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\uf0b7\u00a0 general and specialised duties, including supervision or training of kitchen employees; or The employee remains at Introductory level for up to 3 months while undertaking appropriate training and being assessed for competency to move to level 1. Introductory level is for an employee who enters the hospitality industry and does not demonstrate the competency requirements of level 1.<\/p>\n

For example, the Commission could make an order delaying the requirement to pay redundancy pay if an employer makes an application under section 120 of the Act for the Commission to reduce the amount of redundancy pay an employee is entitled to under the NES. However, an employer may determine to pay an employee by cash. For employees who, because of the effects of a disability, are eligible for a supported wage, see Schedule E\u2014Supported Wage System. Midway between the total weekly rate prescribed for food and beverage attendant grade 2 (waiter) in clause 18.1 and the standard weekly rate Midway between the minimum rate prescribed for Food and beverage attendant grade 2 in Table 3\u2014Minimum rates and the standard weekly rate<\/p>\n

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Payment must be made at the overtime rate applying to the overtime when worked and must be made in the next pay period following the request. Major game means a table game that requires a table game employee to undertake a minimum of 80 hours formal training to learn the game rules and competently deal the game in accordance with the minimum standards of the employer and the relevant casino regulatory authority. At the end of that period, the employee moves to level 1 unless the employee and the employer mutually agree that further training of up to 3 months is required for the employee to achieve the necessary competency. An employer may deduct from the wages of a junior employee on junior rates, aged as specified in column 2 of Table 16\u2014Employees on junior rates, the amount specified in column 4 for the service specified provided by the employer in column 1. Subject to clauses 36.2 and 36.3, an employer must not deduct any sum from the wages due to an employee under this award in respect of breakages or cashiering underings except in the case of wilful misconduct. (b)\u00a0for the 3 hours of overtime, an additional 20 minute paid rest break under clause 16.7(b).<\/p>\n

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On attainment of 25% of the total competencies specified in the training plan for the relevant AQF Certificate III qualification; or 6 months after commencing the apprenticeship, whichever is the earlier. Midway between the rate specified for the 3rd 6 months and the standard weekly rate On attainment of 75% of the total competencies specified in the training plan for the relevant AQF Certificate III qualification; or 9 months after commencing Stage 3, whichever is the earlier.<\/p>\n

Make-up time (introduction of system of make-up time) Table 17\u2014Period of notice means the Table in clause 41.1(b). Table 12\u2014Supervisory allowance means the Table in clause 26.13. Table 11\u2014Two year waiting apprenticeship (nominal term) means the Table in clause 19.2(c).<\/p>\n

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The junior hourly rate is based on a percentage of the appropriate adult rate in accordance with clause 18.4\u2014Junior rates. 1 Rates in table are calculated based on the minimum hourly rate, see clauses B.1.1 and B.1.2. 2 Rates in table are calculated based on the minimum hourly rate, see clauses B.1.1 and B.1.2. This level also includes an employee required to supervise or check the work of Casino equipment technicians of lower grades. \uf0b7\u00a0 training employees in duties and functions of a lower classification; or<\/p>\n

Personal\/carer\u2019s leave and compassionate leave are provided for in the NES. There is no requirement to use the form of agreement set out at Schedule H\u2014Agreement to Cash Out Annual Leave. For this purpose, work is appropriate if the employee is able to perform it and it is within the employee\u2019s skills and experience. (vii) the usual patterns of work in the industry, or the part of an industry, in which the employee works; For that purpose, any reference to \u201cthis award\u201d in Schedule E to the Miscellaneous Award 2020 is to be read as referring to the Hospitality Industry (General) Award 2020 and not the Miscellaneous Award 2020. \uf0b7\u00a0 for the entire 4th year, the standard hourly rate.<\/p>\n

Any data extracts must be read in conjunction with the provisions in the modern award. Modern award and related determinations on the Find My Award tool or otherwise on the Fair Work Ombudsman\u2019s website display content taken from the Fair Work Commission\u2019s website. Section 62 sets out factors to be taken into account in determining whether the additional hours are reasonable or unreasonable. Link to PDF copy of Agreement for Time Off Instead of Payment for Overtime. Changes may involve re-design of job duties, working time arrangements and work organisation in consultation with other workers in the area.<\/p>\n

A part-time employee who, immediately before 1 January 2018, had a written agreement with their employer on a regular pattern of work, is entitled to continue to be rostered in accordance with that agreement but may enter into a new written agreement under clause 10.4. If a part-time employee has regularly worked a number of ordinary hours in excess of their guaranteed hours for at least 12 months, then they may request in writing that the employer agree to increase their guaranteed hours. The employer acknowledges additional payments will apply to work performed on days, or at times, beyond the scope of the Loaded Rate Parameters, or for allowances not specified in the Loaded Rate Parameters. The employer acknowledges that, by entering into this arrangement, the employee must be paid the employee Loaded Rate for all hours up to the Loaded Rate Maximum Weekly Hours each week.<\/p>\n