working time arrangements and work organisation in consultation with other workers in the area. (h) Period (i) In for an adequate assessment of the employee’s capacity to be made, an employer may employ a person under the provisions of this schedule for a period not exceeding 12 weeks, except that in some cases additional work adjustment time (not exceeding four weeks) may be needed. (ii) During that period the assessment of capacity will be undertaken and the percentage of the relevant minimum wage for a continuing employment relationship will be determined. (iii) The minimum amount payable to the employee during the trial period must be no less than $80.00 per week. (iv) Work trials should include induction or training as appropriate to the job being trialled. (v) Where the employer and employee wish to establish a continuing employment relationship following the completion of the period, a further contract of employment will be entered into based on the outcome of assessment under paragraph (iii). 6. In accordance with s.47 AB of the Industrial Relations Act 1984 (the Act) the minimum weekly wage for an adult full time employee is the Tasmanian Minimum Wage as determined by the Tasmanian Industrial Commission pursuant to s.35 (10A) of the Act. The Tasmanian Minimum Wage is $672.70 per week operative from 1 August 2016. PROVIDED this clause has no application to employees engaged under a contract of training or to an employee who is in receipt of a supported wage assessment. 7. (a) Appointment of graduates with appropriate Degree level qualifications will be subject to acceptable minimum road experience. Applicants without adequate road experience will be placed at the Paramedic Intern classification level of the structure. (b) Progression through salary points at each level in the classification structure will be based upon years of experience but will be subject to existing performance criteria and to preparedness on the part of each employee to acquire and/or maintain the necessary competencies required to perform the duties of that classification level. If an employee has not maintained those competencies, some reallocation of duties may be required, but progression through the salary points of his/her classification level will not be restricted so long as the employee continues to exhibit a proven willingness to undertake the training necessary to maintain those competencies.
working time arrangements and work organisation in consultation with other workers in the area. (h) Period (i) In for an adequate assessment of the employee’s capacity to be made, an employer may employ a person under the provisions of this schedule for a period not exceeding 12 weeks, except that in some cases additional work adjustment time (not exceeding four weeks) may be needed. (ii) During that period the assessment of capacity will be undertaken and the percentage of the relevant minimum wage for a continuing employment relationship will be determined. (iii) The minimum amount payable to the employee during the trial period must be no less than $80.00 per week. (iv) Work trials should include induction or training as appropriate to the job being trialled. (v) Where the employer and employee wish to establish a continuing employment relationship following the completion of the period, a further contract of employment will be entered into based on the outcome of assessment under paragraph (iii). 6. In accordance with s.47 AB of the Industrial Relations Act 1984 (the Act) the minimum weekly wage for an adult full time employee is the Tasmanian Minimum Wage as determined by the Tasmanian Industrial Commission pursuant to s.35 (10A) of the Act. The Tasmanian Minimum Wage is $672.70 per week operative from 1 August 2016. PROVIDED this clause has no application to employees engaged under a contract of training or to an employee who is in receipt of a supported wage assessment. 7. (a) Appointment of graduates with appropriate Degree level qualifications will be subject to acceptable minimum road experience. Applicants without adequate road experience will be placed at the Paramedic Intern classification level of the structure. (b) Progression through salary points at each level in the classification structure will be based upon years of experience but will be subject to existing performance criteria and to preparedness on the part of each employee to acquire and/or maintain the necessary competencies required to perform the duties of that classification level. If an employee has not maintained those competencies, some reallocation of duties may be required, but progression through the salary points of his/her classification level will not be restricted so long as the employee continues to exhibit a proven willingness to undertake the training necessary to maintain those competencies.
Ambulance_Tasmania_Award_._S004.docx