the apparent principal notifies the worker of the service; and the liable party pays the unpaid remuneration to the worker within 14 days of the service; and the liable party serves notice in writing on the apparent principal that payment has been made and the amount. [E.7.3(d) varied by ppc 18Feb10] An apparent principal may set off or deduct any unpaid remuneration paid to the worker from any amount the apparent principal owes to the liable party. Nothing in this subclause limits or excludes any other liability or right of recovery in respect of: unpaid remuneration; or money owed by an apparent principal to a liable party. A principal or apparent principal will not be liable for any unpaid remuneration pursuant to this clause to the extent that the principal or apparent principal proves that the relevant work was not done or the amount of unpaid remuneration claimed is in excess of the amount to which the worker is entitled. An apparent principal is not excluded from liability pursuant to this subclause by obtaining a written statement from any party, including (but not limited to) a body corporate owned or managed by the worker. A principal or apparent principal is not excluded from liability pursuant to this subclause by obtaining a written statement from, or serving a claim upon, a body corporate owned or managed by the worker. Appendix to Schedule F—Information to be given to outworkers [Appx to Sched F varied by , , , , ; substituted by ppc 04Oct13; varied by , , , ppc 01Jul18] Preamble If you work at home or outside a workshop in the textile, clothing, footwear and associated industries, you may be an outworker. If you are an outworker, you are entitled to the same wages and conditions, in general, as workers in textile, clothing or footwear factories. (the Award) sets out The Textile, Clothing, Footwear and Associated Industries Award 2010 legally enforceable rights and obligations. This applies to all outworkers including employees, independent contractors, and holders of business name registrations. According to this law some of the entitlements outworkers must receive are set out below: Hours of work An outworker may only be employed to work full-time, which is 38 hours a week, or regular part-time, which must be at least 15 hours per week or 10 hours per week (with the agreement
the apparent principal notifies the worker of the service; and the liable party pays the unpaid remuneration to the worker within 14 days of the service; and the liable party serves notice in writing on the apparent principal that payment has been made and the amount. [E.7.3(d) varied by ppc 18Feb10] An apparent principal may set off or deduct any unpaid remuneration paid to the worker from any amount the apparent principal owes to the liable party. Nothing in this subclause limits or excludes any other liability or right of recovery in respect of: unpaid remuneration; or money owed by an apparent principal to a liable party. A principal or apparent principal will not be liable for any unpaid remuneration pursuant to this clause to the extent that the principal or apparent principal proves that the relevant work was not done or the amount of unpaid remuneration claimed is in excess of the amount to which the worker is entitled. An apparent principal is not excluded from liability pursuant to this subclause by obtaining a written statement from any party, including (but not limited to) a body corporate owned or managed by the worker. A principal or apparent principal is not excluded from liability pursuant to this subclause by obtaining a written statement from, or serving a claim upon, a body corporate owned or managed by the worker. Appendix to Schedule F—Information to be given to outworkers [Appx to Sched F varied by , , , , ; substituted by ppc 04Oct13; varied by , , , ppc 01Jul18] Preamble If you work at home or outside a workshop in the textile, clothing, footwear and associated industries, you may be an outworker. If you are an outworker, you are entitled to the same wages and conditions, in general, as workers in textile, clothing or footwear factories. The Textile, Clothing, Footwear and Associated Industries Award 2010 (the Award) sets out legally enforceable rights and obligations. This applies to all outworkers including employees, independent contractors, and holders of business name registrations. According to this law some of the entitlements outworkers must receive are set out below: Hours of work An outworker may only be employed to work full-time, which is 38 hours a week, or regular part-time, which must be at least 15 hours per week or 10 hours per week (with the agreement