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QUEENSLAND INDUSTRIAL RELATIONS COMMISSION Industrial Relations Act 1999 - s. 130 - award review BOARDING HOUSE EMPLOYEES AWARD - STATE (EXCLUDING SOUTH-EAST QUEENSLAND) (No. AR172 of 2002) DEPUTY PRESIDENT SWAN COMMISSIONERS EDWARDS AND BECHLY
29 July 2003
AWARD REVIEW After reviewing the above Award as required by s. 130 of the Industrial Relations Act 1999, this Commission orders that the Award be repealed and the following Award be made, as from 29 September 2003. BOARDING HOUSE EMPLOYEES AWARD - STATE (EXCLUDING SOUTH-EAST QUEENSLAND) 2003 PART 1 - APPLICATION AND OPERATION 1.1
This Award is known as the Boarding House Employees Award - State (Excluding South-East Queensland) 2003. 1.2
Subject Matter
Clause No.
PART 1 - APPLICATION AND OPERATION Title Arrangement Date of operation Award coverage Definitions Area of operation Parties bound
1.1 1.2 1.3 1.4 1.5 1.6 1.7
PART 2 - FLEXIBILITY Enterprise flexibility
PART 3 - COMMUNICATION, CONSULTATION AND DISPUTE RESOLUTION Grievance and dispute settling procedure
PART 4 - EMPLOYER AND EMPLOYEES' DUTIES, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTS Employment categories Casual employment Juniors Incidental and peripheral tasks Anti-discrimination Termination of employment
4.1 4.2 4.3 4.4 4.5 4.6
Introduction of changes Redundancy Continuity of service - transfer of calling
4.7 4.8 4.9
PART 5 - WAGES AND WAGE RELATED MATTERS Definition of classifications Wage rates Juniors Allowances Payment of wages Superannuation
5.1 5.2 5.3 5.4 5.5 5.6
PART 6 - HOURS OF WORK, BREAKS, OVERTIME, SHIFT WORK, WEEKEND WORK Hours of work Roster posting Meal breaks Rest pauses Overtime Shift work Weekend work
6.1 6.2 6.3 6.4 6.5 6.6 6.7
PART 7 - LEAVE OF ABSENCE AND PUBLIC HOLIDAYS Annual leave Sick leave Bereavement leave Long service leave Family leave Public holidays Jury service
7.1 7.2 7.3 7.4 7.5 7.6 7.7
PART 8 - TRANSFERS, TRAVELLING AND WORKING AWAY FROM USUAL PLACE OF WORK No provisions inserted in this Award relevant to this Part. PART 9 - TRAINING AND RELATED MATTERS Commitment to training
PART 10 - OCCUPATIONAL HEALTH AND SAFETY MATTERS, EQUIPMENT, TOOLS AND AMENITIES Breakages Uniforms First aid Laundry Sleeping accommodation Food and accommodation
10.1 10.2 10.3 10.4 10.5 10.6
PART 11 - AWARD COMPLIANCE AND UNION RELATED MATTERS Right of entry Time and wage records Posting of award Time sheets
11.1 11.2 11.3 11.4
List of premises not included in the term "Boarding House" Second tier wage approvals
Schedule 1 Schedule 2
Date of operation
This Award takes effect from 29 September 2003. 1.4
Award coverage
This Award applies to all employees, for whom classifications and rates of pay are prescribed herein, employed in Boarding Houses, Motels, Hostels, Private Hotels, Serviced Rooms or Flats, and any other types of residential or tourist accommodation and to their employers within the State of Queensland, including all off-shore islands, exclusive of that portion of the Southern Division along or east of a line commencing at the junction of the southern border of the State with 150 degrees of east longitude; then by that meridian of longitude due north to 25 degrees of south latitude; then by that parallel of latitude due west to 147 degrees of east longitude; then by that meridian of longitude due north to 24 degrees 30 minutes of south latitude; then by that parallel to the coastal border of the State, including all off-shore islands falling within that designated area. This Award shall not apply to work ordinarily covered by the Award for Accommodation and Care Services Employees in Homes for Aged Persons - State (Excluding South-East Queensland). 1.5
The "Act" means the Industrial Relations Act 1999 as amended or replaced from time to time.
"Adult" means an employee of 20 years of age and over.
"Boarding Houses", "Motels", "Hostels", "Private Hotels", "Serviced Rooms or Flats", and "Any Other Type of Residential or Tourist Accommodation" are deemed to mean and include any accommodation establishment in which accommodation is provided for 7 or more paying guests, boarders or lodgers not being members of the family of the proprietor or manager, but are not deemed to include any of the establishments and/or institutions named in Schedule 1 to this Award nor to Boarding Schools, Residential Colleges, Hospitals, Industrial Schools or Orphanages.
"Commission" means the Queensland Industrial Relations Commission.
"Union" means The Australian Workers' Union of Employees, Queensland.
Area of operation
For the purposes of this Award the Divisions and Districts are as follows: 1.6.1
Northern Division - That portion of the State north of a line commencing at the junction of the 21st parallel of south latitude with the sea-coast; then by that parallel of latitude due west to the 147th degree of east longitude; then by that degree of east longitude due south to 22 degrees 30 minutes of south latitude; then by that parallel of latitude due west to the western border of the State, including all islands north of the 21st parallel of south latitude which are within the State of Queensland. Mackay Division - That portion of the State within the following boundaries: Commencing at the junction of the sea-coast with the 21st parallel of south latitude; then by that parallel of latitude due west to 147 degrees of east longitude; then by that meridian of longitude due south to 22 degrees of south latitude; then by that parallel of latitude due east to the sea-coast; then by the sea-coast northerly to the point of commencement; and including all islands situated between the 21st and 22nd parallels of south latitude and within the State of Queensland.
Southern Division - That portion of the State not included in the Northern or Mackay Divisions but excluding that area within the following boundaries: Along or east of a line commencing at the junction of the southern border of the State with 150 degrees of east longitude; then by that meridian of longitude due north to 25 degrees of south latitude; then by that parallel of latitude due west to 147 degrees of east longitude; then by that meridian of longitude due north to 24 degrees 30 minutes of south latitude; then by that parallel of latitude due east to the seacoast including all off-shore islands falling within that designated area. 1.6.2
Districts (a) Northern Division: Eastern District - That portion of the Northern Division along or east of 144 degrees 30 minutes of east longitude. Western District - That portion of the Northern Division west of 144 degrees 30 minutes of east longitude including Thursday Island. (b) Southern Division: Eastern District - That portion of the Southern Division within the following boundaries: Commencing at the junction of the east coast with the 22nd parallel of south latitude; then by that parallel of latitude due west to 147 degrees of east longitude; then by that meridian of longitude due south to 24 degrees 30 minutes of south latitude; then by that parallel of latitude due east to the sea-coast and including all islands within the State of Queensland between the 22nd parallel and 24 degrees 30 minutes of south latitude. Western District - The remainder of the Southern Division.
Parties bound
This Award is legally binding upon the employees as prescribed by clause 1.4 and their employers, and the Union and its members. PART 2 - FLEXIBILITY 2.1
Enterprise flexibility
As part of a process of improvement in productivity and efficiency, discussion should take place at each enterprise to provide more flexible working arrangements, improvement in the quality of working life, enhancement of skills, training and job satisfaction and to encourage consultative mechanisms across the workplace.
The consultative processes established in an enterprise in accordance with clause 2.1 may provide an appropriate mechanism for consideration of matters relevant to clause 2.1.1. Union delegates at the place of work may be involved in such discussions.
Any proposed genuine agreement reached between an employer and employee/s in an enterprise is contingent upon the agreement being submitted to the Commission in accordance with Chapter 6 of the Act and is to have no force or effect until approval is given.
Grievance and dispute settling procedure
The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and an employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. Such procedures shall apply to a single employee or to any number of employees.
In the event of an employee having a grievance or dispute the employee shall in the first instance attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee(s) may bypass this level in the procedure.
If the grievance or dispute is not resolved under clause 3.1.1, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within 24 hours after the request by the employee or the employee's representative.
If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee may proceed directly to the process outlined at clause 3.1.5.
If the grievance or dispute is still unresolved after discussions mentioned in clause 3.1.2, the matter shall, in the case of a member of a Union, be reported to the relevant officer of that Union and the senior management of the employer or the employer's nominated industrial representative. An employee who is not a member of the Union may report the grievance or dispute to senior management or the nominated industrial representative. This should occur as soon as it is evident that discussions under clause 3.1.2 will not result in resolution of the dispute.
If, after discussion between the parties, or their nominees mentioned in clause 3.1.4, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given to the Commission in accordance with the provisions of the Act.
Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue.
The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed.
All parties to the dispute shall give due consideration to matters raised or any suggestion or recommendation made by the Commission with a view to the prompt settlement of the dispute.
Any Order or Decision of the Commission (subject to the parties' right of appeal under the Act) will be final and binding on all parties to the dispute.
3.1.10 Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in accordance with the provisions of the Act. PART 4 - EMPLOYER AND EMPLOYEES' DUTIES, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTS 4.1
Employment categories
Employees (other than casual employees) covered by this Award shall be advised in writing of their employment category upon appointment. Employment categories are: (a) full-time; (b) casuals (as prescribed in clause 4.2); or
(c) juniors (as prescribed in clause 4.3). 4.2
Casual employment
A casual employee is engaged and paid on an hourly basis. Casual employees shall be paid for all ordinary time worked with a loading (i.e. casual loading or penalty loadings) in addition to the employee's ordinary hourly rate, which shall be the full-time rate divided by 38. Casual employees shall therefore be paid the following ordinary time loadings in addition to their ordinary time rate: For all work performed on Monday to Friday inclusive - 25% of the aforesaid ordinary rate; For all work performed on Saturdays and Sundays - 50% of the ordinary rate; For all work performed on public holidays - 150% of the ordinary rate.
A casual employee is subject to termination without notice.
A casual employee is usually employed for less than 38 hours in any one week.
Casual employees shall be paid as for a minimum of 2 hours work per engagement.
Proportion of junior employees
The proportion of junior employees to Adult employees shall not exceed one to 4 or fraction of 4 (a junior being a person receiving less than a rate of pay prescribed for an Adult employee): Provided that where managers and/or proprietors are actively engaged in the work covered by this Award they may be included as Adult employees for the purpose of clause 4.3.1. 4.4
Incidental and peripheral tasks
Arising out of the Decision of the State Wage Case of October 1989, and in consideration of the wage increases resulting from the first Structural Efficiency adjustment operative from 13 March 1990, employees are to be available to perform a wider range of duties, including work which is incidental or peripheral to their main task or functions.
The assignment of incidental or peripheral tasks to an employee or a class of employees shall: (a) be consistent with the efficient performance of the employee's main tasks or functions; (b) be subject to the employee having the skills or competence to perform the initial tasks.
It is the intention of the parties to this Award to prevent and eliminate discrimination as defined by the Anti-Discrimination Act 1991 and the Industrial Relations Act 1999 as amended from time to time, which includes: (a) discrimination on the basis of sex, marital status, family responsibilities, pregnancy, parental status, age, race, impairment, religion, political belief or activity, trade union activity, lawful sexual activity and association with, or relation to, a person identified on the basis of the above attributes; (b) sexual harassment; and (c) racial and religious vilification.
Accordingly in fulfilling their obligations under the grievance and disputes settling procedure in clause 3.1, the parties to this Award must take reasonable steps to ensure that neither the Award provisions nor their operation are directly or indirectly discriminatory in their effects.
Under the Anti-Discrimination Act 1991 it is unlawful to victimise an employee because the employee has made or may make or has been involved in a complaint of unlawful discrimination or harassment.
Nothing in clause 4.5 is to be taken to affect: (a) any different treatment (or treatment having different outcomes) which is specifically exempted under the Anti-Discrimination Act 1991; or (b) an employee, employer or registered organisation, pursuing matters of discrimination, including by application to the Human Rights and Equal Opportunity Commission/Anti-Discrimination Commission Queensland.
Termination of employment
Statement of employment
An employer shall, in the event of termination of employment, provide upon request to the employee who has been terminated a written statement specifying the period of employment and the classification or type of work performed by the employee. 4.6.2
Termination by employer
(a) An employer may dismiss an employee only if the employee has been given the following notice: Period of Continuous Service Not more than 1 year More than 1 year but not more than 3 years More than 3 years but not more than 5 years More than 5 years
Period of Notice 1 week 2 weeks 3 weeks 4 weeks
(b) In addition to the notice in (a) above, employees 45 years old or over and who have completed at least two years' continuous service with the employer shall be entitled to an additional week's notice. (c) Payment in lieu of notice shall be made if the appropriate notice is not given: Provided that employment may be terminated by part of the period of notice specified and part payment in lieu thereof. (d) In calculating any payment in lieu of notice the minimum compensation payable to an employee will be at least the total of the amounts the employer would have been liable to pay the employee if the employee's employment had continued until the end of the required notice period. The total must be worked out on the basis of: (i) (ii)
the ordinary working hours to be worked by the employee; and the amounts payable to the employee for the hours including for example allowances, loadings and penalties; and (iii) any other amounts payable under the employee's employment contract.
(e) The period of notice in this clause shall not apply in the case of dismissal for misconduct or other grounds that justify instant dismissal, or in the case of a casual employee, or an employee engaged by the hour or day, or an employee engaged for a specific period or tasks. 4.6.3
Notice of termination by employee
The notice of termination required to be given by an employee shall be one week. If an employee fails to give notice, the employer shall have the right to withhold monies due to the employee with a maximum amount equal to the amount the employee would have received under clause 4.6.2(d) for a period of notice of one week. 4.6.4
Time off during notice period
During the period of notice of termination given by the employer, an employee shall be allowed up to one day's time off without loss of pay for the purpose of seeking other employment. This time off shall be taken at times that are convenient to the employee after consultation with the employer. 4.7
Introduction of changes
Employer's duty to notify (a) Where an employer decides to introduce changes in production, program, organisation, structure or technology, that are likely to have significant effects on employees, the employer shall notify the employees who may be affected by the proposed changes and, where relevant, their Union or Unions. (b) 'Significant effects' includes termination of employment, major changes in the composition, operation or size of the employer's workforce or in the skills required; the elimination or diminution of job opportunities or job tenure; the alteration of hours of work; the need for retraining or transfer of employees to other work or locations and the restructuring of jobs: Provided that where the Award makes provision for alteration of any of the matters referred to herein an alteration shall be deemed not to have significant effect.
Employer's duty to consult over change (a) The employer shall consult the employees affected and, where relevant, their Union or Unions about the introduction of the changes, the effects the changes are likely to have on employees (including the number and categories of employees likely to be dismissed, and the time when, or the period over which, the employer intends to carry out the dismissals), and the ways to avoid or minimise the effects of the changes (e.g. by finding alternate employment). (b) The consultation must occur as soon as practicable after making the decision referred to in clause 4.7.1. (c) For the purpose of such consultation the employer shall provide in writing to the employees concerned and, where relevant, their Union or Unions, all relevant information about the changes including the nature of the changes proposed, the expected effects of the changes on employees, and any other matters likely to affect employees, provided that any employer shall not be required to disclose confidential information, the disclosure of which would be adverse to the employer's interests.
Consultation before terminations (a) Where an employer decides that the employer no longer wishes the job the employee has been doing to be done by anyone, and this is not due to the ordinary and customary turnover of labour, and that decision may lead to termination of employment, the employer shall consult the employee directly affected and where relevant, their Union or Unions. (b) The consultation shall take place as soon as it is practicable after the employer has made a decision, which will invoke the provisions of clause 4.8.1(a) and shall cover the reasons for the proposed terminations, measures to avoid or minimise the terminations and/or their adverse affects on the employees concerned. (c) For the purpose of the consultation the employer shall, as soon as practicable, provide in writing to the employees concerned and, where relevant, their Union or Unions, all relevant information about the
proposed terminations including the reasons for the proposed terminations, the number and categories of employees likely to be affected, the number of workers normally employed and the period over which the terminations are likely to be carried out: Provided that any employer shall not be required to disclose confidential information, the disclosure of which would be adverse to the employer's interests. 4.8.2
Transfer to lower paid duties (a) Where an employee is transferred to lower paid duties for reasons set out clause 4.8.1 the employee shall be entitled to the same period of notice of transfer as the employee would have been entitled to if the employee's employment had been terminated under clause 4.6. (b) The employer may, at the employer's option, make payment in lieu thereof of an amount equal to the difference between the former amounts the employer would have been liable to pay and the new lower amount the employer is liable to pay the employee for the number of weeks of notice still owing. (c) The amounts must be worked out on the basis of: (i) the ordinary working hours to be worked by the employee; and (ii) the amounts payable to the employee for the hours including for example, allowances, loadings and penalties; and (iii) any other amounts payable under the employee's employment contract.
Transmission of business (a) Where a business is, whether before or after the date of insertion of this clause in the Award transmitted from an employer (transmitter) to another employer (transmittee), and an employee who at the time of such transmission was an employee of the transmittor of the business, becomes an employee of the transmittee: (i) the continuity of the employment of the employee shall be deemed not to have been broken by reason of such transmission; and (ii) the period of employment which the employee has had with the transmittor or any prior transmittor shall be deemed to be service of the employee with the transmittee. (b) In clause 4.8.3, 'business' includes trade, process, business or occupation and includes a part or subsidiary (which means a corporation that would be taken to be a subsidiary under the Corporations Law, whether or not the Corporations Law applies in the particular case) of any such business and 'transmission' includes transfer, conveyance, assignment or succession whether by agreement or by operation of law and 'transmitted' has a corresponding meaning.
Time off during notice period (a) Where a decision has been made to terminate an employee in the circumstances outlined in clause 4.8.1, the employee shall be allowed up to one day's time off without loss of pay during each week of notice for the purpose of seeking other employment. (b) If the employee has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment, the employee shall, at the request of the employer, be required to produce proof of attendance at an interview or the employee shall not receive payment for the time absent. For this purpose a statutory declaration will be sufficient.
Notice to Centrelink
Where a decision has been made to terminate employees in the circumstances outlined in clause 4.8.1, the employer shall notify Centrelink as soon as possible giving all relevant information about the proposed terminations, including a written statement of the reasons for the terminations, the number and categories of the
employees likely to be affected, the number of workers normally employed and the period over which the terminations are intended to be carried out. 4.8.6
Severance pay (a) In addition to the period of notice prescribed for ordinary termination in clause 4.6.2(a), and subject to further order of the Commission, an employee whose employment is terminated for reasons set out in clause 4.8.1(a), shall be entitled to the following amounts of severance pay: Period of Continuous Service Less than 1 year 1 year but not more than 2 years More than 2 years but not more than 3 years More than 3 years but not more than 4 years More than 4 years but not more than 5 years More than 5 years but not more than 6 years More than 6 years but not more than 7 years More than 7 years but not more than 8 years More than 8 years but not more than 9 years More than 9 years but not more than 10 years More than 10 years but not more than 11 years More than 11 years but not more than 12 years More than 12 years
Severance Pay (weeks' pay) nil 4 6 7 8 9 10 11 12 13 14 15 16
(b) 'Weeks' Pay' means the ordinary time rate of pay for the employee concerned: Provided that the following amounts are excluded from the calculation of the ordinary time rate of pay: overtime, penalty rates, disability allowances, shift allowances, special rates, fares and travelling time allowances, bonuses and any other ancillary payments. 4.8.7
Superannuation benefits
An employer may make an application to the Commission for relief from the obligation to make severance payments in circumstances where: (a) the employer has contributed to a superannuation scheme which provides a particular benefit to an employee in a redundancy situation; and (b) the particular benefit to the employee is over and above any benefit the employee might obtain from any legislative scheme providing for superannuation benefits (currently the federal Superannuation Guarantee levy) or an award based superannuation scheme. 4.8.8
Employee leaving during notice
An employee whose employment is terminated for reasons set out in clause 4.8.1(a), may terminate such employment during the period of notice, and, if so, shall be entitled to the same benefits and payments under this clause had such employee remained with the employer until the expiry of such notice: Provided that in such circumstances the employee shall not be entitled to payment in lieu of notice. 4.8.9
Alternative employment
An employer, in a particular case, may make application to the Commission to have the general severance pay prescription amended if the employer obtains acceptable alternative employment for an employee. 4.8.10 Employees with less than one year's service
Clause 4.8 shall not apply to employees with less than one year's continuous service and the general obligation on employers should be no more than to give relevant employees an indication of the impending redundancy at the first reasonable opportunity, and to take such steps as may be reasonable to facilitate the obtaining by the employees of suitable alternative employment. 4.8.11 Employees exempted Clause 4.8 shall not apply: (a) where employment is terminated as a consequence of misconduct on the part of the employee; or (b) to employees engaged for a specific period or task(s); or (c) to casual employees. 4.8.12 Employers exempted (a) Subject to an order of the Commission, in a particular redundancy case, clause 4.8 shall not apply to an employer including a company or companies that employ employees working a total of fewer than 550 hours on average per week, excluding overtime, Monday to Sunday. The 550 hours shall be averaged over the previous 12 months. (b) A 'company' shall be defined as: (i) a company and the entities it controls; or (ii) a company and its related company or related companies; or (iii) a company where the company or companies has a common Director or common Directors or a common shareholder or common shareholders with another company or companies. 4.8.13 Exemption where transmission of business (a) The provisions of clause 4.8.6 are not applicable where a business is before or after the date of the insertion of this clause into the Award, transmitted from an employer (transmittor) to another employer (transmittee), in any of the following circumstances: (i) where the employee accepts employment with the transmittee which recognises the period of continuous service which the employee had with the transmittor, and any prior transmittor, to be continuous service of the employee with the transmittee; or (ii) where the employee rejects an offer of employment with the transmittee: (A) in which the terms and conditions are substantially similar and no less favourable, considered on an overall basis, than the terms and conditions applicable to the employee at the time of ceasing employment with the transmittor; and (B) which recognises the period of continuous service which the employee had with the transmittor and any prior transmittor to be continuous service of the employee with the transmittee. (b) The Commission may amend clause 4.8.13(a)(ii) if it is satisfied that it would operate unfairly in a particular case, or in the instance of contrived arrangements. 4.8.14 Incapacity to pay An employer in a particular redundancy case may make application to the Commission to have the general severance pay prescription amended on the basis of the employer's incapacity to pay. 4.8.15 Employees of Queensland Government Departments and Agencies
The provisions of clause 4.8 will not apply to employees of Queensland Government Departments and Agencies to the extent that the provisions of the redundancy arrangements are contained in a Directive issued by the Public Service Commissioner or the Minister for Industrial Relations pursuant to section 34 of the Public Service Act 1996, where the Directive provides for entitlements that are superior to clause 4.8. 4.9
Continuity of service - transfer of calling
In cases where a transfer of calling occurs, continuity of service should be determined in accordance with sections 67-71 of the Act as amended from time to time. PART 5 - WAGES AND WAGE RELATED MATTERS 5.1
Definition of classifications
"Hospitality Services Grade 1" means: (a) an employee who has not achieved the appropriate level of training and who is primarily engaged in one or more of the following: (i)
cleaning, tidying and general assistant of kitchen, food preparation, customer service areas, including the cleaning of equipment, crockery and general utensils; assembly and preparation of ingredients for cooking;
(iii) handling, storing and distributing goods, including pantry items and linen; (iv)
setting and/or wiping down tables, removing food plates, emptying ashtrays and picking up glasses;
assisting employees who are cooking;
(vi) general cleaning duties; (vii) providing general assistance to employees of a higher grade not including cooking or direct service to customers; (viii) laundry and/or linen duties which may include minor repairs to linen or clothing such as buttons, zips, seams, and working with flat materials;
the collection and/or delivery of guests' personal dry-cleaning and laundry, linen and associated materials to and from accommodation areas;
parking guests cars;
any other employee for which no specific classification exists in this Award and who has had more than 3 months service with the employer.
"Hospitality Services Grade 2" means: (a) an employee who has not achieved the appropriate level of training and who is primarily engaged in one or more of the following: (i)
receiving, storing and distributing goods;
servicing accommodation areas and cleaning thereof;
tray service to guests' rooms;
(iv) transferring guests' baggage and/or property; (v) driving a passenger vehicle or courtesy bus; (vi) providing butler service, basic food and beverage services with personalised guest services; (vii) assisting in dry-cleaning process; (viii) cleaning duties using specialised equipment and chemicals; (ix)
Handyperson, being a person who is not a tradesperson and whose duties include the performance of routine repair work and maintenance in and about the employer's premises and other general duties such as pool, garden, etc.;
(x) Security Officer; or (b) means an employee who is primarily engaged in one or more of the following: (i)
preparing and/or cooking a limited range of basic food items such as breakfasts, grills and snacks and a cook employed alone;
undertaking general waiting duties in a restaurant of food and/or beverages, including cleaning of restaurant equipment, preparing tables and sideboards, taking customer orders, serving food and/or beverages and clearing tables;
supplying, dispensing or mixing of liquor, including cleaning of area and equipment, preparing the bar for service, taking orders and serving drinks;
(iv) taking reservations, greeting and seating guests, taking telephone orders; (v) assisting in the cellar; (vi) receipt of monies; (vii) attending a snack bar, buffet or meal counter; (viii) attending in a coffee shop or espresso bar; (ix) attending in a shop; or (c) means a person who is primarily engaged in one or more of the following: (i)
acts as an assistant instructor;
does basic testing;
is responsible for setting up, distribution and care of equipment;
(iv) takes bookings and works at the front desk of a leisure facility; (v) provides information to guests on leisure activities and facilities; (vi) is a Pool attendant; (vii) tests pools and spa waters for optimal levels; (viii) is a powerboat observer;
(ix) Childminding attendant (Unqualified). 5.1.3
"Hospitality Services Grade 3" means: (a) an employee who has the appropriate level of training and who is primarily engaged in one or more of the following: (i)
undertaking general waiting duties of both food and/or beverages, including cleaning of restaurant equipment, preparing tables and sideboards, taking customer orders, serving food and/or beverages and clearing tables;
supplying, dispensing or mixing of liquor, including cleaning of bar area and equipment, preparing the bar for service, taking orders and serving drinks;
assisting in the cellar;
(iv) receipt of monies; (v)
taking reservations, greeting and seating guests and taking telephone orders;
(vi) receiving, storing and distributing goods; (vii) training, co-ordination and supervision of employees of lower grades; (viii) major repair of linen and/or clothing including basic tailoring and major alterations and refitting; (ix) dry-cleaning; (x)
Handyperson, being a person who is not a tradesperson and whose duties include the performance of routine repair work and maintenance in and about the employer's premises and other general duties such as pool, garden, etc.;
(xi) providing butler services, basic food and beverage services with personalised guest services; or (b) means a person who has the appropriate level of training and who is engaged in any of the following: (i)
takes classes;
directs leisure activities such as in sporting areas, health clubs and swimming pools;
leads tours, and/or group activities;
(iv) developing or implementing activities for individuals or group of guests; (v) Childminding attendant; or (c) A Grade 2 employee supervising and co-ordinating employees of Grade 2 or below. 5.1.4
"Hospitality Services Grade 4" means: (a) an employee who has the appropriate level of training and who is primarily engaged in one or more of the following: (i) (ii)
undertaking general cooking duties, including a la carte cooking, baking, pastry cooking; full control of a cellar, including stock control and ordering, including the receipt, delivery and reordering of goods within such area;
designing and mixing a range of sophisticated cocktails and other drinks, including stocktaking and ordering of stock;
(iv) a Grade 3 employee supervising, training and co-ordinating employees of Grade 3 and below; or (b) means a person who has the appropriate level of training, who plans and co-ordinates housekeeping activities, leisure activities and/or organises activity programmes and may supervise other housekeeping and/or leisure attendants at Grade 3 and below. 5.1.5
"Hospitality Services Grade 5" means: (a) an employee who has completed an apprenticeship or who has passed the appropriate trade level test and who is engaged in general cooking duties including a la carte, baking, pastrycooking duties, butcher; or (b) a Grade 4 employee supervising, training and co-ordinating employees of Grade 4 level and below.
"Hospitality Services Grade 6" means: (a) an employee who has the appropriate trade level of training and who is primarily engaged in one or more of the following: (i)
solely responsible for other cooks and other kitchen employees in a single kitchen establishment where no other trade qualified cooks are employed;
supervising, training and co-ordinating food and beverage staff including maintenance of service and operational standards, preparation of operational reports and staff rostering; or
(b) general or specialised cooking duties including the training and supervision of other cooks and kitchen staff. 5.1.7
"Appropriate level of training" means: (a) completion of a training course deemed suitable according to guidelines issued through Tourism Training Australia for that particular classification. Such course to be accredited by the Australian Hospitality Review Panel; (b) that the employee's skills have been assessed to be at least the equivalent of those attained through the suitable course described in clause 5.1.7(a), such assessment to be undertaken by a qualified skills assessor; or (c) the employee is deemed by the employer to have the required level of skill.
Wage rates
The minimum rates of wages payable to the specified grades of employees shall be as set out in clause 5.2.1.
Minimum rates of pay for Adult employees: Grade
Award Rate Per Week $
Grade 1 (82%) (i) Kitchenhand (ii)
Pantry Workers, Linen Workers, Messenger, Restaurant Useful, Parking Attendant, Utility Worker, Yard
Worker/Labourer/Porter, Laundry Worker Grade 2 ( 88%) (i)
Porter, Handyperson, Room Attendant, Maintenance Worker
Bar Attendant, Food and/or Drink Waiter, Restaurant Receptionist/Cashier
Storeperson/Cellarperson, Guest Movement Co-ordinator, Security Officer, Shop Assistant
Single Hand Cook (very basic cooking/snacks)
Cook, Breakfast Cook
Grade 3 (92.4%) (i)
Handyperson/Maintenance worker
Grade 4 (96%) (i)
Head Waiter, Chief Housekeeper
Cook - a la carte cooking, baking, pastrycooking
Qualified Cook, Baker, Butcher
Cook in charge of other cooks
Chef/Qualified Cook in charge of other cooks
(ii) Grade 5 (100%) (i) (ii) Grade 6 (110%)
The rates of pay in this Award are intended to include the arbitrated wage adjustment payable under the 1 September 2008 Declaration of General Ruling and earlier Safety Net Adjustments and arbitrated wage adjustments. [Disputed cases are to be referred to the Vice President.] This arbitrated wage adjustment may be offset against any equivalent amount in rates of pay received by employees whose wages and conditions of employment are regulated by this Award which are above the wage rates prescribed in the Award. Such payments include wages payable pursuant to certified agreements, currently operating enterprise flexibility agreements, Queensland workplace agreements, award amendments to give effect to enterprise agreements and overaward arrangements. Absorption which is contrary to the terms of an agreement is not required. Increases made under previous State Wage Cases or under the current Statement of Policy, excepting those resulting from enterprise agreements, are not to be used to offset arbitrated wage adjustments. 5.3
Juniors % Under 18 years of age 70 18 and under 19 years of age 80 19 and under 20 years of age 90 and thereafter at the appropriate Adult rate for the class of work being performed.
Divisional and District Allowances -
Employees employed outside the Eastern District of the Southern Division shall be paid the following amounts in addition to the wage rates prescribed by clause 5.2.1 for the Division or District in which they are located:
Northern Division, Eastern District Northern Division, Western District Mackay Division Southern Division, Western District
Adults Per Week $ 1.05 3.25 0.90 1.05
These amounts are payable for all purposes of this Award. 5.5
Payment of wages
Wages shall be paid on the same day each week or fortnight and not more than 2 days' pay may be held by an employer. Except where otherwise mutually agreed between the employer and the majority of employees, payment of wages shall be made in cash or by electronic funds transfer, either weekly or fortnightly and either on a Friday or on the day which coincides with the pay day of the majority of the establishment. Where the pay day falls on a holiday, the preceding business day shall be the pay day for that period.
Wages shall be paid in the employer's time and any employee who is not paid within 15 minutes of such employee's ordinary ceasing time shall be deemed to be working during the time they are kept waiting. Employees going on annual leave shall be paid for such annual leave before departure.
In case of dismissal or of an employee leaving the service of an employer after having given the prescribed notice, the employee shall be paid all wages due within 15 minutes of ceasing work.
Casual employees may, by mutual consent, be paid in accordance with clause 5.5.1 or at the termination of each engagement.
The superannuation provisions for all employees covered by this Award shall be in accordance with the Declaration of General ruling handed down by the Full Bench of the Commission and contained in 132 QGIG 1105-1111: Provided that for each employee the employer shall contribute a sum in accordance with the provision of the Superannuation Guarantee Charge. This sum is to be paid to an approved superannuation scheme, retrospective to the date of the employee's appointment: Provided further that contributions shall be made into a nominated fund agreed between the employer and the Union.
Hours of work
All staff
The ordinary working hours shall not exceed 38 in any one week or 8 in any one day and shall be worked on not more than 5 days of the week. 6.1.2
Kitchen and dining room staff
The ordinary daily working hours of kitchen and dining room staff and housemaid/waitresses shall be worked within a spread of 12 hours with not more than one break between periods of work between the hours of 6.00 a.m. and 8.00 p.m.:
Provided that by mutual agreement in writing between the employer and the Branch Secretary of the Union, employees may be required to commence their ordinary working hours prior to 6.00 a.m., but in no case shall the daily spread of hours exceed 12. 6.1.3
The ordinary daily working hours for porters shall be worked continuously, excluding meal breaks, and shall be worked between the hours of 6.00 a.m. and 7.00 p.m.: Provided that shift work may be performed where the employer and employees agree to a roster and where the Union consents to such roster in writing. 6.1.4
Other staff
The ordinary daily working hours of all other staff shall be worked continuously excluding meal breaks, between the hours of 6.00 a.m. and 6.00 p.m. 6.1.5
Other hours by agreement
Notwithstanding the provisions of clause 6.1, employees may be required to work in accordance with such other hours of work as are mutually agreed upon, in writing, between the employer and the Branch Secretary of the Union. 6.2
Roster posting
A roster showing starting and ceasing times for the ordinary hours of duty of full-time employees and the times between which the period is allotted for each meal together with the surname and initials of each employee shall be prepared by the employer and shall be posted in a conspicuous place or places accessible to the employees concerned. The roster shall be alterable by mutual consent at any time or by amendment of the roster on 7 days' notice.
Where practicable, 2 weeks' notice of rostered days off shall be given provided that the days off may be changed by mutual consent or is rendered necessary by the absence of other employees from duty, shortage of staff, or other cause over which the employer has no control and in which cases 12 hours' notice shall be sufficient.
Meal breaks
Meals supplied to employees shall be of good quality and of sufficient quantity and well cooked, and shall include afternoon tea.
Except as hereinafter provided every employee shall be entitled to a meal break of not less than 30 minutes nor more than one hour for breakfast, lunch or dinner. No employee shall work for more than 5 hours without a meal break except where overtime of one hour's duration or less is being worked immediately following an employee's ordinary ceasing time.
Shift workers shall be allowed a paid crib break of 30 minutes' duration to be taken not earlier than the 4th hour nor later than the 5th hour of the shift.
Where an employee is required to work through their normal meal break they shall be paid at the rate of double time for all work so performed and such double time shall continue to be paid until such time as a 30 minute meal break can be taken or until the employee ceases for the day.
Any employee who is required to continue working for more than one hour beyond their ordinary ceasing time shall, if not notified on the previous working day, be provided with an adequate meal by their employer or paid an amount of $9.60 in lieu thereof:
Provided that where an employee has provided themselves with a meal because of receipt of notice to work overtime and such overtime is not worked, they shall be paid $9.60 for any meal so provided. 6.4
Rest pauses
All employees shall be entitled to a rest pause of 10 minutes' duration in the employer's time in the first and second half of their daily work. Such rest pauses shall be taken at such times as will not interfere with continuity of work here continuity is necessary. 6.5
Except as hereinafter provided, all time worked outside or in excess of the ordinary hours prescribed in clause 6.1 or outside the usual commencing and ceasing times shall be deemed to be overtime and shall be paid for at the rate of time and a-half: Provided that employees shall be paid at the rate of double time for all overtime worked in excess of 3 hours in any one day.
In the compilation of overtime payments, any part of 15 minutes that is worked on any one day shall be paid for as a full quarter-hour.
All time worked on an employee's days off shall be paid for at the rate of double time with a minimum payment as for 2 hours worked.
All overtime worked by shift workers in excess of 8 hours per day or 40 hours per week or outside the rostered starting and ceasing times shall be deemed to be overtime and shall be paid for at the rate of double time.
Shift work
Shift allowances
In addition to the wage rates prescribed by this Award, shift workers shall be paid the following afternoon and night shift allowances for each afternoon or night shift worked: (a) Afternoon shift allowance: The percentage allowance is 12.5% or $9.70 per shift (whichever is the greater). (b) Night shift allowance: The percentage allowance is 15% or $9.70 per shift (whichever is the greater). (c) It is a condition of this Award that no employee is disadvantaged as a result of this change from a flat rate shift allowance to a percentage shift allowance. (d) Shift allowance(s) shall not apply to shift work performed on a Saturday or Sunday. All ordinary time worked by shift workers between midnight Friday and midnight Saturday shall be paid for at the rate of time and a-half. For the purposes of clause 6.6.1 the percentage which is quoted shall be the amount which is payable for each shift, in addition to the employee's ordinary time wage rate. 6.7
Weekend work
All time worked by employees, other than casuals, within their ordinary working hours as prescribed herein, between midnight Friday and midnight Saturday, shall be paid for at the rate of time and a-quarter and between midnight Saturday and midnight Sunday at the rate of time and a-half.
Annual leave
All employees (other than casual employees) covered by this Award shall at the end of each year of their employment be entitled to annual leave on full pay as follows: (a) Not less than 5 weeks if employed on shift work where 3 shifts per day are worked over a period of 7 days per week; or (b) Not less than 4 weeks in any other case.
Such annual leave shall be exclusive of any public holiday which may occur during the period of that annual leave and (subject to clause 7.1.5) shall be paid for by the employer in advance: (a) In the case of any and every employee in receipt immediately prior to that leave of ordinary pay at a rate in excess of the ordinary rate payable under this Award, at that excess rate; and (b) In every other case, at the ordinary rate payable to the employee concerned immediately prior to that leave under this Award.
If the employment of any employee is terminated at the expiration of a full year of employment the employer shall be deemed to have given the leave to the employee from the date of the termination of the employment and shall forthwith pay to the employee in addition to all other amounts due, their pay, calculated in accordance with clause 7.1.5, for 4 or 5 weeks as the case may be and also the employees ordinary pay for any public holiday occurring during such period of 4 or 5 weeks.
If the employment of any employee is terminated before the expiration of a full year of employment, such employee shall be paid, in addition to all other amounts due, an amount equal to 1/9th of their pay for the period of their employment in the case of a shift worker, and 1/12th of their pay for the period of their employment in the case of a day worker, calculated in accordance with clause 7.1.5.
Calculation of annual leave pay In respect to annual leave entitlements to which clause 7.1 applies, annual leave pay (including any proportionate payments) shall be calculated as follows: (a) Shift worker - Subject to clause 7.1.5(c), the rate of wage to be paid to a shift worker shall be the rate payable for work in ordinary time according to the employee's roster or projected roster, including Saturday, Sunday or public holiday shifts. (b) Leading hands etc. - Subject to clause 7.1.5(c), leading hand allowances and amounts of a like nature otherwise payable for ordinary time worked shall be included in the wages to be paid to employees during annual leave. (c) All employees - Subject to the provisions of clause 7.1.5(d), in no case shall the payment by an employer to an employee be less than the sum of the following amounts: (i)
(ii) (iii)
the employee's ordinary wage rate as prescribed by the Award for the period of the annual leave (excluding shift premiums and week-end penalty rates); leading hand allowance or amounts of a like nature; A further amount calculated at the rate of 17 1/2% of the amounts referred to in clauses 7.1.5(c)(i) and 7.1.5(c)(ii).
(d) Clause 7.1.5(c) does not apply to:
any period or periods of annual leave exceeding: - 5 weeks in the case of employees employed in a calling where 3 shifts per day are worked over a period of 7 days per week; or -
4 weeks in any other case.
Employers (and their employees) who are already paying (or receiving) an annual leave bonus, loading or other annual leave payment which is not less favourable to employees.
Reasonable notice of the commencement of annual leave shall be given to the employee. Except as hereinbefore provided, it shall not be lawful for the employer to give or for any employee to receive payment in lieu of annual leave.
Sick leave
Entitlement (a) Every employee, except casuals and school-based apprentices and trainees, is entitled to 60.8 hours' sick leave for each completed year of their employment with their employer. (b) This entitlement will accrue at the rate of 7.6 hours' sick leave after each 6 weeks of employment. (c) Payment for sick leave will be made based on the ordinary number of hours that would have been worked if the employee were not absent on sick leave. (d) Sick leave may be taken for part of a day. (e) Sick leave shall be cumulative, but unless the employer and employee otherwise agree, no employee shall be entitled to receive, and no employer shall be bound to make, payment for more than 13 weeks' absence from work through illness in any one year. (f) Part-time employees accrue sick leave on a proportional basis.
Employee must give notice
The payment of sick leave is subject to the employee promptly advising the employer of the employee's absence and its expected duration. 7.2.3
Evidence supporting a claim
When the employee's absence is for more than 2 days the employee is required to give the employer a doctor's certificate, or other evidence to the employer's satisfaction, about the nature and approximate duration of the illness. 7.2.4
Accumulated sick leave
An employee's accumulated sick leave entitlements are preserved when: (a) the employee is absent from work on unpaid leave granted by their employer; or (b) the employer or employee terminates the employee's employment and the employee is re-employed within 3 months; or (c) the employee's employment is terminated because of illness or injury and the employee is re-employed by the same employer without having been employed in the interim.
The employee accumulates sick leave entitlements whilst absent from work on paid leave granted by the employer. 7.2.5
Workers' compensation
Where an employee is in receipt of workers' compensation, the employee is not entitled to payment of sick leave. 7.3
Bereavement leave
Full-time and part-time employees
Full-time and part-time employees shall, on the death of a member of their immediate family or household in Australia, be entitled to paid bereavement leave up to and including the day of the funeral of such person. Such leave shall be without deduction of pay for a period not exceeding the number of hours worked by the employee in 2 ordinary days of work. Proof of such death is to be furnished by the employee to the satisfaction of the employer. 7.3.2
Long-term casual employees (a) A long-term casual employee is entitled to at least 2 days unpaid bereavement leave on the death of a member of the person's immediate family or household in Australia. (b) A "long-term casual employee" is a casual employee engaged by a particular employer, on a regular and systematic basis, for several periods of employment during a period of at least one year immediately before the employee seeks to access an entitlement under clause 7.3.2.
"Immediate family" includes: (a) A spouse (including a former spouse, a de facto spouse and a former de facto spouse, spouse of the same sex) of the employee; and (b) A child or an Adult child (including an adopted child, a foster child, an ex-foster child, a stepchild or an ex-nuptial child), parent, grandparent, grandchild or sibling of the employee or spouse of the employee.
Unpaid leave
An employee with the consent of the employer, may apply for unpaid leave when a member of the employee's immediate family or household in Australia dies and the period of bereavement leave entitlement provided above is insufficient. 7.4
Long service leave
All employees covered by this Award are entitled to long service leave on full pay under, subject to, and in accordance with, the provisions of Chapter 2, Part 3, sections 42-58 of the Act as amended from time to time. 7.5
Family leave
The provisions of the Family Leave Award apply to and are deemed to form part of this Award. 7.5.1
It is to be noted that: (a) part-time work can be performed by agreement in the circumstances specified in the Family Leave Award; (b) a copy of the Family Leave Award is required to be displayed in accordance with section 697 of the Act.
The Family Leave Award also provides for the terms and conditions of leave associated with:
(a) Maternity leave (b) Parental leave (c) Adoption leave (d) Special responsibility leave for the care and support of the employee's immediate family or household. 7.6
Public holidays
Subject to clause 7.6.6 all work done by any employee on: -
the 1st January; the 26th January; Good Friday; Easter Saturday (the day after Good Friday); Easter Monday; the 25th April (Anzac Day); The Birthday of the Sovereign; Christmas Day; Boxing Day; or any day appointed under the Holidays Act 1983, to be kept in place of any such holiday
will be paid for at the rate of double time and a-half with a minimum of 4 hours. 7.6.2
Labour Day
All employees covered by this Award are entitled to be paid a full day's wage for Labour Day (the first Monday in May or other day appointed under the Holidays Act 1983, to be kept in place of that holiday) irrespective of the fact that no work may be performed on such day, and if any employee concerned actually works on Labour Day, such employee will be paid a full day's wage for that day and in addition a payment for the time actually worked by the employee at one and a-half times the ordinary time rate of pay prescribed for such work with a minimum of 4 hours. 7.6.3
Annual show
All work done by employees in a district specified from time to time by the Minister by notification published in the Industrial Gazette on the day appointed under the Holidays Act 1983, to be kept as a holiday in relation to the annual agricultural, horticultural or industrial show held at the principal city or town, as specified in such notification of such district will be paid for at the rate of double time and a-half with a minimum of 4 hours. In a district in which a holiday is not appointed for an annual agricultural, horticultural or industrial show, the employee and employer must agree on an ordinary working day that is to be treated as a show holiday for all purposes. 7.6.4
Double time and a-half
For the purposes of clause 7.6 "double time and a-half" means one and a-half day's wages in addition to the employee's ordinary time rate of pay or pro rata if there is more or less than a day. 7.6.5
Any employee, with 2 weeks or more of continuous service, whose employment has been terminated by the employer or who has been stood-down by the employer during the month of December, and who is re-employed in January of the following year, shall be entitled to payment at the ordinary rate payable to that employee when they were dismissed or stood-down, for any one or more of the following holidays, namely, Christmas Day, Boxing Day and New Year's Day.
Where there is agreement between the employer and the majority of employees concerned, a public holiday may be substituted for another day. If such other day is worked, then payment for that day will be at the rate of double time and a-half at the employees' ordinary time rate of pay. 7.6.7
Holidays in lieu - Should any of the holidays mentioned in clause 7.6 fall on an employees day or day's off, such employee shall receive another one or 2 days off as the case be in lieu thereof, or one or 2 days shall be added to the employee's annual leave, or alternatively, one or 2 day's wages, at ordinary rates shall be paid in addition to the weekly wage. Jury service (a) An employee, other than a casual employee, required to attend for jury service during their ordinary working hours shall be reimbursed by the employer an amount equal to the difference between the amount paid in respect of their attendance for such jury service and the ordinary pay the employee would have been paid if the employee was not absent on jury service. (b) Alternatively, by agreement, fees (other than meal allowance) received by the employee to attend jury service will be paid to the employer and the employer will continue to pay the employee their ordinary pay for the time the employee was absent on jury service. (c) Employees shall notify their employer as soon as practicable of the date upon which they are required to attend for jury service and shall provide their employer with proof of such attendance, the duration of such attendance and the amount received in respect thereof. (d) If the employee is not required to serve on a jury for a day or part of a day after attending for jury service and the employee would ordinarily be working for all or part of the remaining day, the employee must, if practicable, present for work at the earliest reasonable opportunity. (e) "Ordinary pay" means the rate of pay that an employee would normally expect to receive for working ordinary hours on an ordinary day of the week, including any over-award payment. "Ordinary pay" excludes overtime, penalty rates of all types - including those attaching to working ordinary hours (for example) on a Saturday, disability allowances, shift allowances, special rates, fares and travelling time allowances, bonuses and other ancillary payments of a like nature.
PART 8 - TRANSFERS AND WORKING AWAY FROM USUAL PLACE OF WORK NOTE: No provisions inserted in this Award relevant to this Part. PART 9 - TRAINING AND RELATED MATTERS 9.1
Commitment to training
The parties acknowledge that various degrees of training are provided to employees in the industry, both by internal on-the-job training and through external training providers.
The parties commit themselves to continuing such training as is regarded by them as appropriate and improving training in such cases where this is required.
It is agreed that the parties will co-operate in ensuring that appropriate training is available for all employees in this industry and the parties agree to co-operate in encouraging both employers and employees to avail themselves of the benefits from such training.
9.1.4 9.1.5
The parties agree to continue discussions on issues raised in relation to training. The parties are committed to encouraging young people to view this industry as one which has the capacity to provide them with an interesting career.
An employer shall not charge any sum against, nor deduct any sum, from the wages of any employee in respect of breakages of crockery or other utensils, except in the case of wilful misconduct. 10.2
Where employees are required to wear a uniform or any other distinctive type of clothing, such uniform or clothing shall be supplied, maintained, and laundered at the employer's expense, and shall be the property of such employer. 10.3
First aid
In all establishments a first aid cabinet shall be available for employees in cases of accident. Such first aid cabinet shall be kept and maintained in accordance with the provisions of the Workplace Health and Safety Act 1995 relating to such first aid cabinets. 10.4
Where board and residence are provided for employees, the employer shall permit any of the employees the use of the laundry to do their own washing, and shall supply each employee with the necessary laundry materials and any equipment necessary for them to wash and iron their own clothes, free of cost. 10.5
Sleeping accommodation
Where provided for employees, sleeping accommodation shall be fit and proper: Provided that should any dispute arise as to what constitutes fit and proper sleeping accommodation, the matter shall be referred to the nearest Industrial Magistrate, whose decision shall be binding on employer and employee. 10.6
Food and accommodation
Where food and/or accommodation are provided, the employee and the employer may agree in writing to a suitable and reasonable weekly deduction to be made from the employee's weekly wages. PART 11 - AWARD COMPLIANCE AND UNION RELATED MATTERS Preamble Clauses 11.1 and 11.2 replicate legislative provisions contained within the Act. In order to ensure the currency of existing legal requirements parties are advised to refer to sections 366, 372 and 373 of the Act as amended from time to time. 11.1
Right of entry
11.1.1 Authorised industrial officer (a) An "Authorised industrial officer" is any Union official holding a current authority issued by the Industrial Registrar. (b) Right of entry is limited to workplaces where the work performed falls within the registered coverage of the Union. 11.1.2 Entry procedure
(a) The authorised industrial officer is entitled to enter the workplace during normal business hours as long as: (i)
the authorised industrial officer alerts the employer or other person in charge of the workplace to their presence; and
shows their authorisation upon request.
(b) Clause 11.1.2(a)(i) does not apply if the authorised industrial officer establishes that the employer or other person in charge is absent. (c) A person must not obstruct or hinder any authorised industrial officer exercising their right of entry. (d) If the authorised industrial officer intentionally disregards a condition of clause 11.1.2 the authorised industrial officer may be treated as a trespasser. 11.1.3 Inspection of records (a) An authorised industrial officer is entitled to inspect the time and wages record required to be kept under section 366 of the Act. (b) An authorised industrial officer is entitled to inspect such time and wages records of any former or current employee except if the employee: (i) (ii)
is ineligible to become a member of the Union; or is a party to a QWA or ancillary document, unless the employee has given written consent for the records to be inspected; or
(iii) has made a written request to the employer that they do not want their record inspected. (c) The authorised industrial officer may make a copy of the record, but cannot require any help from the employer. (d) A person must not coerce an employee or prospective employee into consenting, or refusing to consent, to the inspection of their records by an authorised industrial officer. 11.1.4 Discussions with employees An authorised industrial officer is entitled to discuss with the employer, or a member or employee eligible to become a member of the Union: (a) matters under the Act during working or non-working time; and (b) any other matter with a member or employee eligible to become a member of the Union, during nonworking time. 11.1.5 Conduct An authorised industrial officer must not unreasonably interfere with the performance of work in exercising a right of entry. 11.2
Time and wages record
11.2.1 An employer must keep, at the place of work in Queensland, a time and wages record that contains the following particulars for each pay period for each employee, including apprentices and trainees: (a) the employee's award classification;
(b) the employer's full name; (c) the name of the award under which the employee is working; (d) the number of hours worked by the employee during each day and week, the times at which the employee started and stopped work, and details of work breaks including meal breaks; (e) a full-time, daily or hourly wage rate - details of the wage rate for each week, day, or hour at which the employee is paid; (f) the gross and net wages paid to the employee; (g) details of any deductions made from the wages; and (h) contributions made by the employer to a superannuation fund. 11.2.2 The time and wages record must also contain: (a) the employee's full name and address; (b) the employee's date of birth; (c) details of sick leave credited or approved, and sick leave payments to the employee; (d) the date when the employee became an employee of the employer; (e) if appropriate, the date when the employee ceased employment with the employer; and (f) if a casual employee's entitlement to long service leave is worked out under section 47 of the Act - the total hours, other than overtime, worked by the employee since the start of the period to which the entitlement relates, worked out to and including 30 June in each year. 11.2.3 The employer must keep the record for 6 years. 11.2.4 Such records shall be open to inspection during the employer's business hours by an inspector of the Department of Industrial Relations, in accordance with section 371 of the Act or an authorised industrial officer in accordance with sections 372 and 373 of the Act. 11.3
Posting of award
A copy of this Award shall be posted up in a conspicuous place on the premises of the employer. 11.4
Time sheets
Time-sheets or time-books shall be provided by the employer, wherein each employee shall enter daily the starting and ceasing times. Schedule 1 List of Premises not included in the term "Boarding House" All Youth Hostels conducted by and under the auspices of the Youth Hostels Association of Queensland. Children's Homes and Family and Women's Refuges and Counselling Centres and other Welfare Establishments operated from time to time by the Division of Child and Family Welfare of the Uniting Church in Australia, Queensland synod.
Schedule 2 Second Tier Wage Approvals Each of the undermentioned employers, so far as they are bound by this Award being a party to a Restructuring and Efficiency Agreement, has satisfied the Commission that the wage increase listed herein should be applicable to its employees in the locations shown operative from the date listed. "Ordinary time" rate of pay for a relevant classification under this Award means the rate prescribed herein for a normal working week (day/hour) exclusive of extraneous payments such as production bonuses, special overtime and penalty rates and allowances for tools, disabilities, shift work, fares and travelling time and payment by results and any other ancillary payment of a like nature. Employer
Permanent Heads of Queensland Government Departments
Location (Where necessary)
Increase in Wage Rates Existing as at 01.12.87
Operative Date
Approval Date
Dated 29 July 2003. By the Commission, [L.S.] E. EWALD, Industrial Registrar.
Operative Date: 29 September 2003
Published on Feb 18, 2012


text:
Community Activity Programs for Seniors
Mission Statement
C.A.P.S. is a church sponsored program which is run by volunteers to extend support and loving care to the senior adults in our community as well as those in our church.
Check out A DAY A CAPS photos on our Flickr.com page.
9:00 AM - 1:30 PM every Thursday in the Ministry Activity Center
We offer a variety of activities such as: Card games, Bridge, Skip-Bo, 42 and 88 dominos, Bingo, Short Day Trips, Light Lunch and Christian Fellowship
Each Thursday morning coffee and sweet rolls are served.
Lunch is $5.00
This includes a light main course, dessert and drink. If you feel that you can't eat what is offered or if you are on a special diet, please feel free to bring a lunch and eat with us.
July Menu
Thursday, July 27
- Bacon Wrapped Chopped Steak
- Seasoned Rice
- Broccoli
- Choice of Desserts
- Iced Tea
August Menu
Thursday, August 3
- Chicken Salad Croissant
- Chips
- Watermelon
- Choice of Desserts
- Iced Tea
Thursday, August 10
- Meatloaf
- Potatoes
- Gravy
- Green Beans
- Choice of Desserts
- Iced Tea
Thursday, August 17
- BBQ Loaded Baked Potato
- Green Salad
- Choice of Desserts
- Iced Tea
Thursday, August 24
- Hamburger
- Curly Fries
- Fresh Fruit
- Choice of Desserts
- Iced Tea
Thursday, August 31
- Scalloped Potatoes and Ham
- Broccoli
- Choice of Desserts
- Iced Tea
What about transportation to C.A.P.S.? Call 281-469-0730 (the church office) and request to be put on the schedule for transportation to and from the church. Riders must be no more than 5 miles from the church. The bus leaves at 8:00 AM to pick up riders. The bus departs the church at 12:45 PM to return riders. There is no cost to ride the bus. The bus can take 11 riders only.

subset: commoncrawl


text:
Push2Test® is a CPE activation and IP Services diagnostic system targeted for customer service reps, field technicians or broadband application subscribers.
Push2Test's® patented Subscriber Management tools enable home router and VoIP media gateway installation and configuration, consumer diagnostic support and automated visibility into the home network for faster and more efficient service provider troubleshooting. This software assurance system results in 33% reduction in Call Center call volume, shorter Call Center call durations, and added value to overall broadband application service offering.


text:
It's hard to believe they are preparing for school when they are three, but it is at this age we get them ready so they can spread their wings and fly into the big, wide world.
The days are more structured in Pre-School – just like they are at school – but with a staff:child ratio of 1:8, we work very closely with each child and emphasise learning through fun.
Staff follow the Early Years Foundation Stage curriculum learning goals to ensure that all children's progress is recorded and that all activities are planned carefully for each individual.
A qualified teacher also comes into nursery on a regular basis to help us plan different activities and to offer any advice on curriculum changes.
Throughout the day, children can busy themselves at the mark making table, art and craft trolley, maths and science areas, computer station, and the water fountain, all of which develop essential skills.
The Pre-School Room is divided into specific learning zones, enabling children to take part in activities that promote:
- Personal, social and emotional development
- Communication, language and literacy
- Problem solving, reasoning and numeracy
- Knowledge and understanding of the world
- Physical development
- Creative development
Children with Special Educational Needs and those who have English as an additional language are very well planned for and we receive specialist support from the local councils.
We welcome some very special guests throughout the year, including the police, fire service, dentists and nurses. A local farm also brings in small animals, reptiles and birds several times a year.
To support their learning and understanding, we take the children on supervised trips to the local police station, supermarket, park and high street.
And as a way of encouraging children to be an independent as possible, they serve and feed themselves, choose their own snack, help set up and tidy away activities, and independently use the toilet.
We value the close relationship we have with parents, so in addition to the daily report cards we send out, we also hold more formal parents' evenings twice a year, where you can see your child's progress.
When your child moves to school, we send completed transition documents so that the school can see the stage at which he/she is at and a learning journey profile, which has a detailed history of your child's learning.


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For being an all too common "snake oil for sale" story, success in real estate shouldn't be what that snake oil salesman makes it out to be. <<As the smells and sounds of the village bazaar fill the room>> I know… I know… a story like this sounds like it's going to cost you something. Scratch that — A LOT of… Read More
Lash Extensions in Frederick!
Housewives of Frederick County would like to introduce you to our new Beauty Contributor, Kelli Fink! We've known Kelli for about 2 years now, having met her at the gym. Literally, as soon as we met her we clicked with her. First of all, she's drop dead gorgeous. But, most of all, she is just plain awesome. She's cross-your-legs-funny AND… Read More
Welcome Home! Achieving Local Marketplace Success
Welcome Home! You're probably wondering why after almost 5 years of blogging we're writing this phrase. Pam and I have always written about things we know and love. We consistently strive to be an interesting, relevant, and fun resource for you, our readers. While we realize that you really enjoy the content we offer, we know that we're not experts on… Read More
7 Reasons Why You Will Love LuLaRoe!
Have you ever heard of the clothing brand LuLaRoe? If you haven't, then you probably haven't been online lately, or you haven't noticed the leggings craze! LuLaRoe, in my own words, is a style sensation! Or maybe a clothing crusade! How about I quote how LuLaRoe, itself, describes it's products: Every Piece Has its Own Story. LuLaRoe strives to continuously… Read More
Thirsty Forager Gin Cocktail
When you get an amazingly fresh, pure tasting bottle of small batch, locally distilled gin, the last thing you want to do is mask the taste of it with too many recipe ingredients. So, I've put together an easy cocktail recipe that's sure to please any forager. Thirsty Forager Gin Cocktail I recently wrote up our adventures touring and tasting… Read More
Distillery Industry Making It's Mark on Frederick's Craft Beverage Scene
The distillery industry is making it's mark on Frederick's craft beverage scene in a BIG way. And, if you're familiar with Frederick, Maryland, you already know that craft breweries and cideries have become THE thing these days. As a result, Frederick is becoming quite the eclectic town. And we love it! BUT, move over and make some room Frederick! A… Read More


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Quotes About Fathers:
My father gave me greatest gift anyone could give another person, he believed in me!!
"That was when the world wasn't so big and I could see everywhere. It was when my father was a hero and not a human."
― Markus Zusak
"Daddy," I whispered, feeling my own breath hitch in my throat. "I love you."
Just when I was sure he was asleep, the one corner of his mouth lifted in a smile. "I knew that," he murmured. "Always knew that."
― Morgan Matson
"The heart of a father is the masterpiece of nature."
― Abbé Prévost
"Fathers never have exactly the daughters they want because they invent a notion a them that the daughters have to conform to."
― Simone de Beauvoir


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Blog: Here's what Tom says about that!
Beyond the GatesPosted October 2nd, 2008 by Tom
The quote at the beginning of the film Beyond the Gates (originally titled Shooting Dogs) is a Buddhist proverb:
John Hurt, Hugh Dancy, and newcomer Clare-Hope Ashitey (a British actress of Ghanaian descent who is stunning in this, her first film) star in a true story about a European-operated school in Rwanda during the genocide of 1994. The director, Michael Caton-Jones has made films I've respected before–Memphis Belle, This Boy's Life, Rob Roy–but nothing compared to Beyond the Gates.
The calm life at Ecole Technique Officielle erodes when U.N. Peacekeepers arrive to provide protection to students and refugees who come seeking safety from warring factions of Hutus and Tutsis. Hutu militants attacked the school and killed the 2,500 people who were there. The film was shot at the very locations where the violent carnage took place. Victims of the violence were hired to work on the film. I can't imagine it.
I also can't imagine the magnitude of what happened in Rwanda beginning in April 1994. 800,000 people were slaughtered in 100 days. That's 8,000 people per day. All the inhabitants in a city the size of the one I live in would have been wiped out in less than 10 days.
I continue to marvel at humanity's capacity for inhumanity toward one another. The holocaust of slavery, the holocaust of World War II, the holocaust of Rwanda, and the holocaust of Darfur are harsh reminders that we haven't learned compassion. We haven't learned understanding and tolerance. We haven't learned respect and love. So it is essential that we continue to tell these stories; to continue trying to discover each other's–and our own–higher and best selves.
This brilliant and sad film ends at a place of hope. I'll stop here and recommend that you find Beyond the Gates and watch it.
A final quote from the film:
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Well folks it's Sunday. Wasting away today.
Yesterday, we got on the bike and traveled around. Seeing Buford Pusser museum and part of the Shiloh national battlefield. Being southern we stopped at the only monument erected for the Confederate differ of that awful battle. Erected in 1917 it's huge compared to much I've ever seen. I'll post picks on a picks page soon.
Yesterday was also about getting out of this crap city for a bit and reflection. Our decisions are for the better and we've decided to move on with our lives. Certain things in our lives lead to stress and a health condition for my wife. Certain minor health issues for me. We will get better. And this stuff just isn't going to get us down or break us.
I'm not sure what we are doing today. I know we need some things from the local grocery. And speaking of grocery, we saw a Piggly Wiggly yesterday. I haven't seen one in years. I don't know what ever happened Winn Dixie. But we do need to get a few things for the week.
The trans issues have just gone to far. It's going to be a bad time for us if we let it. I'm very glad that many people with influence are boycotting those states. Such as other states, entertainers and some but only a few politicians. Tax dollars will speak loudly when the revenue drops. Cancelled concerts, speeches and other things will speak a great deal also. But there is lots that can be researched on all this. You can form your own opinion. Due those reading this that don't understand us trans folks. We aren't pedifiles, we have an issue that we didn't ask for and don't wish on others. As we fit our bodies and clothes to our brains and soul we feel threatened. We've felt wrong and threatened all our lives. We feel so comfortable in ourselves when we aren't hiding from others and ourselves. There is no way we actually chose these feelings. Many of us have tried with great pain to hide and be how we were born. We've tried to be comfortable with ourselves. All this does, at least for me, was create anger, resentment, arguments, Loss of marriages and friends and even family. All because we became reclusive in our thoughts and feelings. Suicide becomes a way out for the pain we have. I've been close to that before and it's not fun not a game. We choose to transition not because it's a hobby, it's who we are deep down. It's who we are and needs out. You cannot judge us, we cannot judge you. All we want to do is be ourselves and free. At a minimum tolerated, so we can go to the restroom, dinner or shopping in peace. I know oncei get through some of this transition, go full-time female, I'll be so much happier.
I hope done of this post helps others understand what we go through. Some persons go through so much to get where they need to be only to end in suicide. We don't need that. Everyone is important in some way. If you do have an issue with us trans or any lgbtiq people, you should ask the great spirit why we are here or were created. If we knew we surely works tell you.
With all that's affecting my life it's been tough to find much positivity to write about. But I'm sure trying to find it. I need to focus on the positive things more and move forward. This negative stuff is holding me and the wife back. Anyway we are off to get our day started. Though it will be much of nothing.
How you all have a good day and we'll see you later.


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BSOD With Ntoskrnl.exe+74200
as drivers dont normally just become corrupt normally something has to corrupt them. But no just CL5. Style Default Style Contact Us Help Home Top RSS Terms and Rules Copyright © TechGuy, Inc. To save you time, here are some things you can do. have a peek at this web-site
This is going by leaving my computer on. Johnny Phung 478.478 görüntüleme 3:28 How-To Repair Blue Screen and Safe Mode - Süre: 6:36. I searched around and got a program called BlueScreenView, and it shows this "ntoskrnl.exe" file caused the BSOD, everytime. U need to test one stick at a time though. http://www.tomsguide.com/answers/id-2834589/bsod-normal-log-ntoskrnl-exe-74200.html
Ntoskrnl.exe Bsod Windows 10
It crashed few times while I was trying to reinstall it and when it finally did boot I got "The procedure entry point could not be located in the dynamic link Looking forward to your response. Ask ! I still haven't had a BSOD since I rolled back.
I tried to update my video card's drivers to the latest, using a clean install. You're saying that it's possibly my RAM. See my next post; Probably caused by : memory_corruption ( nt!MiSectionDelete+3f )Your RAM is bad. Ntoskrnl.exe Driver Back to top Page 1 of 2 1 2 Next Back to Windows Crashes, BSOD, and Hangs Help and Support 0 user(s) are reading this topic 0 members, 0 guests, 0
Sorry for my attitude. PC Helper 503.001 görüntüleme 1:57 How To Fix: Missing or Corrupt ntoskrnl.exe File - Süre: 5:47. Please start a New Thread if you're having a similar issue.View our Welcome Guide to learn how to use this site. http://www.sevenforums.com/bsod-help-support/367819-bsod-caused-driver-ntoskrnl-exe-adress-ntoskrnl-exe-72a40.html I came home and had the computer serviced for a cracked screen.
A bit later, Windows Update pops up having more updates for .NET Framework. Ntoskrnl.exe+6f400 Bsod Even if it does find an issue with my RAM, I can't replace it. Keeps giving me error 0x80004005. the electronics uses voltages to represent this.
Ntoskrnl.exe Bsod Irql_not_less_or_equal
I ran memtest86 overnight, for just over 12 hours. https://social.technet.microsoft.com/Forums/en-US/afea0b11-7904-4025-8dd6-c76d6cfa02d8/ntoskrnlexe74200-ntoskrnlexe73c40-bsod?forum=w8itprogeneral alphamon oryuken 1.833 görüntüleme 25:00 BSOD 124 fix ntoskrnl.exe hal.dll error. Ntoskrnl.exe Bsod Windows 10 If it's not the memory, it could be the CPU or the motherboard.Unless you are overclocking. Ntoskrnl.exe Bsod Driver_power_state_failure If it doesn't, then that proves that it started to happen after it failed to install my drivers.
Best answer johnblJan 17, 2014, 5:48 PM problem:BugCheck 3B, {c0000005, fffff80003101622, fffff88009837c60, 0}SYSTEM_SERVICE_EXCEPTION (3b)An exception happened while executing a system service routine.Arguments:Arg1: 00000000c0000005, Exception code that caused the bugcheckArg2: fffff80003101622, Address Check This Out Join our site today to ask your question. but the code in the CPU is not changed and a 1 binary is still at .7 V and over. (in this example)sometimes overclocking is ok, sometimes not. Bad RAM.B. Ntoskrnl.exe Bsod Windows 7
Here's some valid issues why I can't; 1. It is DDR3It's not a new setupThere are my hardware specs when you click on my profile pic but anyways here you go:AMD Phenom II X4 [email protected] GHzGigabyte [email protected] ATI Radeon If it's not the memory, it could be the CPU or the motherboard.Unless you are overclocking. Source Back to top #5 Benie Benie Topic Starter Members 29 posts OFFLINE Gender:Male Local time:02:34 AM Posted 13 June 2013 - 04:12 AM Can you recommend a 3rd party CD
My System Specs Computer type PC/Desktop System Manufacturer/Model Number Custom Build OS W7 Pro x64 SP1 | W10 Pro IP x64 | W8.1 Pro x64 VM | Linux Mint VM CPU Ntoskrnl.exe Windows 10 Windows and Linux Tutorials from Howtech 175.788 görüntüleme 1:37 How to Fix Blue Screen of Death Stop Error 0x0000000a - Süre: 1:57. Also update other drivers for hardware as this problem can be caused by drivers not matching the OS.
As you have tested your ram and found it to be going bad I think that replacements of same size and speed would have very high likely hood of solving your
Daha fazla göster Dil: Türkçe İçerik konumu: Türkiye Kısıtlı Mod Kapalı Geçmiş Yardım Yükleniyor... Is my ssd good? I waited, and then it failed to install the software. Ntoskrnl.exe Bsod Windows 10 Fix Back to top #10 Benie Benie Topic Starter Members 29 posts OFFLINE Gender:Male Local time:02:34 AM Posted 15 June 2013 - 12:05 AM I've tried to find the exact memory
It is about a year old. I've dealt with this for far too long. See also: Windows 10 review. http://hpwizardstore.com/ntoskrnl-exe-bsod/ntoskrnl-exe-bsod-error.html Please upload them to a file sharing service like Onedrive or "Rapidshare" and put a link to them in your reply.
Did little search on google find has to do with ram and hard drive. I've had a BSOD from this driver about 6 times in the past month. It is, ASUS M3A78-CM. ERROR The requested URL could not be retrieved The following error was encountered while trying to retrieve the URL: http://0.0.0.4/ Connection to 0.0.0.4 failed.
Britec09 369.553 görüntüleme 5:47 How To Fix Missing or Corrupt Ntoskrnl.exe Error - Süre: 1:19. As forABSOLUTEGUARANTEETHAT THIS WILL WORK... Edited by Benie, 17 June 2013 - 03:06 PM. I already spent $233 on something that didn't even fix the issue.
Advertisement Noelle1981 Thread Starter Joined: Nov 3, 2015 Messages: 1 Here's what I have and was wondering how can I fix this 110115-26832-01.dmp 11/1/2015 8:05:41 PM IRQL_NOT_LESS_OR_EQUAL 0x0000000a 00000000`0587ebdb 00000000`00000002 00000000`00000000 UmbreFezzJan 17, 2014, 8:29 PM johnbl said: problem:BugCheck 3B, {c0000005, fffff80003101622, fffff88009837c60, 0}SYSTEM_SERVICE_EXCEPTION (3b)An exception happened while executing a system service routine.Arguments:Arg1: 00000000c0000005, Exception code that caused the bugcheckArg2: fffff80003101622, Address Video kiralandığında oy verilebilir. Loading...
Might be able to find the same things on eBay, but is it really worth the risk of getting something that'll be even worse than I have, which will make my Disable overclocking and see if your issue goes away.if you must overclock, check a overclocking guide to see what your CPU voltages should be with a 4400MHz clock.other issues: you have As a guest, you can browse and view the various discussions in the forums, but can not create a new topic or reply to an existing one unless you are logged If you have feedback for TechNet Support, contact [email protected]
Going to run memtest86 overnight and post the results. but the code in the CPU is not changed and a 1 binary is still at .7 V and over. (in this example)sometimes overclocking is ok, sometimes not.


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The workbook provides a clear space for students to work and solve text problems as well as supplemental problems which include use of a graphing calculator. Graph paper and other essentials are included.
This is math-mom.com, the website built on our belief that learning is naturally fun. With the right expectation and approach, anyone can enjoy learning. But since each of us is unique, we each must find our own best way to learn. We know that we have found our way when learning is fun.
Here you will find books, products, and ideas that our family has used to make learning fun for each one of us. We hope that it encourages you to find your own way to have the fun of learning.


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Hyundai Elantra Lease Deals
Hyundai Elantra Lease Deals
The 2017 Hyundai Elantra is a four-door compact sedan offered in four main trim levels: SE, Eco, Limited and Sport. We will review the popular SE model.
As the base trim level, the SE is sparsely equipped, especially if you get it with the standard six-speed manual transmission. It comes with a 2.0-liter four-cylinder engine (147 horsepower, 132 pound-feet of torque), 15-inch steel wheels, air-conditioning, full power accessories, cloth upholstery, a tilt-and-telescoping steering wheel, a 60/40-split folding rear seatback, and a six-speaker sound system with satellite radio and a CD player. If you upgrade to the SE's six-speed automatic transmission, the Elantra adds Bluetooth phone and audio connectivity, cruise control and steering-wheel-mounted audio controls.
Automatic-transmission SE models also offer a Popular Equipment package that adds a lot of desirable features. It's our recommendation for the one to buy if you're getting into an Elantra. It includes 16-inch alloy wheels, heated side mirrors, automatic headlights, a 7-inch touchscreen (but no CD player), a rear-view camera, and smartphone integration with Android Auto and Apple CarPlay.
Next up in the Elantra lineup is the SE Value Edition. It's basically an SE with the Popular Equipment package and a few more extras added on. Those extras include LED daytime running lights, keyless ignition and entry, a hands-free trunk opener, a sunroof, blind-spot monitoring with rear cross-traffic alert, a leather-wrapped steering wheel, heated front seats and dual-zone automatic climate control.
No matter how you want your next Hyundai lease deal to be, count on Fast Track Leasing to provide you with exactly what you are looking for.


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Nowadays, climate change is one of the biggest problems the world must face. What was considered as an incremental issue two decades ago, is already starting to show its numerous negative effects both on nature and on society. The question remains if we will be able to stop it in time and what the consequences will be for Europe if we don't.
Rising number of climate-refugees is one of the most important issues nowadays
1. prize writing contest – Sofia Workshop Nov 2016
The topic about the refugees has always been and will be a burning problem. And, we can say that the rising number of climate-change refugees is one of the most important issues facing our society nowadays. We live in such an age that many people are free to choose a better way of living. Yet, some are forced to make the decision to leave their homes due to political clashes. "No one leaves home unless home is the mouth of shark" (Warsan Shire, 2011) – by ignoring the trend of the fleeing refugees, the world leaders have now allowed one of the largest global humanitarian crisis to unfold. Nevertheless, the situation can be kept under control by taking actions.
Living with Donald
Translated from Spanish by Carla Urbano Valero & Aurora Ruiz de la Puente
Donald Trump's victory has generated a lot of different reactions in the European capitals, from big surprise, joy for some, to stupor. Some have also tried to analyse and provide a logical explanation for a better comprehension of a result that was not expected to many, not even the many polls that have failed obstreperously. For the Europeans, it is difficult to understand the changes in mind that are taking place between the American's society. They have talked about raze, gender, age, social class and geographic distribution to try to explain this victory. From all of them, the most interesting analysis is the one related with globalization.
Viviendo con Donald
La victoria de Donald Trump ha generado muchas reacciones en las capitales europeas, desde la sorpresa, pasando por la alegría de algunos, hasta el estupor. Muchos han sido también los análisis y las explicaciones que han intentado que comprendamos mejor un resultado que no era el esperado, y sobre el que las encuestas han fallado estrepitosamente. Para los europeos es difícil entender los movimientos y los cambios que se están produciendo en la sociedad estadounidense. Se ha hablado de raza, de sexo, de edad, de clase social y de distribución geográfica para intentar explicar esta victoria. De todas ellas, el análisis más interesante es el relacionado con la globalización.
Western norms and values
A few famous, populistic, politicians say we have to overthink our own Western Norms and Values and protect them first, instead of just taking everyone. Even though they see norms and values, which are normal to us, in another way. So, my question, what are these norms and values exactly?
A Helping Hand for the Refugees
The closing of the Serbo-Hungarian border in October 2015 caused a massive influx of refugees seizing their last chance to make it into the European-Union through Hungary. Katharina* (54), housewife and mother of three children in Munich decided in October 2015 to go to the Serbo-Hungarian border to offer her help to the refugees.
She agreed to share her experience with us in this interview.