SKI INSTRUCTORS (STATE) AWARD
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Notices of award review pursuant to
section 19 of the Industrial Relations Act 1996.
(No. IRC 4294 and 4617 of 1999)
|
Before Mr Deputy President Sams
|
19
April 2001
|
REVIEWED AWARD
Arrangement
1. Definitions
2. Wages
3. Working
Hours
4. Safety
Net Commitments
5. Guaranteed
Weekly Earnings for Contract Employees
6. Casual Employment
7. Annual Leave
8. No
Publicity Rights
9. Uniform
and Equipment
10. Relocation Reimbursement
11. Contracts
of Employment
12. Accident
and Sickness
13. Personal
Carer’s Leave
14. Bereavement
Leave
15. Disputes
and Industrial Grievance Procedure
16. Productivity
and Related Matters
17. Use of
Uphill Transport Facilities and Other Employee Responsibilities
18. Superannuation
19. Anti-Discrimination
20. Area,
Incidence and Duration
Appendix A - Qualification Points and Monetary Rates
Tables
Appendix B - Equivalence of Levels for Qualifications
Points Table
Appendix C - Contract of Employment
1. Definitions
(i) "Category"
means a classification of employees based on qualifications and experience in
accordance with an established points table (See Appendices A, B and C).
(ii) "Company"
means Perisher Blue Pty Limited, Kosciusko Thredbo Pty Limited, Mt. Selwyn
Snowfields Pty Limited and Charlotte's Pass Village Pty Limited.
(iii) "Contract
Instructor" means an employee employed by the Company as a Snow Sports
Instructor for a guaranteed term and hours of employment as set out in Appendix
A.
(iv) "Employee"
means a person employed as a ski instructor by the employer.
(v) "Employer"
means Perisher Blue Pty Limited, Kosciusko Thredbo Pty Limited, Mt. Selwyn
Snowfields Pty Limited and Charlotte’s Pass Village Pty Limited.
(vi) "Hourly
Rate" means hourly rate of pay which includes consideration for equipment
and entertainment expenses and pro rata annual leave.
(vii) "Casual
Instructor" means an employee employed by the Company as a Snow Sports
Instructor on a day-to-day basis and/or a contract instructor outside his/her
contract period.
(viii) "Pay
Week" means seven days inclusive of any seven consecutive days as
determined from time to time by the Company.
(ix) "Supervisor"
means an authorised officer of the employer to whom an employee is directly
responsible.
(x) "Union"
means the Australian Workers’ Union, New South Wales.
(xi) "Union
Representative" means an employee elected, from time to time, by other
employees, who are Union members, as their representative to communicate with
the Union and the employer on industrial matters.
2. Wages
2.1 Hourly Rate -
An hourly rate of pay is established for each instructor based on
qualifications and experience and in accordance with the established
qualifications and experience points table, as set out in Appendix
"A". The hourly rate includes
consideration for equipment and entertainment expenses. The hourly rate incorporates payment for pro
rata annual leave.
2.2 All teaching
hours are to be paid at the appropriate rate and wages are to be paid weekly
within four days of the end of each pay week.
3. Working Hours
3.1 Ordinary Time
- All time spent teaching is classified as ordinary working time.
3.2 Requested Day
Off - Employees may request one day off per week by arrangement with the Ski
School Supervisor or two half days per week mutually agreed by the parties.
3.3 Lunch Break -
Employees are entitled to one half hour lunch break per day without pay
provided they do not work more than 5 consecutive hours without a half hour
break. Where an employee is requested
to work more than 5 hours without a break overtime rates will apply until a
half hour break is taken. If, by mutual
agreement, an employee works longer than 5 hours without a break then that time
shall not attract the overtime rate.
3.4 Related Duties
- All employees may be required to carry out some duties other than teaching,
but related to Ski School operation such as but not restricted to attending
safety programmes, search and rescue operations, teaching clinics, contests, or
demonstrations as directed by the Ski School Director. It is expected that such duties will not
exceed five hours per week. The rate
for such duties will be the applicable hourly rate.
3.5 Marketing and
Public Relations - Employees may be required to carry out some duties relating
to resort marketing and public relations.
Remuneration is to be agreed between the relevant department manager and
employee. These duties would include
customer welcomings, flare runs, social functions and the like. Notwithstanding the foregoing all rehearsals
shall be done without pay.
3.6 The employee
shall give the whole of his/her time, ability and attention during the hours of
employment (or when reasonably required outside these hours) to his or her duties
as a snow sports instructor and shall not be engaged or concerned in any other
business not permitted pursuant to subclause 3.7 of this clause. The employee shall perform his/her
obligations hereunder to the best of his/her ability and in the manner
calculated to promote the best interests of the employer.
3.7 Non-competition
during Employment - Without limiting the generality of the foregoing, the
employee will not during the continuance of this employment with the employer
without its written consent directly or indirectly be concerned or interested
whether as a principal, agent, partner, shareholder, director, employee or
otherwise in any firm or corporation involved in the conduct of any business
which is in competition with the employer's business being conducted at the
employer resort; provided that this shall not prevent the employee from holding
not more than five per cent of the issued capital of a company which is listed
on any recognised stock exchange in Australia.
4. Safety Net Commitments
4.1 The rates of
pay in this award include the adjustments payable under the State Wage Case
2000. These adjustments may be offset
against:
(a) any equivalent
over award payments, and/or
(b) any wage
increases since 29 May 1991 other than safety net, State Wage Case and minimum
rates adjustments.
5. Guaranteed Weekly
Earnings for Contract Employees
5.1 Guaranteed
Weekly Earnings - The guaranteed weekly earnings and hours for contract
employees per pay week will be those set out in Appendix A and as reproduced in
the Contract of Employment as set out in Appendix C.
5.2 Poor Snow -
During times of poor snow conditions contract employees may be required to
perform other duties related to Ski Area operations or improvements, as
directed by the Ski School Director to make up the guaranteed weekly earnings.
6. Casual Employment
6.1 Outside the
term of the guaranteed period or when an employee is employed casually, the
employee is to be available as directed by mutual agreement with the Ski School
Director. If the employee leaves
without the agreement of the Ski School Director outstanding payments will be
forfeited. Therefore, as a minimum, one
week's notice or mutual agreement is required.
6.2 Where a Ski
Instructor is engaged outside of or the contract period, the casual hourly rate
shall be the applicable hourly rate for his or her classification as defined in
their contract. During such periods of
casual employment the employee will be guaranteed a minimum of one hour per day
if the employee reports for work when required.
7. Annual Leave
7.1 The rates of
pay in this award incorporate payment for pro rata annual leave.
8. No Publicity
Rights
8.1 The Company
reserves the right to release any photographs, films or any form of publicity
taken of employees without any remuneration to employees.
9. Uniform and
Equipment
9.1 Employees are
to be supplied, free of charge, with an appropriate waterproof Ski School
Uniform as determined by the employer.
9.2 Where
uniforms, protective clothing and/or other tools and equipment are issued on a
personal basis, such items shall remain the property of the Company and must be
produced by the employee to the employer when requested on termination of
employment. Loss due to any cause or
damage through misuse by the employee shall be charged against the wages of the
employee. A deduction at a reasonable
rate may be made by the Company from the wages of the employee, provided that
no deduction shall be made for reasonable wear and tear.
9.3 The Company retains
the right to involve sponsor/s of the Ski School from time to time and to
specify that employees will not display or promote in any way any sponsor name
without prior approval of the Ski School Director.
The Company reserves the right to supply promotional pins,
badges, decals, etc. to be worn and equipment to be used by employees for the
exclusive benefit of the said sponsors.
10. Relocation
Reimbursement
10.1 A Relocation
Reimbursement will be paid to the appropriate Category of Instructor as per the
amount set out in Appendix A hereto.
10.2 The benefits
will be paid only to employees who are:
(a) engaged
overseas as part of an exchange programme or who work as a full time instructor
for a full season at a Snow Sports School approved by prior arrangement with
the Ski School Director;
(b) engaged
overseas and enter Australia as temporary non-residents.
In order to qualify for a relocation reimbursement the
employee will be required to prove that a minimum of 8 weeks has been worked on
a full time basis at an approved snow sports school and will also be required
to produce the original airline ticket in order to prove that the expense has
been incurred.
10.3 Where the
employer so offers the benefit may be taken as an airline ticket to the value
per category as set out in Appendix A.
11. Contract of
Employment
11.1 Application
Form - All prospective employees must complete an Employment Application Form
prior to each engagement. The
information given on the application form must be true in every respect and if
proven incorrect, subsequent employment may be terminated.
11.2 Contract of
Employment - Upon being accepted an instructor must sign a Contract of
Employment as set out in Appendix C hereto attached and shall also be given at
the time of engagement a copy of this award, and a payroll deduction form for
Union contributions.
11.3 Seasonal - All
employment is defined as seasonal.
11.4 Notice of
Termination During Contact Period - Employment may be terminated by either
party on one week's notice or by payment or forfeiture of one week's pay
respectively (i.e. 25 hours x hourly rate) in lieu of notice, after contract
guarantee has been met. Provided
however, that if the employee leaves without the agreement of the Ski School
Director, any outstanding relocation reimbursement will be forfeited. A Termination Advice Form is to be completed
and signed by the supervisor and the employee.
11.5 Misconduct - A
contract of employment may be terminated without notice in case of neglect of
duty or misconduct.
Notwithstanding the generality of the foregoing,
termination without notice shall be justified in the event of any of the
following actions by an employee:
- Dishonesty
- Neglecting to
maintain the controls required to ensure that correct payment is made by a
customer for goods and services
- Frequent
lateness or missing time on duty and meetings (daily or weekly)
- Not following
procedures or instructions
- Misuse of
Staff Snow Sports Lift Passes
- Behaving in a
manner as to seriously discredit the Snow Sports School and the employer
- Impoliteness
to the public
- Drug use,
possession or use of controlled substances or alcohol on the job.
11.6 Terms of
Employment - Terms of employment for contract employees shall vary in
accordance with the qualifications and experience set out in Appendices A and
B.
11.7 Disaster -
Contracts may be terminated early in case of disaster (other than lack of snow)
such as fire, earthquake, acts of war, major equipment breakdowns, etc. as a
result of which the scope of operation of the Company’s facilities is reduced
considerably and for a period of at least ten days or more. Where contracts have been terminated
earlier, employees will be paid twenty-five times their hourly rate on
termination.
11.8 Dismissal procedure
-
11.8.1 Cause - The
Company reserves the right to dismiss employees for inefficiency, neglect of
duty or misconduct, but agrees that this right should be exercised with care
and only after due consideration of the facts of each case.
11.8.2 First Warning -
Where the Supervisor is dissatisfied with the performance of an employee, for
reasons other than neglect of duty or misconduct, the employee will be given a
verbal warning.
11.8.3 Second Warning -
If there is no substantial and consistent improvement, a second warning will be
given in writing and a copy given to the employee.
This second warning will also state the cause of this
dissatisfaction and the expected improvement.
If the employee does not improve, the employee may be dismissed.
12. Accident and
Sickness
12.1 Workers’
Compensation - Workers’ compensation benefits shall be in accordance with the Workers’
Compensation Act 1987, the Workplace Injury Management and Workers’
Compensation Act 1988 and/or any relevant successor legislation.
12.2 Sick Leave -
Each employee who has completed 20 days service and who
is absent from work on account of personal illness or accident not being an
accident compensatable by workers’ compensation shall be entitled to up to five
hours leave of absence at the relevant classification rate of pay subject to
the following conditions and limitations:
(i) prior to the
commencement of the day’s shift unless not reasonably practicable the employee
shall inform the employer of the employee’s inability to attend work and,
insofar as practicable, state the nature of the illness and the estimated
duration of absence;
(ii) the employee
shall furnish such evidence as the employer may reasonably require that the
employee was unable, by reason of such illness or injury, to attend for duty on
the day or days for which sick leave is claimed;
(iii) subject to
subparagraphs (i) and (ii) of this clause, an employee shall be entitled to
sick leave at the rate of 5 hours per month which may accumulate for no longer
than one season.
13. Personal/Carer’s
Leave
13.1 Use of Sick
Leave
(a) An employee
other than a casual employee with responsibilities in relation to a class of
persons set out in subparagraph (ii) of paragraph (c), who needs the employee’s
care and support, shall be entitled to use, in accordance with this subclause,
any current or accrued sick leave entitlement, provided for in clause 12,
Accident and Sickness, for absences to provide care and support for such
persons when they are ill. Such leave
may be taken for part of a single day.
(b) The employee
shall, if required, establish either by production of a medical certificate or
statutory declaration, the illness of the person concerned and that the illness
is such as to require care by another person.
In normal circumstances, an employee must not take carer’s leave under
this subclause where another person has taken leave to care for the same
person.
(c) The
entitlement to use sick leave in accordance with this subclause is subject to:
(i) the employee
being responsible for the care of the person concerned; and
(ii) the person
concerned being:
(a) a spouse of
the employee; or
(b) a de facto
spouse, who, in relation to a person, is a person of the opposite sex to the
first mentioned person who lives with the first mentioned person as the husband
or wife of that person on a bona fide domestic basis although not legally
marred to that person; or
(c) a child or an
adult child (including an adopted child, a step child, a foster child or an ex
nuptial child), parent (including a foster parent and legal guardian),
grandparent, grandchild or sibling of the employee or spouse or de facto spouse
of the employee; or
(d) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or
(e) a relative of
the employee who is a member of the same household, where for the purposes of
this subparagraph:
(1) "relative"
means a person related by blood, marriage or affinity;
(2) "affinity"
means a relationship that one spouse because of marriage has to blood relatives
of the other; and
(3) "household"
means a family group living in the same domestic dwelling.
(d) An employee
shall, wherever practicable, give the employer notice prior to the absence of
the intention to take leave, the name of the person requiring care and that
person’s relationship to the employee, the reasons for taking such leave and
the estimated length of absence. If it
is not practicable for the employee to give prior notice of absence, the employee
shall notify the employer by telephone of such absence at the first opportunity
on the day of absence.
13.2 Unpaid Leave
for Family Purpose
(a) An employee
may elect, with the consent of the employer, to take unpaid leave for the
purpose of providing care and support to a member of a class of person set out
in subparagraph (ii) of paragraph (c) of subclause 13.1 who is ill.
13.3 Annual Leave
(a) An employee
may elect with the consent of the employer, subject to the Annual Holidays
Act 1944, to take annual leave not exceeding five days in single day
periods or part thereof, in any calendar year at a time or times agreed by the
parties.
(b) Access to
annual leave, as prescribed in paragraph (a) of this subclause, shall be
exclusive of any shutdown period provided for elsewhere under this award.
(c) An employee
and employer may agree to defer payment of the annual leave loading in respect
of single day absences, until at least five consecutive annual leave days are
taken.
13.4 Time Off in
Lieu of Payment for Overtime
(a) An employee
may elect, with the consent of the employer, to take time off in lieu of
payment for overtime at a time or times agreed with the employer within 12
months of the said election.
(b) Overtime taken
as time off during ordinary time hours shall be taken at the ordinary time
rate, that is an hour for each hour worked.
(c) If, having
elected to take time as leave in accordance with paragraph (a) of this
subclause, the leave is not taken for whatever reason payment for time accrued
at overtime rates shall be made at the expiry of the 12 month period or on
termination.
(d) Where no
election is made in accordance with the said paragraph (a), the employee shall
be paid overtime rates in accordance with the award.
13.5 Make-up Time
(a) An employee
may elect, with the consent of the employer, to work "make-up time",
under which the employee takes time off ordinary hours, and works those hours
at a later time, during the spread of ordinary hours provided in the award, at
the ordinary rate of pay.
(b) An employee on
shift work may elect, with the consent of the employer to work "make-up
time" (under which the employee takes time off ordinary hours and works
those hours at a later time), at the shift work rate which would have been
applicable to the hours taken off.
13.6 Rostered Days
Off
(a) An employee
may elect, with the consent of the employer, to take a rostered day off at any
time.
(b) An employee
may elect, with the consent of the employer, to take rostered days off in part
day amounts.
(c) An employee
may elect, with the consent of the employer, to accrue some or all rostered
days off for the purpose of creating a bank to be drawn upon at a time mutually
agreed between the employer and employee, or subject to reasonable notice by
the employee or the employer.
(d) This subclause
is subject to the employer informing each union which is both party to the
award and which has members employed at the particular enterprise of its
intention to introduce an enterprise system of RDO flexibility, and providing a
reasonable opportunity for the union(s) to participate in negotiations.
14. Bereavement Leave
14.1 An employee,
other than a casual employee, shall be entitled to two days bereavement leave
without deduction of pay, on each occasion of the death of a person as
prescribed in subclause (iii) of this clause.
14.2 The employee
must notify the employer as soon as practicable of the intention to take
bereavement leave and will, if required by the employer, provide to the
satisfaction of the employer proof of death.
14.3 Bereavement
leave shall be available to the employee in respect to the death of a person
prescribed for the purposes of personal/carer’s leave as set out in
subparagraph (ii) of paragraph (c) of subclause 13.1 of clause 13,
Personal/Carer’s Leave provided that, for the purpose of bereavement leave, the
employee need not have been responsible for the care of the person concerned.
14.4 An employee
shall not be entitled to bereavement leave under this clause during any period
in respect of which the employee has been granted other leave.
14.5 Bereavement
leave may be taken in conjunction with other leave available under subclauses
13.2, 13.3, 13.4, 13.5 and 13.6 of the said clause 13. In determining such a request, the employer
will give consideration to the circumstances of the employee and the reasonable
operational requirements of the business.
15. Disputes and
Industrial Grievance Procedure
15.1 The procedure
for the resolution of industrial disputation and grievances will be in
accordance with the Industrial Relations Act 1996. These procedural steps are as follows:
(i) Procedure
relating to a grievance of an individual employee:
(a) The employee
shall notify (in writing or otherwise) the employer as to the substance of the
grievance, request a meeting with the employer for bilateral discussions and
state the remedy sought.
(b) The grievance
must initially be dealt with as close to the source as possible, with graduated
steps for further discussion and resolution at the higher levels of authority.
(c) Reasonable
time limits must be allowed for discussion at each level of authority.
(d) At the
conclusion of the discussion, the employer must provide a response to the
employee’s grievance, if the matter has not been resolved, including reasons
for not implementing any proposed remedy.
(e) While a
procedure is being followed, normal work must continue.
(f) The employee
may be represented by an industrial organisation of employees for the purpose
of each procedure.
(ii) Procedure for
a dispute between an employer and the employees:
(a) A question,
dispute or difficulty must initially be dealt with as close to its source as
possible, with graduated steps for further discussion and resolution at higher
levels of authority.
(b) Reasonable
time limits must be allowed for discussion at each level of authority.
(c) While a
procedure is being followed, normal work must continue.
(d) The employer
may be represented by an industrial organisation of employer and the employees
may be represented by an industrial organisation of employees for the purpose
of each procedure.
16. Productivity and
Related Matters
16.1 Restrictive
Activities - It is agreed that the Union will avoid the following restrictive
activities which lower productivity.
16.2 Stoppages - The
Union will not call, impose or allow its members to call or impose any strike,
stopwork meeting, ban, limitation of output or similar restriction. Clause 15, Disputes Settlement Procedure, of
this award shall be followed in dealing with a dispute arising.
16.3 Working Hours -
The Union will encourage its members to reduce absenteeism and eliminate late
coming, extended work breaks, early stopping and malingering.
16.4 Demarcation
Issues - Where a demarcation dispute occurs between Unions, employees will
continue working on the predispute basis until the dispute is resolved.
16.5 Communications
- The Union and the employer agree to keep each other appropriately informed on
relevant matters.
16.6 Visiting Union
Officials - Before going on site, visiting Union officials will call at the
office and introduce themselves to an appropriate employer representative, in
this case, either the Snow sports School Director or Resort Manager.
16.7 A Ski Industry
Consultative Committee shall be established with appropriate Union and employer
representatives. At least one paid
meeting of the Committee shall take place each season. The Union and the employer are to agree on
an agenda prior to the meeting taking place.
17. Use of Uphill
Transport Facilities and Other Employee Responsibilities
17.1 Where the
employee is allowed to use chairlifts, T-bars and other uphill transport of
whatsoever nature, free of charge, then such transport shall only be used in accordance
with the conditions published by the Company.
17.2 Further, where
such uphill transport or facilities are used they are used on the condition
that the Company shall not be liable for any loss, damage or injury to the
employee or the employee’s property in any way caused with or attributable to
the area held by the Company under lease.
18. Superannuation
18.1 The subject of
superannuation contributions is dealt with extensively by legislation including
the Superannuation Guarantee (Administration) Act 1992, the Superannuation
Guarantee Charge Act 1992, the Superannuation Industry (Supervision) Act
1993, the Superannuation (Resolution of Complaints) Act 1993 and the Industrial
Relations Act (NSW) 1996. The legislation, as varied from time to time,
governs the superannuation rights and obligations of the parties.
18.2 The employer
shall be a participating employer in any of the following funds:
AMP Super Leader Plan for Casuals
Australian Superannuation Savings Employment Trust
(ASSET)
Hospitality Organisations and Portable Liquor Union
Superannuation Trust (HOST-PLUS) or
Superannuation Trust Scheme (STA)
and shall participate in accordance with the Trust Deed
of that fund.
18.3 The employer
shall contribute to the Fund in accordance with the legislation provided that
employer contributions do not fall below 3% of ordinary time earnings:
NOTATION: Employer contributions under relevant
legislation are set at 8% from 30 June 2000, until they increase to 9% from 1
July 2002.
18.4 The employer shall
provide each employee upon commencement of employment with membership forms of
the fund and shall forward the completed membership form to the fund within 14
days.
18.5 An employee may
make contributions to the fund in addition to those made by the employer.
18.6 An employee who
wishes to make additional contributions must authorise the employer in writing
to pay into the fund from the employee’s wages a specified amount in accordance
with the Trust Deed and the rules of the fund.
18.7 An employee may
vary his or her additional contributions by a written authorisation and the
employer must alter the additional contributions within 14 days of the receipt
of the authorisation.
18.8 All
contributions shall be made at the completion of each calendar month.
18.9 Ordinary time
earnings shall be as defined in the relevant legislation:
19. Anti-Discrimination
19.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace.
This includes discrimination on the grounds of race, sex, marital
status, disability, homosexuality, transgender identity and age.
19.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award which, by its terms or operation, has a direct or indirect
discriminatory effect.
19.3 Under the Anti-Discrimination
Act 1977, 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.
19.4 Nothing in this
clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation;
(b) offering or
providing junior rates of pay to person under 21 years of age;
(c) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti Discrimination Act 1977;
(b) a party to
this award from pursuing matters of unlawful discrimination in any State or
federal jurisdiction.
19.5 This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the legislation referred to in this clause.
NOTES
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
Section 56(d) of the Anti-Discrimination Act 1977
provides:
(b) "Nothing
in the Act affects...any other act or practice of a body established to
propagate religion that conforms to the doctrine of that religion or is
necessary to avoid injury to the religious susceptibilities of the adherents of
that religion."
20. Area, Incidence and
Duration
20.1 This award
shall apply to the Union and to the employers defined herein and to all persons
employed by the employer as Ski Instructors.
20.2 This award
shall take effect from the beginning of the first pay period to commence on or
after 1 June 1990 and shall remain in force until 31 October 1992.
20.3 This award
shall not be varied during its term for any reason other than with the consent
of all parties or in order to implement State Wage Case variations or to give
effect to the Occupational Health and Safety Act 1983.
20.4 This reviewed
award replaces the Ski Instructors (State) Award published 3 October 1990 (260
I.G. 119), as varied and rescinds and replaces the Ski Instructors Remuneration
(State) Award published 25 January 1996 (290 I.G. 199), as varied.
20.5 The changes to
give effect to section 19 of the Act and the Commission’s Principles for Review
of Awards shall take effect on and from 19 April 2001.
Appendix A
1. Qualifications
Points Table #
|
Group
|
Points
|
Qualifications
|
|
|
|
|
|
1
|
1
|
APSI Children’s Certificate
|
|
2
|
2
|
APSI Level 1
|
|
3
|
4
|
APSI Level 2
|
|
4
|
6
|
Fully Qualified Overseas Instructors
(Temporary Visa Instructors Only)
|
|
4
|
7
|
APSI Level 3 (Fully Qualified in Australia)
|
2. Experience
Points Table
|
Number of Seasons*
|
Employer Resort Points
|
Points Elsewhere
|
Maximum Points
|
|
1
|
2
|
1
|
|
|
2-3
|
4
|
2
|
|
|
4-6
|
6
|
3
|
|
|
7-10
|
8
|
4
|
|
|
11
|
10
|
5
|
15
|
*Seasons, for the purpose of the Experience Points table,
shall consist of a period of continuous employment which shall be of not less
than eight weeks duration with one employer.
#For overseas "visa" ski instructors refer to
Appendix B.
3. Total Points
Table
Note: These points
relate to all resorts except Mt. Selwyn where it is acknowledged that the ski
season is one-third shorter than other areas.
|
Points
|
Category
|
G'teed
Hours per
Week
|
G'teed
Weeks
Per Season
|
Minimum Rate Per Hour
up to and including State Wage Increase May 2000
|
Relocation Reimbursement
|
|
|
|
|
|
$
|
$
|
|
22
|
1
|
25
|
12
|
28.3616
|
$1,500
|
|
18-21
|
2
|
25
|
12
|
26.2924
|
$1,500
|
|
15-17
|
3
|
25
|
10
|
23.0533
|
$1,000
|
|
10-14
|
4
|
25
|
8
|
20.8541
|
$ 500
|
|
5-9
|
5
|
25
|
5
|
18.2433
|
------
|
|
2-4
|
6
|
25
|
3
|
16.2933
|
------
|
|
0-1
|
7
|
--
|
--
|
14.9500
|
------
|
Mt. Selwyn Rates
|
Points
|
Category
|
G'teed
Hours per
Week
|
G'teed
Weeks
Per Season
|
Minimum Rate Per Hour
up to and including State Wage Increase May 2000
|
Relocation
Reimbursement
|
|
|
|
|
|
$
|
$
|
|
22
|
1
|
25
|
8
|
28.3616
|
$1,500
|
|
18-21
|
2
|
25
|
8
|
26.2924
|
$1,500
|
|
15-17
|
3
|
20
|
6
|
23.0533
|
$ 660
|
|
10-14
|
4
|
15
|
4
|
20.8541
|
$ 330
|
|
5-9
|
5
|
10
|
2
|
18.2433
|
------
|
|
2-4
|
6
|
10
|
2
|
16.2933
|
------
|
|
0-1
|
7
|
--
|
--
|
14.9500
|
------
|
Appendix B
Equivalence of Levels for Qualifications Points Table
|
Group
|
Equivalence
|
|
1
|
APSI Children’s Certificate
|
|
|
Anwärter ÖBSV
|
|
|
CSIA Level 1
|
|
|
|
|
2
|
BASI Level 3
|
|
|
PSIA Level 1
|
|
|
CSIA Level 2
|
|
|
NZSIA Level 1
|
|
|
JOKYOSHI (Previously Joshu) Japan
|
|
|
|
|
3
|
BASI Level 2
|
|
|
PSIA Level 2
|
|
|
Landeslehrer OBSV
|
|
|
1st Swiss - Vorkurs
|
|
|
KYOSHI (previously Jokyoshi) Japan
|
|
|
CSIA Level 3
|
|
|
|
|
4
|
CSIA Level 4
|
|
|
PSIA Level 3
|
|
|
NZSIA Level 2
|
|
|
BASI Level 1
|
|
|
Swiss Full - Patentierungskurs
|
|
|
Staatlicher - Geprufter Schilehrer OBSV
|
|
|
French Full
|
|
|
Jokyukuoshi (previously Kyoshi) Japan
|
Qualification points for overseas "visa" ski
instructors**
|
Group
|
Points
|
|
1
|
1
|
|
2
|
2
|
|
3
|
4
|
|
4
|
6
|
** Appendix B applies solely to overseas "Visa"
snow sports instructors engaged by an employer under exchange arrangements with
an overseas resort where those arrangements enable snow sports instructors
engaged by the employer to be placed for engagement with that overseas resort.
Appendix C
Contract of Employment
. General
conditions of employment will be in accordance with Job Specification(s),
Employment Arrangements and Classifications as listed below:
Job Specification: Ski
Instructor
Classification Category
1, 2, 3, 4, 5, 6, 7 Non Guaranteed / Contract
Points: ........................................................
Hourly Rate: AUD$........................per
hour
2. The term of
employment is from ________________ to ______________.
3. The
Guaranteed Weeks of employment are from ___________ to ____________.
4. In addition
to the respective Employment Arrangements, the following arrangements will
apply:
________________________________________________________________
I accept and agree to be bound by the employment conditions
as outlined above and confirm that I have received and read a copy of the Snow
Sports Instructors (State) Award.
Employee's Signature:
____________________________
Name: ______________________________
Date: _______________________________
Employer's Signature: _____________________________
Name: ______________________________
Position _____________________________
Date: _______________________________
P. J.
SAMS D. P.
____________________
Printed by the authority of the Industrial Registrar.