26 $49.08 Pay Point 2 $40.29 $50.36 Pay Point 3 $41.32 $51.65 Pay Point 4 $42.25 $52.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.88 $57.35 Pay Point 3 $46.95 $58.69 Pay Point 4 $47.45 $59.31 Pay Point 1 $49.07 $61.34 Pay Point 2 $50.15 $62.69 Pay Point 3 $51.24 $64.05 Pay Point 4 $51.74 $64.68 Pay Point 1 $53.07 $66.34 Pay Point 2 $54.19 $67.74 Pay Point 3 $55.29 $69.11 Pay Point 1 $57.58 $71.98 Pay Point 2 $58.71 $73.39 Pay Point 3 $59.85 $74.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.36 $56.70 Pay Point 3 $45.79 $57.24 Pay Point 4 $46.12 $57.65 Pay Point 1 $46.37 $57.96 Pay Point 2 $46.85 $58.56 Pay Point 3 $47.33 $59.16 Pay Point 4 $47.81 $59.76 Pay Point 5 $48.29 $60.36 Pay Point 1 $50.64 $63.30 Pay Point 2 $55.02 $68.78 1.1 Characteristics of the level (a) A person employed as a Level 1 Employee works under close direction and undertakes routine activities which require the practical application of basic skills and techniques. They may include the initial recruit who may have limited relevant experience43. (b) General features of work in this level consist of performing clearly defined will be closely monitored with instruction and assistance being readily available. (c) Freedom to act is limited by standards and procedures. However, with experience, Employees at this level may have sufficient freedom to exercise judgment in the planning of their own work within those confines. (d) Positions at this level will involve Employees in extensive on-the-job training including familiarisation with the goals and objectives of the workplace. (e) Employees will be responsible for the time management of their work and required to use basic numeracy, written and verbal communication skills, and where relevant, skills required to assist with personal care and lifestyle support. (f) Supervision of other staff or volunteers is not a feature at this level. However, an experienced Employee may have technical oversight of a minor work activity. (g) At this level, Employers are expected to offer substantial internal and/or external training.

Procedures for Preventing and Settling Disputes. 68.1 48.1 If a dispute between the Employer and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, , (c) this clause 68 487 sets out procedures to settle the dispute. 68.2 48.2 An Employee who is a party to the dispute may appoint a representative representative, including from an employee organisation or union, for the purposes of the procedures in this clause 6848. 68.3 48.3 In the first instance, the parties to the dispute (Disputing Parties each a Disputing Party) must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and the The Employer or the relevant supervisors or managers, as per the Grievance Policy. 68.4 48.4 If discussions at the workplace level do not resolve following discussion between an Employee and the disputeChief Executive Officer, a party to the dispute Disputing Party may refer the matter to the Fair Work Commission. 68.5 48.5 The Fair Work Commission may deal with the dispute in two stages: (a) the Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) if the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (ic) arbitrate the dispute; and (iid) make a determination that is binding on the partiesDisputing Parties. 68.6 48.6 While the parties Disputing Parties are trying to resolve the dispute using the procedures in this clause 6848: (a) an Employee must continue to perform their work as they would normally unless they have a reasonable concern about an imminent risk to their health or safety; and (b) an Employee must comply with a direction given by the The Employer to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Employee to perform; or (iv) there are other reasonable grounds for the Employee to refuse to comply with the direction. 68.7 48.7 The parties to the dispute Disputing Parties agree to be bound by a decision made by the Fair Work Commission in accordance with this clause 68. Pay Point 1 $23.16 $28.95 Pay Point 2 $23.91 $29.89 Pay Point 3 $24.76 $30.95 Pay Point 1 $30.46 $38.08 Pay Point 2 $31.41 $39.26 Pay Point 3 $32.37 $40.46 Pay Point 4 $33.23 $41.54 Pay Point 1 $34.04 $42.55 Pay Point 2 $35.02 $43.78 Pay Point 3 $36.50 $45.63 Pay Point 1 $39.26 $49.08 Pay Point 2 $40.29 $50.36 Pay Point 3 $41.32 $51.65 Pay Point 4 $42.25 $52.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.88 $57.35 Pay Point 3 $46.95 $58.69 Pay Point 4 $47.45 $59.31 Pay Point 1 $49.07 $61.34 Pay Point 2 $50.15 $62.69 Pay Point 3 $51.24 $64.05 Pay Point 4 $51.74 $64.68 Pay Point 1 $53.07 $66.34 Pay Point 2 $54.19 $67.74 Pay Point 3 $55.29 $69.11 Pay Point 1 $57.58 $71.98 Pay Point 2 $58.71 $73.39 Pay Point 3 $59.85 $74.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.36 $56.70 Pay Point 3 $45.79 $57.24 Pay Point 4 $46.12 $57.65 Pay Point 1 $46.37 $57.96 Pay Point 2 $46.85 $58.56 Pay Point 3 $47.33 $59.16 Pay Point 4 $47.81 $59.76 Pay Point 5 $48.29 $60.36 Pay Point 1 $50.64 $63.30 Pay Point 2 $55.02 $68.78 1.1 Characteristics of the level (a) A person employed as a Level 1 Employee works under close direction and undertakes routine activities which require the practical application of basic skills and techniques. They may include the initial recruit who may have limited relevant experience48. (b) General features of work in this level consist of performing clearly defined will be closely monitored with instruction and assistance being readily available. (c) Freedom to act is limited by standards and procedures. However, with experience, Employees at this level may have sufficient freedom to exercise judgment in the planning of their own work within those confines. (d) Positions at this level will involve Employees in extensive on-the-job training including familiarisation with the goals and objectives of the workplace. (e) Employees will be responsible for the time management of their work and required to use basic numeracy, written and verbal communication skills, and where relevant, skills required to assist with personal care and lifestyle support. (f) Supervision of other staff or volunteers is not a feature at this level. However, an experienced Employee may have technical oversight of a minor work activity. (g) At this level, Employers are expected to offer substantial internal and/or external training.

Procedures for Preventing and Settling Disputes. 68.1 65.1 If a dispute between the Employer and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, ; this clause 68 Section sets out procedures to settle the dispute. 68.2 65.2 An Employee employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause 68Section. 68.3 65.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee employee or Employees employees and the Employer or the relevant supervisors or and/or managers. 68.4 65.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission. 68.5 The 65.5 the Fair Work Commission may deal with the dispute in two stages: (a) the Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) if the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. 68.6 65.6 While the parties are trying to resolve the dispute using the procedures in this clause 68:Section; (a) an Employee employee must continue to perform their his or her work as they he or she would normally unless they have he or she has a reasonable concern about an imminent risk to their his or her health or safety; and (b) an Employee employee must comply with a direction given by the Employer employer to perform other available work at the same workplace, or at another workplace, unless:; (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Employee employee to perform; or (iv) there are other reasonable grounds for the Employee employee to refuse to comply with the direction. 68.7 65.7 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission in accordance with this clause 68Section. Pay Point 1 1 $23.16 42,853.73 $28.95 43,710.80 $44,585.02 $45,476.72 $46,386.25 2 $45,051.51 $45,952.54 $46,871.59 $47,809.02 $48,765.20 3 $47,249.29 $48,194.28 $49,158.16 $50,141.33 $51,144.15 4 $49,447.08 $50,436.02 $51,444.74 $52,473.63 $53,523.11 2 1 $50,897.10 $51,915.04 $52,953.34 $54,012.41 $55,092.66 2 $52,334.83 $53,381.52 $54,449.15 $55,538.14 $56,648.90 3 $53,578.23 $54,649.80 $55,742.79 $56,857.65 $57,994.80 4 $55,013.48 $56,113.75 $57,236.03 $58,380.75 $59,548.36 3 1 $56,445.06 $57,573.96 $58,725.44 $59,899.95 $61,097.95 2 $57,881.55 $59,039.18 $60,219.97 $61,424.36 $62,652.85 3 $59,314.36 $60,500.65 $61,710.66 $62,944.88 $64,203.77 4 $60,749.62 $61,964.61 $63,203.90 $64,467.98 $65,757.34 4 1 $62,181.19 $63,424.82 $64,693.31 $65,987.18 $67,306.92 2 $63,611.54 $64,883.77 $66,181.45 $67,505.08 $68,855.18 3 $65,050.49 $66,351.50 $67,678.53 $69,032.11 $70,412.75 4 $66,482.06 $67,811.70 $69,167.94 $70,551.29 $71,962.32 5 1 $67,726.69 $69,081.23 $70,462.85 $71,872.11 $73,309.55 2 $69,159.50 $70,542.69 $71,953.55 $73,392.62 $74,860.47 3 $70,595.98 $72,007.90 $73,448.06 $74,917.02 $76,415.36 6 1 $72,983.18 $74,442.85 $75,931.70 $77,450.34 $78,999.35 2 $75,372.81 $76,880.27 $78,417.88 $79,986.23 $81,585.96 3 $77,764.93 $79,320.23 $80,906.63 $82,524.76 $84,175.26 7 1 $80,153.33 $81,756.40 $83,391.53 $85,059.36 $86,760.55 2 $82,541.76 $84,192.59 $85,876.45 $87,593.97 $89,345.85 3 $84,931.40 $86,630.03 $88,362.63 $90,129.88 $91,932.48 8 1 $87,799.47 $89,555.46 $91,346.56 $93,173.50 $95,036.97 2 $90,666.30 $92,479.62 $94,329.21 $96,215.80 $98,140.11 3 $93,534.36 $95,405.05 $97,313.15 $99,259.41 $101,244.60 9 1 $98,808.06 $100,784.23 $102,799.91 $104,855.91 $106,953.03 2 $102,608.37 $104,660.54 $106,753.75 $108,888.83 $111,066.60 3 $106,408.68 $108,536.86 $110,707.59 $112,921.74 $115,180.18 10 1 $117,049.56 $119,390.55 $121,778.36 $124,213.93 $126,698.21 11 1 $128,754.51 $131,329.60 $133,956.19 $136,635.32 $139,368.02 * Pay Point rates to apply from the first full pay period Level Pay point Fortnightly pay rates 1 1 $1,648.22 $1,681.18 $1,714.81 $1,749.10 $1,784.09 2 $1,732.75 $1,767.41 $1,802.75 $1,838.81 $1,875.58 3 $1,817.28 $1,853.63 $1,890.70 $1,928.51 $1,967.08 4 $1,901.81 $1,939.85 $1,978.64 $2,018.22 $2,058.58 2 1 $1,957.58 $1,996.73 $2,036.67 $2,077.40 $2,118.95 2 $2,012.88 $2,053.14 $2,094.20 $2,136.08 $2,178.80 3 $2,060.70 $2,101.92 $2,143.95 $2,186.83 $2,230.57 4 $2,115.90 $2,158.22 $2,201.39 $2,245.41 $2,290.32 3 1 $2,170.96 $2,214.38 $2,258.67 $2,303.84 $2,349.92 2 $2,226.21 $2,270.74 $2,316.15 $2,362.48 $2,409.73 3 $2,281.32 $2,326.95 $2,373.49 $2,420.96 $2,469.38 4 $2,336.52 $2,383.25 $2,430.92 $2,479.54 $2,529.13 4 1 $2,391.58 $2,439.42 $2,488.20 $2,537.97 $2,588.73 2 $2,446.60 $2,495.53 $2,545.44 $2,596.35 $2,648.28 3 $2,501.94 $2,551.98 $2,603.02 $2,655.08 $2,708.18 4 $2,557.00 $2,608.14 $2,660.31 $2,713.51 $2,767.78 5 1 $2,604.87 $2,656.97 $2,710.11 $2,764.31 $2,819.60 2 $2,659.98 $2,713.18 $2,767.44 $2,822.79 $2,879.25 3 $2,715.23 $2,769.53 $2,824.93 $2,881.42 $2,939.05 6 1 $2,807.05 $2,863.19 $2,920.45 $2,978.86 $3,038.44 2 $2,898.95 $2,956.93 $3,016.07 $3,076.39 $3,137.92 3 $2,990.96 $3,050.78 $3,111.79 $3,174.03 $3,237.51 7 1 $3,082.82 $3,144.48 $3,207.37 $3,271.51 $3,336.94 2 $3,174.68 $3,238.18 $3,302.94 $3,369.00 $3,436.38 3 $3,266.59 $3,331.92 $3,398.56 $3,466.53 $3,535.86 8 1 $3,376.90 $3,444.44 $3,513.33 $3,583.60 $3,655.27 2 $3,487.17 $3,556.91 $3,628.05 $3,700.61 $3,774.62 3 $3,597.48 $3,669.42 $3,742.81 $3,817.67 $3,894.02 9 1 $3,800.31 $3,876.32 $3,953.84 $4,032.92 $4,113.58 2 $3,946.48 $4,025.41 $4,105.91 $4,188.03 $4,271.79 3 $4,092.64 $4,174.49 $4,257.98 $4,343.14 $4,430.01 10 1 $4,501.91 $4,591.94 $4,683.78 $4,777.46 $4,873.01 11 1 $4,952.10 $5,051.14 $5,152.16 $5,255.20 $5,360.31 * Pay rates to apply from the first full pay period Level Pay point Hourly pay rates 1 1 $21.69 $22.12 $22.56 $23.01 $23.47 2 $22.80 $23.26 $23.72 $24.19 $24.68 3 $23.91 $29.89 Pay Point 24.39 $24.88 $25.38 $25.88 4 $25.02 $25.52 $26.03 $26.56 $27.09 2 1 $25.76 $26.27 $26.80 $27.33 $27.88 2 $26.49 $27.01 $27.56 $28.11 $28.67 3 $24.76 27.11 $30.95 Pay Point 27.66 $28.21 $28.77 $29.35 4 $27.84 $28.40 $28.97 $29.54 $30.14 3 1 $30.46 28.57 $38.08 Pay Point 29.14 $29.72 $30.31 $30.92 2 $31.41 29.29 $39.26 Pay Point 29.88 $30.48 $31.09 $31.71 3 $32.37 30.02 $40.46 Pay Point 30.62 $31.23 $31.85 $32.49 4 $33.23 30.74 $41.54 Pay Point 31.36 $31.99 $32.63 $33.28 4 1 $34.04 31.47 $42.55 Pay Point 32.10 $32.74 $33.39 $34.06 2 $35.02 32.19 $43.78 Pay Point 32.84 $33.49 $34.16 $34.85 3 $36.50 32.92 $45.63 Pay Point 33.58 $34.25 $34.94 $35.63 4 $33.64 $34.32 $35.00 $35.70 $36.42 5 1 $39.26 34.27 $49.08 Pay Point 34.96 $35.66 $36.37 $37.10 2 $40.29 35.00 $50.36 Pay Point 35.70 $36.41 $37.14 $37.88 3 $41.32 35.73 $51.65 Pay Point 4 36.44 $42.25 37.17 $52.81 Pay Point 37.91 $38.67 6 1 $44.92 36.93 $56.15 Pay Point 37.67 $38.43 $39.20 $39.98 2 $38.14 $38.91 $39.69 $40.48 $41.29 3 $39.35 $40.14 $40.94 $41.76 $42.60 7 1 $40.56 $41.37 $42.20 $43.05 $43.91 2 $41.77 $42.61 $43.46 $44.33 $45.22 3 $42.98 $43.84 $44.72 $45.61 $46.52 8 1 $44.43 $45.32 $46.23 $47.15 $48.10 2 $45.88 $57.35 Pay Point 46.80 $47.74 $48.69 $49.67 3 $46.95 47.34 $58.69 Pay Point 4 48.28 $47.45 49.25 $59.31 Pay Point 50.23 $51.24 9 1 $49.07 50.00 $61.34 Pay Point 51.00 $52.02 $53.06 $54.13 2 $50.15 51.93 $62.69 Pay Point 52.97 $54.03 $55.11 $56.21 3 $51.24 53.85 $64.05 Pay Point 4 54.93 $51.74 56.03 $64.68 Pay Point 57.15 $58.29 10 1 $53.07 59.24 $66.34 Pay Point 2 60.42 $54.19 61.63 $67.74 Pay Point 3 62.86 $55.29 $69.11 Pay Point 64.12 11 1 $57.58 65.16 $71.98 66.46 $67.79 $69.15 $70.53 * Pay Point 2 $58.71 $73.39 Pay Point 3 $59.85 $74.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.36 $56.70 Pay Point 3 $45.79 $57.24 Pay Point 4 $46.12 $57.65 Pay Point 1 $46.37 $57.96 Pay Point 2 $46.85 $58.56 Pay Point 3 $47.33 $59.16 Pay Point 4 $47.81 $59.76 Pay Point 5 $48.29 $60.36 Pay Point 1 $50.64 $63.30 Pay Point 2 $55.02 $68.78 1.1 Characteristics of rates to apply from the level (a) A person employed as a Level 1 Employee works under close direction and undertakes routine activities which require the practical application of basic skills and techniques. They may include the initial recruit who may have limited relevant experience. (b) General features of work in this level consist of performing clearly defined will be closely monitored with instruction and assistance being readily available. (c) Freedom to act is limited by standards and procedures. However, with experience, Employees at this level may have sufficient freedom to exercise judgment in the planning of their own work within those confines. (d) Positions at this level will involve Employees in extensive on-the-job training including familiarisation with the goals and objectives of the workplace. (e) Employees will be responsible for the time management of their work and required to use basic numeracy, written and verbal communication skills, and where relevant, skills required to assist with personal care and lifestyle support. (f) Supervision of other staff or volunteers is not a feature at this level. However, an experienced Employee may have technical oversight of a minor work activity. (g) At this level, Employers are expected to offer substantial internal and/or external training.first full pay period

Procedures for Preventing and Settling Disputes. 68.1 41.1 If a dispute between the Employer Communities at Work and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, this clause 68 41 sets out procedures to settle the dispute. 68.2 41.2 An Employee who is a party to the dispute may appoint a representative representative, including from an employee organisation or union, for the purposes of the procedures in this clause 6841. 68.3 41.3 In the first instance, the parties to the dispute (Disputing Parties each a Disputing Party) must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and the Employer Communities at Work or the relevant supervisors or managers, as per the Grievance Policy. 68.4 41.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute Disputing Party may refer the matter to the Fair Work Commission. 68.5 41.5 The Fair Work Commission may deal with the dispute in two stages: (a) the Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) if the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the partiesDisputing Parties. 68.6 41.6 While the parties Disputing Parties are trying to resolve the dispute using the procedures in this clause 6841: (a) an Employee must continue to perform their work as they would normally unless they have a reasonable concern about an imminent risk to their health or safety; and (b) an Employee must comply with a direction given by the Employer Communities at Work to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Employee to perform; or (iv) there are other reasonable grounds for the Employee to refuse to comply with the direction. 68.7 41.7 The parties to the dispute Disputing Parties agree to be bound by a decision made by the Fair Work Commission in accordance with this clause 68. Pay Point 1 $23.16 $28.95 Pay Point 2 $23.91 $29.89 Pay Point 3 $24.76 $30.95 Pay Point 1 $30.46 $38.08 Pay Point 2 $31.41 $39.26 Pay Point 3 $32.37 $40.46 Pay Point 4 $33.23 $41.54 Pay Point 1 $34.04 $42.55 Pay Point 2 $35.02 $43.78 Pay Point 3 $36.50 $45.63 Pay Point 1 $39.26 $49.08 Pay Point 2 $40.29 $50.36 Pay Point 3 $41.32 $51.65 Pay Point 4 $42.25 $52.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.88 $57.35 Pay Point 3 $46.95 $58.69 Pay Point 4 $47.45 $59.31 Pay Point 1 $49.07 $61.34 Pay Point 2 $50.15 $62.69 Pay Point 3 $51.24 $64.05 Pay Point 4 $51.74 $64.68 Pay Point 1 $53.07 $66.34 Pay Point 2 $54.19 $67.74 Pay Point 3 $55.29 $69.11 Pay Point 1 $57.58 $71.98 Pay Point 2 $58.71 $73.39 Pay Point 3 $59.85 $74.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.36 $56.70 Pay Point 3 $45.79 $57.24 Pay Point 4 $46.12 $57.65 Pay Point 1 $46.37 $57.96 Pay Point 2 $46.85 $58.56 Pay Point 3 $47.33 $59.16 Pay Point 4 $47.81 $59.76 Pay Point 5 $48.29 $60.36 Pay Point 1 $50.64 $63.30 Pay Point 2 $55.02 $68.78 1.1 Characteristics of the level (a) A person employed as a Level 1 Employee works under close direction and undertakes routine activities which require the practical application of basic skills and techniques. They may include the initial recruit who may have limited relevant experience41. (b) General features of work in this level consist of performing clearly defined will be closely monitored with instruction and assistance being readily available. (c) Freedom to act is limited by standards and procedures. However, with experience, Employees at this level may have sufficient freedom to exercise judgment in the planning of their own work within those confines. (d) Positions at this level will involve Employees in extensive on-the-job training including familiarisation with the goals and objectives of the workplace. (e) Employees will be responsible for the time management of their work and required to use basic numeracy, written and verbal communication skills, and where relevant, skills required to assist with personal care and lifestyle support. (f) Supervision of other staff or volunteers is not a feature at this level. However, an experienced Employee may have technical oversight of a minor work activity. (g) At this level, Employers are expected to offer substantial internal and/or external training.