Town Of Cambridge Enterprise Agreement

Excessive annual delimitations – New model concept – Appendix 2 There have been some changes in the name of the model published by the FWC in the previous decision in June. The proposed excessive annual leave provisions describe the following: an employer is required to meet with a worker and discuss measures to reduce or eliminate excessive leave before ordering workers to take leave. If there is no agreement, the employer can, after these steps, give the worker a written instruction for paid or paid annual leave. The concept of a temporary model implies the right of the employer to instruct a worker to take excessive annual leave, but it also provides for the fact that a worker receives excessively paid annual leave, but does not take direction for employers. The concept of a temporary model also allows a worker to exercise control over the date on which his leave is to be taken. Download Attachment 2 Annual Leave in Advance – New Model Term Attachment – Attachment 3 The June 2015 decision saw Full Bench adopt a standard clause that describes employees` ability to take vacations in advance. Employers and workers can accept annual leave in advance is already provided for in LGIA point 25.6. However, full Bench was satisfied that a standard concept should be established that any agreement is beneficial for both parties for a worker to take annual leave in advance. The concept of a model also requires the employer to establish such agreements as a dataset of workers. Download Appendix 3 Other Provisions for Annual Leave General Expenses Other decisions have been made regarding acquired leave, the payment of annual leave in the event of termination and the electronic transfer of annual leave that is not currently directly applicable to LGIA.

Next Steps Interested parties will have the opportunity to comment and provide evidence as to whether the different standard terms contained in the decision can be included in certain modern distinctions. Instructions for the next phase of this procedure will be published shortly. For more information, email WALGA Employee Relations or call 9213 2014. 2015 Fair Work Commission Wage Increase The Fair Work Commission increased the minimum minimum wage by 2.5% and increased the national minimum wage by $16.00 per week. It will enter service on July 1, 2015. The decision increases the federal government`s weekly minimum wage to $US 656.90 ($17.29 per hour). This increase must be provided by employers who apply the minimum rates of the 2010 Local Government Industry Award or other modern federal government awards, and by employers who have federal enterprise agreements that include increases in pay rates. Employers who have federal operating agreements that have set wage increases are not required to apply this increase. Walga Employee Relations will soon publish a revised salary plan for the Local Industry Administration Award for Subscribers. For more information, please contact WALGA Employee Relations or by phone at 9213 2092. Walga has submitted applications for provisions to pay annual leave to the LGIA on behalf of the local government sector in Western Australia and the Northern Territory.

These observations were presented in April 2014 in collaboration with other local associations of the state and territory. The Fair Work Commission`s Full Bench has also taken a preliminary decision to include a provision allowing employers to grant leave from the previous year and to deduct amounts for all those who still need to be deducted from severance pay within the LGIA.

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