Visa Compliance. 18.1 The Employer will ensure all Employees are lawfully entitled to work in Australia performing work under the Agreement. In circumstances where the proposed employment of overseas workers on any temporary visa forms part of a “major workplace change”, the Employer acknowledges its obligations to consult in accordance with clause 12 – Consultation of this Agreement.
18.2 Should the Parties find themselves in disputation under this clause as to whether an Employee is entitled to work in Australia and/or is paid the appropriate rates, and the dispute is not able to be resolved at the workplace level, the matter shall be referred to the Disputes Panel under clause 11 of the Agreement.
18.3 The Employer will maintain HR systems (including utilising the VEVO system on an ongoing basis), to ensure that temporary foreign Employees are at all times employed in accordance with the conditions of their visas.
18.4 Existing and prospective Employees will be required to complete an Authority obtained from the DHA with details of immigration status. No person will be allowed to undertake any work for the Employer unless it is verified that he/she has the right to work in Australia.
18.5 The Employer must ensure that no person who is not an Australian citizen or Australian permanent resident (within the meaning of the Migration Act 1958), or does not otherwise have unrestricted work rights, is employed to undertake building work for the Employer unless:
(a) the position is first advertised in Australia; and
(b) the advertising was targeted in such a way that a significant proportion of suitably qualified Australian citizens and Australian permanent residents would be likely to be informed about the position; and
(c) any skills or experience requirements set out in the advertising were appropriate to the position; and
(d) the Employer demonstrates that no Australian citizen, Australian permanent resident or person with unrestricted work rights is suitable for the job.
Visa Compliance. The Company will ensure all Employees are lawfully entitled to work in Australia performing work under the Agreement. In circumstances where the proposed employment of overseas workers on any temporary visa forms part of a “major workplace change”, the Company acknowledges its obligations to consult in accordance with clause 6.12.
Visa Compliance. F.1 You confirm that you enter into this agreement for the purposes of undertaking and completing your Course and not for any other purpose, including without limitation to seek employment or healthcare during the period of the Course.
F.2 You must adhere to all rules, regulations and requirements as stipulated by the UKVI and by us regarding student visas. The UKVI rules, regulations and requirements are available to read at xxx.xxx.xx/xxxx-0-xxxxxxx-xxxx.
F.3 If your visa application is refused, then any Fees paid will be refunded in accordance with our Refund Policy.
F.4 In the event of termination of our agreement for any reason, you will not proceed with any visa application on the basis of your application to us. We will withdraw any CAS if not used. If you have already used your CAS to make a visa application, you will need to contact the UKVI to withdraw your visa application, failing which your visa application will be refused. If your visa has already been approved by the UKVI, your visa will be curtailed accordingly.
F.5 You must complete your Course within the timeframe specified in your CAS, failing which we may dismiss you from the Course and terminate our agreement immediately on written notice. If you are unable to complete the Course due to illness or for any other exceptional reason, we will try to accommodate you on a later Course. In the event of such deferral, we may need to withdraw our sponsorship (to comply with our UKVI requirements), and require you to reapply for your Course from your home country.
F.6 On Induction you must provide us with the following information:
F.6.1 your current original passport containing your UK immigration status document and original biometric residence permit (if applicable), to enable us to take a photocopy/electronic copy of the relevant page; and
F.6.2 any original documents relied on in support of your application.
F.7 On Induction and at all times during your studies on the Course you must provide us with:
F.7.1 your up-to-date contact details, including your UK residential address, telephone number (landline and mobile), email address and contact details of your next of kin;
F.7.2 prior notification of any intended absence from your Course for any period together with the reason for such absence and any supporting evidence in accordance with our attendance and punctuality requirements set out in the Course Handbook;
F.7.3 prior notification of any intended withdrawal from the Course, with suppor...
Visa Compliance. 5.1 You must provide us with satisfactory evidence that you meet the current English language requirement (IELTS 6.5, TOEFL iBT 86, Cambridge CAE B+ or CPE B or an internationally recognised equivalent) in order to complete your course. Even if you have provided such evidence, we may terminate this agreement if we consider in our discretion that you do not meet the relevant English language requirement.
5.2 For non-EEA students:
5.2.1 You must possess a valid EEA passport or resident permit for the Netherlands to be accepted in the course. Please, note that Amsterdam Fashion Academy is legally unable to sponsor non-EEA students for a study visa.
5.2.2 You must provide us with any documentation we may reasonably request, which shall include without limitation the documentation listed at clause 5.2.7.
5.2.3 You represent, warrant, and undertake that you are entering into the agreement for the purposes of undertaking and completing your course and not for any other purpose, including without limitation to seek employment or healthcare during the period of the course.
5.2.4 You must adhere to all rules, regulations, and requirements as stipulated by the Dutch law.
5.2.5 You must provide us with a copy of your resident permit immediately on receipt and in any event prior to the course start date and inform us immediately if there is any delay in receiving your resident permit.
5.2.6 You will inform us immediately if your resident permit application is refused and send us a copy of the visa refusal letter. If you do not wish to re-apply for a student visa, we will refund the application fee and the fees paid to us.
Visa Compliance. If you are an International Student, please see paragraph F for additional terms relating to visa compliance.
Visa Compliance. The Contracting parties requiring visas and / or residency permits must comply with all applicable laws, regulations and requirements, established in the field by the Italian State. Laws, regulations and requirements are available on xxxx://xxx.xxxxxxx.xxx.xx and all such requirements, a copy of the visa and / or residency permit, will be needed at the time of enrollment and in any case before the start date of courses. The Contracting Party has the obligation to inform WINS for any delay, impediment or revocation related to visa and / or residence permit for the duration of the contractual relationship.
Visa Compliance. (a) The Employer will ensure all Employees are lawfully entitled to work in Australia performing work under the Agreement. Before employing overseas workers on any temporary visa, the Parties will confer to ensure that all parties are satisfied that all laws in relation to sponsorship, engagement and employment of a person who is not an Australian citizen.
(b) Should the Parties find themselves in disputation under this clause as to whether an Employee is entitled to work in Australia and/or is paid the appropriate rates, and the dispute is not able to be resolved at the workplace level, the matter shall be referred to the Disputes Panel under clause 12.312.2(b) of the Agreement.
(c) The Employer will maintain HR systems (including utilising the Visa Entitlement Verification Online (VEVO) system on an ongoing basis), to ensure that temporary foreign Employees are at all times employed in accordance with the conditions of their visas.
(d) Existing and prospective Employees will be required to complete an Authority obtained from the Department of lmmigration and border Protection (DIBP) with details of immigration status. No person will be allowed to undertake any work for the Employer unless it is verified that he/she has the right to work in Australia.
Visa Compliance. (a) The Employer will ensure all employees are lawfully entitled to work in Australia performing work under the Agreement.
(b) Should the parties find themselves in disputation under this clause as to whether an employee is entitled to work in Australia and/or is paid the appropriate rates, and the dispute is not able to be resolved at the workplace level, the matter shall be referred to the Disputes Panel under clause 16 of the Agreement.
(c) The Employer will maintain HR systems (including utilising the Visa Entitlement Verification Online (VEVO) system on an ongoing basis), to ensure that temporary foreign Employees are at all times employed in accordance with the conditions of their visas.
(d) Existing and prospective employees will be required to complete an Authority obtained from the Department of Immigration and border Protection (DIBP) with details of immigration status. No person will be allowed to undertake any work for the Employer unless it is verified that he/she has the right to work in Australia.
Visa Compliance. 16.1 The Employer will ensure all Employees are lawfully entitled to work in Australia performing work under the Agreement. In circumstances where the Agreement 2020-2023 PART 3 - TYPES OF EMPLOYMENT AND TERMINATION OF EMPLOYMENT proposed employment of overseas workers on any temporary visa forms part of a “major workplace change”, the Employer acknowledges its obligations to consult in accordance with clause 11 – Consultation of this Agreement.
16.2 Should the Parties find themselves in disputation under this clause as to whether an Employee is entitled to work in Australia and/or is paid the appropriate rates, and the dispute is not able to be resolved at the workplace level, the matter shall be referred to the Disputes Panel under clause 10 of the Agreement.
16.3 The Employer will maintain HR systems (including utilising the VEVO system on an ongoing basis), to ensure that temporary foreign Employees are at all times employed in accordance with the conditions of their visas.
16.4 Existing and prospective Employees will be required to complete an Authority obtained from the DHA with details of immigration status. No person will be allowed to undertake any work for the Employer unless it is verified that he/she has the right to work in Australia.
16.5 The Employer must ensure that no person who is not an Australian citizen or Australian permanent resident (within the meaning of the Migration Act 1958) is employed to undertake building work for the Employer unless:
(a) the position is first advertised in Australia; and
(b) the advertising was targeted in such a way that a significant proportion of suitably qualified Australian citizens and Australian permanent residents would be likely to be informed about the position; and
(c) any skills or experience requirements set out in the advertising were appropriate to the position; and
(d) the Employer demonstrates that no Australian citizen or Australian permanent resident is suitable for the job.
Visa Compliance. 16.1 The Employer will ensure all Employees are lawfully entitled to work in Australia performing work under the Agreement. In circumstances where the proposed employment of overseas workers on any temporary visa forms part the Employer acknowledges its obligations to consult in accordance with clause 11 Consultation of this Agreement.
16.2 Should the Parties find themselves in disputation under this clause as to whether an Employee is entitled to work in Australia and/or is paid the appropriate rates, and the dispute is not able to be resolved at the workplace level, the matter shall be referred to the Disputes Panel under clause 10 of the Agreement.
16.3 The Employer will maintain HR systems (including utilising the VEVO system on an ongoing basis), to ensure that temporary foreign Employees are at all times employed in accordance with the conditions of their visas.
16.4 Existing and prospective Employees will be required to complete an Authority obtained from the DHA with details of immigration status. No person will be allowed to undertake any work for the Employer unless it is verified that he/she has the right to work in Australia.
16.5 The Employer must ensure that no person who is not an Australian citizen or Australian permanent resident (within the meaning of the Migration Act 1958) is employed to undertake building work for the Employer unless:
(a) the position is first advertised in Australia; and
(b) the advertising was targeted in such a way that a significant proportion of suitably qualified Australian citizens and Australian permanent residents would be likely to be informed about the position; and
(c) any skills or experience requirements set out in the advertising were appropriate to the position; and
(d) the Employer demonstrates that no Australian citizen or Australian permanent resident is suitable for the job.
