Care and Disability Services Industry Award Sample Clauses

Care and Disability Services Industry Award. 2010 (Cth) and other applicable legislation. This includes, but is not limited to, the National Employment Standards in the Fair Work Act.
Sample 1
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Care and Disability Services Industry Award. Community Development Workers employed under this Agreement shall be paid the following weekly rates: Classification Level Current rates as at 1 July 2016 First full pay period on or after 1 Dec 2016 First full pay period on or after 1 July 2017 First full pay period on or after 1 Dec 2017 First full pay period on or after 1 July 2018 First full pay period on or after 1 Dec 2018 First full pay period on or after 1 July 2019 First full pay period on or after 1 Dec 2019 Class I (unqualified) (Translating to SCHCADS (SACS) level 2 1st Year $900.15 $912.81 $940.20 $953.24 $981.85 $995.28 $1,025.10 $1,038.93 2nd Year (cert IV) $928.99 $941.88 $970.11 $983.39 $1,012.92 $1,026.61 $1,057.40 $1,071.50 3rd Year $954.38 $968.25 $997.33 $1,011.62 $1,041.96 $1,056.67 $1,088.38 $1,103.53 4th Year $978.51 $993.04 $1,022.80 $1,037.76 $1,068.88 $1,084.29 $1,116.82 $1,132.70 Class I (qualified) (Translating to SCHCADS (SACS) level 3 1st Year (ass dip/adv'd cert) $953.35 $978.04 $1,007.34 $1,032.77 $1,063.74 $1,089.93 $1,122.64 $1,149.61 2nd Year $980.80 $1,006.20 $1,036.41 $1,062.57 $1,094.49 $1,121.43 $1,155.10 $1,182.85 3rd Year (3 year degree) $1,002.21 $1,028.04 $1,058.87 $1,085.47 $1,118.00 $1,145.38 $1,179.77 $1,207.98 4th Year (4 year degree) $1,024.46 $1,050.48 $1,081.99 $1,108.79 $1,142.03 $1,169.64 $1,204.76 $1,233.20 NEIGHBOURHOOD HOUSE EMPLOYEES Social, Community, Home Care and Disability Services Industry Award Community Development Workers employed under this Agreement shall be paid the following weekly rates: Pay rates are effective from the first full pay period on or after the 1 July 2017, 1 July 2018 and 1 July 2019 Classification Level Current rates as at 1 July 2016 First full pay period on or after 1 Dec 2016 First full pay period on or after 1 July 2017 First full pay period on or after 1 Dec 2017 First full pay period on or after 1 July 2018 First full pay period on or after 1 Dec 2018 First full pay period on or after 1 July 2019 First full pay period on or after 1 Dec 2019 Class II (a) Translating to SCHCADS (SACS) level 4 1st Year $1,074.72 $1,108.17 $1,141.38 $1,175.84 $1,211.15 $1,246.64 $1,283.98 $1,320.54 2nd Year $1,102.70 $1,137.03 $1,171.18 $1,206.54 $1,242.70 $1,279.11 $1,317.45 $1,354.96 3rd Year $1,131.03 $1,166.24 $1,201.22 $1,237.48 $1,274.61 $1,311.96 $1,351.30 $1,389.77 4th Year $1,156.27 $1,192.26 $1,228.07 $1,265.14 $1,303.12 $1,341.31 $1,381.52 $1,420.85 5th Year $1,156.27 $1,192.26 $1,228.07 $1,265.14 $1,303.12 $1,341.31 $1,381.52...
Sample 1
Care and Disability Services Industry Award. 2010 on signing, after 12 months of the execution of the EU and again at 24 months of the execution of the EU. Ensuring that the workplace systems and processes they have implemented or propose to implement complies with their obligations under the FW Act. Catalyst Child and Family Services Ltd expresses its sincere regret and apologises for the unintended errors, which resulted in the contraventions. Furthermore, Catalyst Child and Family Services Ltd confirms it has implemented measures that will prevent the possibility of any reoccurrence thereby ensuring compliance with all requirements of the Commonwealth workplace relations laws in the future. If you worked for Catalyst Child and Family Services Ltd and have queries or questions relating to your employment, please contact Human Resources at xx.xx@xxxxxxxxxxx.xxx.xx Alternatively, anyone can contact the FWO via the website at xxx.xxxxxxxx.xxx.xx or the Infoline on 13 13 94. Attachment B– Letter of Apology <Date> <Employee Name> <Employee Address> Dear <Employee Name> I am writing to apologise on behalf of CATALYST CHILD AND FAMILY SERVICES LTD (Catalyst) for self -disclosed non-compliance with Commonwealth Workplace relations laws. We recently conducted a review that has been confirmed by the Office of the Fair Work Ombudsman (FWO) that determined we had contravened the Fair Work Xxx 0000 and the Social, Community, Home Care and Disability Services Industry Award 2010 by: Failing to roster and offer hours as per the rostering provisions of the Award Failing to pay correct overtime rates for hours worked; Failing to pay the correct on call allowances; Failing to pay the correct shift and penalty rates; Failing to apply the correct wage progression for the relevant classification Regrettably, the review determined that you were affected by the above contraventions. Catalyst is taking steps to remedy the contraventions, including by rectifying the amount that you have been underpaid, the total amount $[insert amount]. You will receive this payment on [insert date] and will be provided with a payment advice regarding the payment. Catalyst has formally acknowledged to the FWO that Catalyst did not comply with its obligations under Commonwealth workplace relations laws and have voluntarily entered into an Enforceable Undertaking with the FWO, a copy of which will be available from the FWO website at xxx.xxxxxxxx.xxx.xx. As part of the Enforceable Undertaking we have committed to a number of measures to ensu...
Sample 1
Care and Disability Services Industry Award. 2010 (Award). Any industrial instrument, including the Award, that applies to your employment is regulated by the Fair Work Xxx 0000 (Cth) and does not form part of this Agreement. Industrial instruments may be varied from time to time, or replaced, or may cease to apply to you in accordance with the Fair Work Xxx 0000 (Cth) or any other applicable Act.
Sample 1
Care and Disability Services Industry Award. 2010, the provisions of the Long Service Leave Act 2018 (Vic) will apply.
Sample 1
Care and Disability Services Industry Award. 2010 • Professional Employees Award 2020 except where varied to be more favourable by this Enterprise Agreement, as well as those conditions mandated by the Fair Work Act.
Sample 1
Care and Disability Services Industry Award. 2010 for the starting point of this agreement due to its superior staff wages and conditions. Through an ongoing consultation process, Employees have provided feedback on conditions they value most and where they would like flexible provision made to give them the highest wage-earning potential while maintaining maximum workplace flexibility.
Sample 1
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Related to Care and Disability Services Industry Award

  • ILLNESS AND DISABILITY 8.0 At the beginning of each school year each teacher shall be credited with ten (10) days of leave, the unused portion of which shall accumulate from year to year to one hundred fifty-five (155) days pro-rated based on the teacher’s regularly scheduled work day/week. The leave days may be taken by a teacher for the following reasons and subject to the following conditions:

  • Short-Term Leave and Disability Plan Top Up (STLDPT) For teacher absences that extend beyond the eleven (11) sick leave days provided above, teachers will have access to a sick leave top up for the purpose of topping up salary to one hundred percent (100%) under the Short-term Leave and Disability Plan. This top up is calculated as follows:

  • Short-Term Leave and Disability Plan (STLDP) Subject to paragraphs 3.4-3.8 below, full-time teachers will be allocated one hundred and twenty (120) STLDP days on the first day of each school year. If a teacher’s employment status is less than full time, the teacher’s eligibility for short- term disability days shall be prorated by the ratio that the teacher’s FTE status is to full time status. Teachers on an unpaid leave of absence are not eligible to access benefits under this article for the portion of the workday for which the teacher is on an unpaid leave of absence. Teachers eligible to access short-term leave and disability coverage shall receive payment equivalent to ninety percent (90%) of annual grid salary (calculated by annual grid salary inclusive of any applicable allowances, multiplied by 90% divided by 194), in accordance with the terms of this central agreement.

  • SICK LEAVE AND LONG-TERM DISABILITY (Articles 12.01 to 12.11 apply to full-time nurses only)

  • LEAVE AND LONG-TERM DISABILITY (Articles to are related to Sick Leave and Long-term Disability will be incorporated in all collective agreements:) The Hospital shall provide a short-term sick leave plan at least equivalent to that described in the Hospitals of Ontario Disability Income Plan brochure. Copies of the brochure will be made available to employees upon request. The Hospital will pay seventy-five percent (75%) of the billed premium towards coverage of eligible employees under the long term disability plan or equivalent); employees shall pay the balance of the billed premiums through payroll deduction. The Hospital further agrees to pay employees an amount equal to any loss of benefits under for the first two days of the fourth and subsequent period of absence in any calendar year. Effective April employees with or more years service will be paid at the benefit level for all incidences of absence covered by Any dispute which may arise concerning an employee's entitlement to term or long-term benefits under may be subject to grievance and arbitration under the provisions of this Agreement. An employee who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Worker's Compensation for a period longer than one complete pay period may apply to the Hospital for payment equivalent to the lesser of the benefit the employee would receive from Workers' Compensation if the employee's claim was approved, or the benefit to which the employee would be entitled under the short term sick portion of the disability income plan or equivalent plan). Payment will be provided only if the employee provides evidence of disability satisfactory to the Hospital and a written undertaking satisfactory to the Hospitalthat any paymentswill be refunded to the Hospital following final determination of the claim by The Workers' Compensation Board. If the claim for Workers' Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the employee would be entitled under the short term portion of the disability income plan. Any payment under this provisionwill continue for a maximum of fifteen (15) weeks. (The following clause will only appear in those collective agreements at hospitals where sick leave banks were established on the transfer to or equivalent:) Sick leave banks standing to the credit of an employee shall be utilized to supplement payment for sick leave days which would otherwise be paid at less than full wages, or for sick leave days at no wages. (Articles and will only appear in those collective agreements at hospitals which had sick leave credit pay out provisions in their collective agreements expiring December, Pay out of sick leave credits shall be made on termination of employment or, in the case of death, to the employee's estate. The amount of the payment shall be a cash settlement at the employee's then current salary rate for any unused sick credits to the maximum provided under the previous accumulating sick leave credit plan. Where an employee, employed as of the effective date of the transfer to or equivalent, did not have the required service to qualify for pay out on termination, he shall be entitled to the same pay out provisionsas set out in Article above, providing he subsequently achieves the necessary service to qualify for pay out under those provisions. Where an employee, with accumulated sick leave credits remaining, is prevented from working for the Hospital because of an occupational illness or accident that is recognized by the Workers' Compensation Board as compensable within the meaning of the Workers' Compensation Act the Hospital, on application from the employee, will supplement the award made by the Workers' Compensation Board for loss of wages to the employee by such amount that the award of the Workers' Compensation Board for loss of wages, together with the supplementation of the Hospital, will equal one hundred percent (100%) of the employee's net earnings to the limit of the employee'saccumulated sick leave credits. Employees may utilizesuch sick leave credits while awaiting approval of a claim for Workers' Compensation. (Note: The Hospital shall pay for such medical as it may require from time-to-time to certify an employee’s illness or ability to return to work. Any other related to Sick Leave and Long-Term Disability that existed in theexpiring Collective Agreementwill be continued and numbered in sequence as provisions of this Article, except such of an administrative nature related to this Article which will be continued in the Local Provisions Appendix.)

  • INJURY AND DISABILITY 23.01 Where an employee is absent due to illness or injury which is compensable by WSIB, the following shall apply:

  • Employment of Disabled Workers The Union and the Employer acknowledge their obligations to accommodate certain individuals under the Human Rights Code of Ontario and agrees that this Collective Agreement will be interpreted in such a way as to permit those obligations to be discharged.

  • Long Term Disability Plan The Welfare Plan will include a Long Term Disability Plan summarized in Appendix “2”.

  • Long Term Disability (LTD 4.7.1 The school board shall cooperate in the administration of the LTD Plan. It is understood that administration means that the school board will co-operate with the enrolment and deduction of premiums and provide available necessary data to the insurer, upon request. The school board will remit premiums collected to the carrier on behalf of the teachers.

  • Long Term Disability The Employer agrees to provide Long Term Disability benefits for active full-time employees after fifty-two (52) weeks if an Employee is unable to perform any occupation (reasonably suited by means of training, education or experience). The Plan will provide for sixty-six and two thirds percent (66 2/3%) of an Employee's basic monthly earnings to a maximum of $1,500.00. Coverage would cease the date an Employee attains normal retirement age.

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