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Pay rates change from 1 July each year, the rates in this guide apply from the first full pay period on or after 01 July 2022.
Information about the definition and operation of allowances, penalties and overtime can be found in the award and the Pay and Conditions Tool.
The best way to get general pay and conditions advice is to register for My account on our website. Once you have registered you can ask questions
and save replies, view tailored information relevant to you and save pages, pay rates and awards.
Equal Remuneration Order arrangements
An Equal Remuneration Order (ERO) was made on 22 June 2012 with respect to employees in the Social and Community Services and Crisis
Accommodation classifications of the award. The order preserves a transitional minimum wage applicable at the first full pay period on or after 01 July
2012 and provides an additional Transitional Equal Remuneration Payment (TERP). The TERP is introduced over 9 payments from the first full pay
period on or after 01 December 2012 until the final pay period before 01 December 2020.
The rates set out in this pay guide changed for all classifications from 01 July 2020 to take into account the Fair Work Commission’s annual wage
review. From 01 December 2020 the transitional provisions in the ERO will cease. From that date, the final rate from the ERO (modern award rate plus
the Final Equal Remuneration Payment) will apply for Social and Community Services and Crisis Accommodation classifications.
There are continuing transitional arrangements for non-constitutional corporation employers and employees in Queensland. These rates are not
covered in this guide, but are available in the Pay and Conditions Tool.


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Disclaimer
The Fair Work Ombudsman is committed to ensuring that information available through this pay guide including data is accurate and incorporates
changes to minimum rates of pay, allowances and penalty rates in the award as soon as they come into effect.
However, we cannot guarantee or accept any liability for the accuracy, reliability, currency or completeness of the information available in this pay
guide. This is because, for example, there may be a delay between when a change takes effect, and when the information available in the guide is
updated.
When considering information available in the pay guide about awards you should also have regard to the terms of the relevant award, which can be
found through our Awards page. If our information is inconsistent with the award, then the award applies.
If you need further assistance you can contact us. Alternatively, you may wish to get independent advice from a union, employe


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