Part C 1. What is an award? How it created and what is its purpose? Award is legally enforceable document by an industrial tribunal containing the minimum terms and conditions of employment that an employer in industry must provide. It grants all employees in one industry or employer have the same conditions of employment and wages. Awards are introduced to protect employees' wages and conditions. Awards cover things such as pay, overtime rates and conditions, special leave arrangements, special
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5.10 Standard form 5.11 JCT Joint contracts tribunal 5.12 NEC New engineering contracts 5. liability in tort (and the duty of care) 6.13 Tort 6.14 Liability in tort 6.15 Duty of care 6. contractor’s/employers obligations 7.16 Terms of contract 7.17 Contractors obligations 7.18 Employers obligations 7. time in contracts 8.19 Commencement 8.20 Extension of time 8.21 Completion 8. payments (including
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High owe a duty of care to Persephone and Aphrodite? Consider the common law as well as any impact that the Civil Liability Act 2002 (NSW) may have on the common law. The main considerations that have to be taken into account when deciding whether Autumn Bay High owed a duty of care to Persephone and Aphrodite are the reasonable foreseeability of nervous shock and whether their duty of care was non-delegable. Under the Civil Liability Act 2002 (NSW) “the defendant owes a duty of care to the plaintiff
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An employee must give informed consent before a doctor or other health care worker may examine, investigate or manage him or her. Ideally, counselling should follow informed consent. Absolute confidentiality regarding employees with HIV positive test results and those with AIDS must be strictly maintained. One of the ways to ensure existing infections are managed is to provide managed health care, utilising the services of specialist providers. A healthy lifestyle and diet will improve the health
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Street SE Calgary, Alberta T2R 1Z8 AND Sohail Umar on 799 Sandstone Drive NW Calgary, Alberta T3K 7Y9 Employee Compensation: 3. The Employer will pay to the Employee a yearly salary of $40,000. This compensation will be payable twice a month on the 14th and on the last day of each month while this Agreement is in force. The Employee recognizes that the Employer may be required by law to deduct any applicable fees or remittances from the Employee’s compensation. 4. The Employee's Bonuses will
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covered employers to take unpaid, job-protected leave of specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had no taken leave. Eligible employees are entitled to: Twelve workweeks of leave in a 12-month period for: • The birth of a child and to care for the newborn child within one year of birth • The placement with the employee of a child for adoption or foster care and to care for the newly
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business, rather than an accessory to it, then the person will be an employee. This test is useful in the case of professional employees, such as doctors who may be an integral part of the business without being under the direct control of their employer. The organization or integral test could not be used to answer all the questions arising, more tests were evolved; 3. THE MULTIPLE TEST Under this test all relevant factors have to be taken into account to determine whether a person is an employee
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in exchange for sexual favors. Knowing that Joseph Herrera had the potential of committing a crime but not stopping the act is just as guilty as the person that has committed the crime, with this case an employer owes prospective employers and foreseeable third persons a duty of reasonable care not to misrepresent material facts in the course of making an employment about Joseph Herrera. After resigning from the Dona Ana County Detention Center the director Frank Steele and Assistant director Al
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in exchange for sexual favors. Knowing that Joseph Herrera had the potential of committing a crime but not stopping the act is just as guilty as the person that has committed the crime, with this case an employer owes prospective employers and foreseeable third persons a duty of reasonable care not to misrepresent material facts in the course of making an employment about Joseph Herrera. After resigning from the Dona Ana County Detention Center the director Frank Steele and Assistant director Al
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Law Society of Western Australia – Personal Injury Law Update 8 October 2013 BULLYING AND PSYCHIATRIC INJURY; RECENT AND PROPOSED DEVELOPMENTS IN THE LAW Geoffrey R Hancy B.Juris(Hons), LLB(Hons), B.Ec(UWA), LLM(Melb) geoff@hancy.net www.hancy.net Introduction 1 My paper covers: 1.1 Amendments to the Fair Work Act 2009 (Cth) to allow the Fair Work Commission (FWC) to deal with bullying claims; 1.2 Recent court decisions on claims for damages for psychiatric illness;
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