Superannuation An employer shall pay superannuation contributions (clause of this award) to an employee receiving accident pay in accordance with this clause. Redemptions In the event that an employee receives a lump sum payment in lieu of weekly payments under the applicable workers’ compensation legislation, the liability of the employer to pay accident pay will cease from the date the employee receives that payment. Casual employees For a casual employee the weekly payment referred to in clause 24.2(a) will be calculated using the employee’s average weekly ordinary hours with the employer over the previous 12 months or, if the employee has been employed for less than 12 months by the employer, the employee’s average weekly ordinary hours over the period of employment with the employer. The weekly payment will include casual loading but will not include over award payments, shift loadings, overtime, incentive earnings under any system of payment by results, penalty rates and any other ancillary payments payable by the employer. Other All other provisions of the applicable workers’ compensation legislation will apply. Protective gloves or cream [24.4 renumbered as 24.2 by ; 24.2 renumbered as 24.3 by ppc 15Oct15] Where the employer requires an employee to provide protective gloves or a protective cream to handle chemicals, solvents, solutions or dyes, the employer must reimburse the employee for the actual cost of providing such equipment. The provision of this clause will not apply where the employer supplies such items without cost to the employee. 24.3 District allowances [24.3 varied by ; deleted by ppc 05Mar15] Meal allowance [24.5 varied by , , , , ; 24.5 renumbered as 24.3 by ; varied by ; 24.3 renumbered as 24.4 by ppc 15Oct15; 24.4 varied by , , ppc 01Jul18] Where an employee is required by an employer to work overtime: Monday to Friday inclusive; and for more than one hour after the usual finishing time or after 6.00 pm, which ever is the later:
Pedestrian Fork-lift Operator means an employee operating from a standing position adjacent to a self powered fork-lift appliance with which loads are handled, either solely by means of forks or tines mounted on a sliding carriage, or a vertical or near vertical mast, or by such means together with the use of a jib, ram, grab or other attachment. This definition specifically excludes stillage trucks or other appliances designed to lift and move a pallet or pallets within 30cm of floor level. High Rise Stacker Operator means an operator of a device known as a high rise stacker where both the operator and the lift ascend with the load above the floor level of up to 12 metres. A high rise stacker operator in addition to being a qualified fork-lift driver will have undertaken additional training and be qualified to operate a high rise stacker in accordance with the various State acts. Warehouse employees Warehouse employee means an employee (other than foreman/woman) performing up to any of the following functions: Sorting and storing Assist in unloading trucks, trolleys or other transportation devices. Sort or check goods and take them to appropriate places (bins, shelves, stacks) in warehouse for storage. Enter on cards or labels. Order processing Make up orders to specifications by selecting goods from storage places in warehouse and assembling them for packing or parcelling. Enter on cards or labels. Wrapping or packing Check, pack or wrap assembled goods, address and weigh. Assist in loading. Enter on cards or Labels. Provided that any person performing more than two of the above functions will be classified as storeman/woman. Provided also that an employee engaged exclusively in sorting and/or storing and/or dispatching of goods partly processed within an workplace and held in a storage area pending further processing within that workplace will be regarded as a warehouse employee. Provided further that warehouse employee will not include: an employee who in the course of manufacture merely encloses goods in the uniform container or containers in which such goods are ordinarily sold by the manufacturer; an employee employed solely in cleaning or labouring duties in or about a warehouse or in connection with the work of a warehouse employee will not be deemed, by reason only of the employee’s performance of such duties to come within the definitions;
the apparent principal notifies the worker of the service; and the liable party pays the unpaid remuneration to the worker within 14 days of the service; and the liable party serves notice in writing on the apparent principal that payment has been made and the amount. [E.7.3(d) varied by ppc 18Feb10] An apparent principal may set off or deduct any unpaid remuneration paid to the worker from any amount the apparent principal owes to the liable party. Nothing in this subclause limits or excludes any other liability or right of recovery in respect of: unpaid remuneration; or money owed by an apparent principal to a liable party. A principal or apparent principal will not be liable for any unpaid remuneration pursuant to this clause to the extent that the principal or apparent principal proves that the relevant work was not done or the amount of unpaid remuneration claimed is in excess of the amount to which the worker is entitled. An apparent principal is not excluded from liability pursuant to this subclause by obtaining a written statement from any party, including (but not limited to) a body corporate owned or managed by the worker. A principal or apparent principal is not excluded from liability pursuant to this subclause by obtaining a written statement from, or serving a claim upon, a body corporate owned or managed by the worker. Appendix to Schedule F—Information to be given to outworkers [Appx to Sched F varied by , , , , ; substituted by ppc 04Oct13; varied by , , , ppc 01Jul18] Preamble If you work at home or outside a workshop in the textile, clothing, footwear and associated industries, you may be an outworker. If you are an outworker, you are entitled to the same wages and conditions, in general, as workers in textile, clothing or footwear factories. The Textile, Clothing, Footwear and Associated Industries Award 2010 (the Award) sets out legally enforceable rights and obligations. This applies to all outworkers including employees, independent contractors, and holders of business name registrations. According to this law some of the entitlements outworkers must receive are set out below: Hours of work An outworker may only be employed to work full-time, which is 38 hours a week, or regular part-time, which must be at least 15 hours per week or 10 hours per week (with the agreement