Recoupment of International and Domestic Transportation. You may only recoup from each Seasonal Worker the costs over the amount (if any), specified in the Guidelines, for the Return International Airfare and domestic transportation for which You are deemed responsible for meeting under the Deed. Other expenses and deductions You must assist all Seasonal Workers You employ by paying for reasonable initial living expenses on their arrival, prior to the Seasonal Worker receiving their first payment of wages. Reasonable expenses include: reasonable clothing and equipment required to participate in employment; reasonable food and incidentals that are provided to a Seasonal Worker, prior to them receiving their first pay; subject to Item G2, accommodation, including any bond; subject to Item H2, transport to and from work; medical costs; health insurance; or any other expense that is authorised: by law; a Fair Work Instrument; under this Deed, including under the Guidelines; or by Us in writing. You may assist Seasonal Worker candidates and Seasonal Workers with the following expenses, where appropriate: passport; visa application charge; health check and/or x-ray; or police and/or character check. Subject to Item E8, You may recoup the expenses specified in Items E2(a), E2(b), E4, E5 and E6 by reasonable instalments, in the form of a deduction from the Seasonal Worker’s wages during their period of employment. You must ensure that any deduction, including any alteration to a deduction, from the wages paid to Seasonal Workers: is consistent with the relevant Approved Recruitment; is lawful and reasonable; has been explained to and agreed to by the Seasonal Worker in writing; does not exceed the cost of the expense the deduction is made for; and does not result in Seasonal Workers having an inadequate amount of money remaining each week with which to pay for reasonable living expenses. Notwithstanding anything else in this Item E, You must not charge Seasonal Workers, or deduct or withhold from Seasonal Workers’ wages, any expenses that are not authorised pursuant to this Item E, or expenses that are incurred meeting Your statutory obligations and Your obligations under this Deed. Such expenses include expenses in relation to: the selection, recruitment and arrangement of accommodation and transport for Your Seasonal Workers; travel to Participating Countries; obtaining a license to recruit from a Participating Country; using a recruitment agent to recruit on Your behalf and any associated costs incurred or on-charged by the recruitment agent; welfare and wellbeing costs, unless expressly authorised under the Guidelines; uniforms or any branded clothing and/or apparel; measures, training and personal protective equipment for work health and safety; and administrative expenses incurred by You in relation to participation in the Seasonal Worker Programme, including time spent arranging pay slips, briefings, dispute resolution and community engagement for Seasonal Workers. You must not offer Seasonal Workers any inducement other than what will be offered under the terms of the Offer of Employment and the assistance which must be provided to Seasonal Workers under this Deed. You must provide regular payslips to Seasonal Workers in accordance with statutory requirements, which clearly set out gross pay, itemised deductions, tax, and net pay. You must instruct Seasonal Workers on how to correctly read their payslip. Welfare and Wellbeing of Seasonal Workers You must, in accordance with the Guidelines: ensure that adequate arrangements are in place for the welfare and wellbeing of Seasonal Workers, as set out in Your approved Welfare and Wellbeing Plan (as amended from time to time under clause 12), Your Approved Recruitment and Your Offer of Employment (as amended from time to time under Item B7); not infringe upon Seasonal Workers’ lawful ability to associate and move freely and unhindered outside of working hours; ensure that Seasonal Workers know how, and have the ability, to contact 000 and connect to the emergency service required; provide Seasonal Workers with a 24 hour per day, seven days per week emergency contact number and ensure the Seasonal Workers are aware that they can make contact with You or Your Personnel assigned for out of hours contact (as relevant) at any time on that number; assist Seasonal Workers to access medical and allied health services and to make claims under health insurance as contemplated by Item F1(f) as appropriate; ensure that all Seasonal Workers have and maintain adequate arrangements for health insurance during the period of their stay in Australia. The health insurance must cover in-patient and out-patient care and meet Seasonal Workers’ visa obligations; assist Seasonal Workers to regularly access opportunities for recreation and religious observance; assist Seasonal Workers to participate in approved Australian Government funded training while in Australia and allow Seasonal Workers to attend training sessions, as agreed with Us; monitor the progress, placement and wellbeing of all Seasonal Workers employed on a regular basis; take any additional reasonable steps to ensure the welfare and wellbeing of Seasonal Workers; ensure that at all times an appointed Welfare and Wellbeing Support Person is located within 300 kilometres of each Placement and is available to provide welfare and wellbeing support to the Seasonal Workers in accordance with this Deed and the Guidelines; conduct and keep records of fortnightly face to face, in person, discussions between any relevant Welfare and Wellbeing Support Persons and the Seasonal Workers. If a face to face, in person, discussion is not an option due to the COVID-19 pandemic, You must conduct the discussion virtually with the Seasonal Workers; and take all reasonable steps to address and, where possible, resolve any issues relating to the welfare and wellbeing of Seasonal Workers as soon as practicable. Accommodation for Seasonal Workers Subject to clause 11 and in accordance with Your Approved Recruitment and Your Offer of Employment (as amended from time to time under Item B7), You must arrange accommodation that complies with any Guidelines and is fit for occupation and use for each Seasonal Worker employed by You. A Seasonal Worker may elect to arrange her or his own accommodation, in which case You are prohibited from making any deductions for accommodation from that Seasonal Worker’s wages. Transportation for Seasonal Workers Subject to Items H2 and H4 and in accordance with the Guidelines, You must arrange transport for Seasonal Workers: between their places of accommodation and their places of work; between their places of accommodation and shopping facilities; and to and from the airport within Australia, which, in Our opinion, is: appropriate in the circumstances; affordable for Seasonal Workers; and of a suitable standard of safety and comfort. A Seasonal Worker may elect to arrange her or his own transport, in which case You must not make any deductions for transport from that Seasonal Worker’s wages. You must be aware of and comply with any work health and safety legislation or State and Territory Government and local government legislation and codes that may apply to the transport You arrange for Seasonal Workers. Item H does not apply in relation to any Seasonal Worker who elects to make her or his own accommodation arrangements in accordance with Item G2. Pre-Departure Briefing for Seasonal Workers You must contribute information and materials relevant to Seasonal Workers You employ in accordance with any Guidelines (including information on the local area they will be living in while in Australia, the type of work to be performed, the place of employment of Seasonal Workers and what they can expect in Australia) to Pre-Departure Briefings for Seasonal Workers in the relevant Participating Country conducted by the government of that country.
Appears in 1 contract
Samples: Deed of Agreement
Recoupment of International and Domestic Transportation. You may only recoup from each Seasonal Worker the costs over the amount (if any), specified in the Guidelines, for the Return International Airfare return international airfare and domestic transportation for which You are deemed responsible for meeting under the Deedmeeting. Other expenses and deductions You must assist all Seasonal Workers You employ by paying for reasonable initial living expenses on their arrival, prior to the Seasonal Worker receiving their first payment of wages. Reasonable expenses include: reasonable clothing and equipment required to participate in employment; reasonable food and incidentals that are provided to a Seasonal Worker, prior to them receiving their first pay; subject to Item G2, accommodation, including any bond; subject to Item H2, transport to and from work; medical costs; health insurance; or any other expense that is authorised: by law; a Fair Work Instrument; under this Deed, including under the Guidelines; or by Us in writing. You may assist Seasonal Worker candidates and Seasonal Workers with the following expenses, where appropriate: passport; visa application charge; health check and/or x-ray; or police and/or character check. Subject to Item E8, You may recoup the expenses specified in Items E2(a), E2(b), E4, E5 and E6 by reasonable instalments, in the form of a deduction from the Seasonal Worker’s wages during their period of employment. You must ensure that any deduction, including any alteration to a deduction, from the wages paid to Seasonal Workers: is consistent with the relevant Approved Recruitment; is lawful and reasonable; has been explained to and agreed to by the Seasonal Worker in writing; does not exceed the cost of the expense the deduction is made for; and does not result in Seasonal Workers having an inadequate amount of money remaining each week with which to pay for reasonable living expenses. Notwithstanding anything else in this Item E, You must not charge Seasonal Workers, or deduct or withhold from Seasonal Workers’ wages, any expenses that are not authorised pursuant to this Item E, or expenses that are incurred meeting Your statutory obligations and Your obligations under this Deed. Such expenses include expenses in relation to: the selection, recruitment and arrangement of accommodation and transport for Your Seasonal Workers; travel to Participating Countries; obtaining a license to recruit from a Participating Country; using a recruitment agent to recruit on Your behalf and any associated costs incurred or on-charged by the recruitment agent; welfare and wellbeing costs, unless expressly authorised under the Guidelines; uniforms or any branded clothing and/or apparel; measures, training and personal protective equipment for work health and safety; and administrative expenses incurred by You in relation to participation in the Seasonal Worker Programme, including time spent arranging pay slips, briefings, dispute resolution and community engagement for Seasonal Workers. You must not offer Seasonal Workers any inducement other than what will be offered under the terms of the Offer of Employment and the assistance which must be provided to Seasonal Workers under this Deed. You must provide regular payslips to Seasonal Workers in accordance with statutory requirements, which clearly set out gross pay, itemised deductions, tax, and net pay. You must instruct Seasonal Workers on how to correctly read their payslip. Welfare and Wellbeing of Seasonal Workers You must, in accordance with the Guidelines: ensure that adequate arrangements are in place for the welfare and wellbeing of Seasonal Workers, as set out in Your approved Welfare and Wellbeing Plan (as amended from time to time under clause 12), Your Approved Recruitment and Your Offer of Employment (as amended from time to time under Item B7); not infringe upon Seasonal Workers’ lawful ability to associate and move freely and unhindered outside of working hours; ensure that Seasonal Workers know how, and have the ability, to contact 000 and connect to the emergency service required; provide Seasonal Workers with a 24 hour per day, seven days per week emergency contact number and ensure the Seasonal Workers are aware that they can make contact with You or Your Personnel assigned for out of hours contact (as relevant) at any time on that number; assist Seasonal Workers to access medical and allied health services and to make claims under health insurance as contemplated by Item F1(f) as appropriate; ensure that all Seasonal Workers have and maintain adequate arrangements for health insurance during the period of their stay in Australia. The health insurance must cover in-patient and out-patient care and meet Seasonal Workers’ visa obligations; assist Seasonal Workers to regularly access opportunities for recreation and religious observance; assist Seasonal Workers to participate in approved Australian Government funded training while in Australia and allow Seasonal Workers to attend training sessions, as agreed with Us; monitor the progress, placement and wellbeing of all Seasonal Workers employed on a regular basis; take any additional reasonable steps to ensure the welfare and wellbeing of Seasonal Workers; ensure that at all times an appointed Welfare and Wellbeing Support Person is located within 300 kilometres of each Placement and is available to provide welfare and wellbeing support to the Seasonal Workers in accordance with this Deed and the Guidelines; conduct and keep records of fortnightly face to face, in person, discussions between any relevant Welfare and Wellbeing Support Persons and the Seasonal Workers. If a face to face, in person, discussion is not an option due to the COVID-19 pandemic, You must conduct the discussion virtually with the Seasonal Workers; and take all reasonable steps to address and, where possible, resolve any issues relating to the welfare and wellbeing of Seasonal Workers as soon as practicable. Accommodation for Seasonal Workers Subject to clause 11 and in accordance with Your Approved Recruitment and Your Offer of Employment (as amended from time to time under Item B7), You must arrange accommodation that complies with any Guidelines and is fit for occupation and use for each Seasonal Worker employed by You. A Seasonal Worker may elect to arrange her or his own accommodation, in which case You are prohibited from making any deductions for accommodation from that Seasonal Worker’s wages. Transportation for Seasonal Workers Subject to Items H2 and H4 and in accordance with the Guidelines, You must arrange transport for Seasonal Workers: between their places of accommodation and their places of work; between their places of accommodation and shopping facilities; and to and from the airport within Australia, which, in Our opinion, is: appropriate in the circumstances; affordable for Seasonal Workers; and of a suitable standard of safety and comfort. A Seasonal Worker may elect to arrange her or his own transport, in which case You must not make any deductions for transport from that Seasonal Worker’s wages. You must be aware of and comply with any work health and safety legislation or State and Territory Government and local government legislation and codes that may apply to the transport You arrange for Seasonal Workers. Item H does not apply in relation to any Seasonal Worker who elects to make her or his own accommodation arrangements in accordance with Item G2. Pre-Departure Briefing for Seasonal Workers You must contribute information and materials relevant to Seasonal Workers You employ in accordance with any Guidelines (including information on the local area they will be living in while in Australia, the type of work to be performed, the place of employment of Seasonal Workers and what they can expect in Australia) to Pre-Departure Briefings for Seasonal Workers in the relevant Participating Country conducted by the government of that country.
Appears in 1 contract
Samples: Deed of Agreement
Recoupment of International and Domestic Transportation. You may only recoup from each Seasonal Worker the costs over the amount (if any), specified in the Guidelines, for the Return International Airfare and domestic transportation for which You are deemed responsible for meeting under the Deed. Other expenses and deductions You must assist all Seasonal Workers You employ by paying for reasonable initial living expenses on their arrival, prior to the Seasonal Worker receiving their first payment of wages. Reasonable expenses include: reasonable clothing and equipment required to participate in employment; reasonable food and incidentals that are provided to a Seasonal Worker, prior to them receiving their first pay; subject to Item G2, accommodation, including any bond; subject to Item H2, transport to and from work; medical costs; health insurance; or any other expense that is authorised: by law; a Fair Work Instrument; under this Deed, including under the Guidelines; or by Us in writing. You may assist Seasonal Worker candidates and Seasonal Workers with the following expenses, where appropriate: passport; visa application charge; health check and/or x-ray; or police and/or character check. Subject to Item E8, You may recoup the expenses specified in Items E2(a), E2(b), E4, E5 and E6 by reasonable instalments, in the form of a deduction from the Seasonal Worker’s wages during their period of employment. You must ensure that any deduction, including any alteration to a deduction, from the wages paid to Seasonal Workers: is consistent with the relevant Approved Recruitment; is lawful and reasonable; has been explained to and agreed to by the Seasonal Worker in writing; does not exceed the cost of the expense the deduction is made for; and does not result in Seasonal Workers having an inadequate amount of money remaining each week with which to pay for reasonable living expenses. Notwithstanding anything else in this Item E, You must not charge Seasonal Workers, or deduct or withhold from Seasonal Workers’ wages, any expenses that are not authorised pursuant to this Item E, or expenses that are incurred meeting Your statutory obligations and Your obligations under this Deed. Such expenses include expenses in relation to: the selection, recruitment and arrangement of accommodation and transport for Your Seasonal Workers; travel to Participating Countries; obtaining a license to recruit from a Participating Country; using a recruitment agent to recruit on Your behalf and any associated costs incurred or on-charged by the recruitment agent; welfare and wellbeing costs, unless expressly authorised under the Guidelines; uniforms or any branded clothing and/or apparel; measures, training and personal protective equipment for work health and safety; and administrative expenses incurred by You in relation to participation in the Seasonal Worker Programme, including time spent arranging pay slips, briefings, dispute resolution and community engagement for Seasonal Workers. You must not offer Seasonal Workers any inducement other than what will be offered under the terms of the Offer of Employment and the assistance which must be provided to Seasonal Workers under this Deed. You must provide regular payslips to Seasonal Workers in accordance with statutory requirements, which clearly set out gross pay, itemised deductions, tax, and net pay. You must instruct Seasonal Workers on how to correctly read their payslip. Welfare and Wellbeing of Seasonal Workers You must, in accordance with the Guidelines: ensure that adequate arrangements are in place for the welfare and wellbeing of Seasonal Workers, as set out in Your approved Welfare and Wellbeing Plan (as amended from time to time under clause 12), Your Approved Recruitment and Your Offer of Employment (as amended from time to time under Item B7); not infringe upon Seasonal Workers’ lawful ability to associate and move freely and unhindered outside of working hours; ensure that Seasonal Workers know how, and have the ability, to contact 000 and connect to the emergency service required; provide Seasonal Workers with a 24 hour per day, seven days per week emergency contact number and ensure the Seasonal Workers are aware that they can make contact with You or Your Personnel assigned for out of hours contact (as relevant) at any time on that number; assist Seasonal Workers to access medical and allied health services and to make claims under health insurance as contemplated by Item F1(f) as appropriate; ensure that all Seasonal Workers have and maintain adequate arrangements for health insurance during the period of their stay in Australia. The health insurance must cover in-patient and out-patient care and meet Seasonal Workers’ visa obligations; assist Seasonal Workers to regularly access opportunities for recreation and religious observance; assist Seasonal Workers to participate in approved Australian Government funded training while in Australia and allow Seasonal Workers to attend training sessions, as agreed with Us; monitor the progress, placement and wellbeing of all Seasonal Workers employed on a regular basis; take any additional reasonable steps to ensure the welfare and wellbeing of Seasonal Workers; ensure that at all times an appointed Welfare and Wellbeing Support Person is located within 300 kilometres of each Placement and is available to provide welfare and wellbeing support to the Seasonal Workers in accordance with this Deed and the Guidelines; conduct and keep records of fortnightly face to face, in person, discussions between any relevant Welfare and Wellbeing Support Persons and the Seasonal Workers. If a face to face, in person, discussion is not an option due to the COVID-19 pandemic, You must conduct the discussion virtually with the Seasonal Workers; and take all reasonable steps to address and, where possible, resolve any issues relating to the welfare and wellbeing of Seasonal Workers as soon as practicable. Accommodation for Seasonal Workers Subject to clause 11 and in accordance with Your Approved Recruitment and Your Offer of Employment (as amended from time to time under Item B7), You must arrange accommodation that complies with any Guidelines and is fit for occupation and use for each Seasonal Worker employed by You. A Seasonal Worker may elect to arrange her or his own accommodation, in which case You are prohibited from making any deductions for accommodation from that Seasonal Worker’s wages. Transportation for Seasonal Workers Subject to Items H2 and H4 and in accordance with the Guidelines, You must arrange transport for Seasonal Workers: between their places of accommodation and their places of work; between their places of accommodation and shopping facilities; and to and from the airport within Australia, which, in Our opinion, is: appropriate in the circumstances; affordable for Seasonal Workers; and of a suitable standard of safety and comfort. A Seasonal Worker may elect to arrange her or his own transport, in which case You must not make any deductions for transport from that Seasonal Worker’s wages. You must be aware of and comply with any work health and safety legislation or State and Territory Government and local government legislation and codes that may apply to the transport You arrange for Seasonal Workers. Item H does not apply in relation to any Seasonal Worker who elects to make her or his own accommodation arrangements in accordance with Item G2. Pre-Departure Briefing for Seasonal Workers You must contribute information and materials relevant to Seasonal Workers You employ in accordance with any Guidelines (including information on the local area they will be living in while in Australia, the type of work to be performed, the place of employment of Seasonal Workers and what they can expect in Australia) to Pre-Departure Briefings for Seasonal Workers in the relevant Participating Country conducted by the government of that country.
Appears in 1 contract
Samples: Deed of Agreement
Recoupment of International and Domestic Transportation. Subject to Item E5, You may only recoup from each Seasonal Worker the costs over the Worker, any amount (if any), specified in the Guidelines, for of the Return International Airfare and domestic transportation for which You are deemed responsible for meeting under up to the Deedamount specified in the Guidelines. Other expenses and deductions You must assist all Seasonal Workers You employ by paying for reasonable initial living expenses on their arrival, prior to the Seasonal Worker receiving their first payment of wages. Reasonable expenses include: reasonable clothing and equipment required to participate in employment, subject to Item E9; reasonable food and incidentals that are provided to a Seasonal Worker, prior to them receiving their first pay; subject to Item G2, accommodation, including any bond; subject to Item H2, transport to and from work; medical costs; health insurance; or any other expense that is authorised: by law; a Fair Work Instrument; under this Deed, including under the Guidelines; or by Us in writing. You may assist Seasonal Worker candidates and Seasonal Workers with the following expenses, where appropriate: passport; visa application charge; health check and/or x-ray; or police and/or character check. Subject to Item E8, You may recoup the expenses specified in Items E2(a), E2(b), E4, E5 and E6 by reasonable instalments, in the form of a deduction from the Seasonal Worker’s wages during their period of employment. You must ensure that any deduction, including any alteration to a deduction, from the wages paid to Seasonal WorkersWorkers are: is specified or authorised under Items E5 and E6, and consistent with the relevant Approved Recruitment; is are lawful and reasonable; has have been explained to and agreed to by the Seasonal Worker in writing; does do not exceed the cost of the expense the deduction is made for; and does do not result in Seasonal Workers having an inadequate amount of money remaining each week with which to pay for reasonable living expenses. Notwithstanding anything else in this Item E, You must not charge Seasonal Workers, or deduct or withhold from Seasonal Workers’ wages, any expenses that are not authorised pursuant to this Item E, or expenses that are incurred meeting Your statutory obligations and Your obligations under this Deed. Such expenses include expenses in relation to: the selection, recruitment and arrangement of accommodation and transport for Your Seasonal Workers; travel to Participating Countries; obtaining a license to recruit from a Participating Country; using a recruitment agent to recruit on Your behalf and any associated costs incurred or on-charged by the recruitment agent; welfare and wellbeing costs, unless expressly authorised under the Guidelines; uniforms or any branded clothing and/or apparel; measures, training and personal protective equipment for work health and safety; and administrative expenses incurred by You in relation to participation in the Seasonal Worker Programme, including time spent arranging pay slips, briefings, dispute resolution and community engagement for Seasonal Workers. You must not offer Seasonal Workers any inducement other than what will be offered under the terms of the Offer of Employment and the assistance which must be provided to Seasonal Workers under this Deed. You must provide regular payslips to Seasonal Workers in accordance with statutory requirements, which clearly set out gross pay, itemised deductions, tax, and net pay. You must instruct Seasonal Workers on how to correctly read their payslip. Welfare and Wellbeing of Seasonal Workers You must, in accordance with the Guidelines: ensure that adequate arrangements are in place for the welfare and wellbeing of Seasonal Workers, as set out in Your approved Welfare and Wellbeing Plan (as amended from time to time under clause 12), Your Approved Recruitment and Your Offer of Employment (as amended from time to time under Item B7); not infringe upon Seasonal Workers’ lawful ability to associate and move freely and unhindered outside of working hours; ensure that Seasonal Workers know how, and have the ability, to contact 000 and connect to the emergency service required; provide Seasonal Workers with a 24 hour per day, seven days per week emergency contact number and ensure the Seasonal Workers are aware that they can make contact with You or Your Personnel assigned for out of hours contact (as relevant) at any time on that number; assist Seasonal Workers to access medical and allied health services and to make claims under health insurance as contemplated by Item F1(f) as appropriate; ensure that all Seasonal Workers have and maintain adequate arrangements for health insurance during the period of their stay in Australia. The health insurance must cover in-patient and out-patient care and meet Seasonal Workers’ visa obligations; assist Seasonal Workers to regularly access opportunities for recreation and religious observance; assist Seasonal Workers to participate in approved Australian Government funded training while in Australia and allow Seasonal Workers to attend training sessions, as agreed with Us; monitor the progress, placement and wellbeing of all Seasonal Workers employed on a regular basis; take any additional reasonable steps to ensure the welfare and wellbeing of Seasonal Workers; ensure that at all times an appointed Welfare and Wellbeing Support Person is located within 300 kilometres of each Placement and is available to provide welfare and wellbeing support to the Seasonal Workers in accordance with this Deed and the Guidelines; conduct and keep records of fortnightly face to face, in person, discussions between any relevant Welfare and Wellbeing Support Persons and the Seasonal Workers. If a face to face, in person, discussion is not an option due to the COVID-19 pandemic, You must conduct the discussion virtually with the Seasonal Workers; and take all reasonable steps to address and, where possible, resolve any issues relating to the welfare and wellbeing of Seasonal Workers as soon as practicable. Accommodation for Seasonal Workers Subject to clause 11 and in accordance with Your Approved Recruitment and Your Offer of Employment (as amended from time to time under Item B7), You must arrange accommodation that complies with any Guidelines and is fit for occupation and use for each Seasonal Worker employed by You. A Seasonal Worker may elect to arrange her or his own accommodation, in which case You are prohibited from making any deductions for accommodation from that Seasonal Worker’s wages. Transportation for Seasonal Workers Subject to Items H2 and H4 and in accordance with the Guidelines, You must arrange transport for Seasonal Workers: between their places of accommodation and their places of work; between their places of accommodation and shopping facilities; and to and from the airport within Australia, which, in Our opinion, is: appropriate in the circumstances; affordable for Seasonal Workers; and of a suitable standard of safety and comfort. A Seasonal Worker may elect to arrange her or his own transport, in which case You must not make any deductions for transport from that Seasonal Worker’s wages. You must be aware of and comply with any work health and safety legislation or State and Territory Government and local government legislation and codes that may apply to the transport You arrange for Seasonal Workers. Item H does not apply in relation to any Seasonal Worker who elects to make her or his own accommodation arrangements in accordance with Item G2. Pre-Departure Briefing for Seasonal Workers You must contribute information and materials relevant to Seasonal Workers You employ in accordance with any Guidelines (including information on the local area they will be living in while in Australia, the type of work to be performed, the place of employment of Seasonal Workers and what they can expect in Australia) to Pre-Departure Briefings for Seasonal Workers in the relevant Participating Country conducted by the government of that country.;
Appears in 1 contract
Samples: Deed of Agreement
