...representatives for Migration Skills Assessment applicants 9 1.12 Privacy 9 1.13 False or misleading information 12 1.14 Certification of documents and statutory declarations 12 1.15 TRA Migration Points Advice 14 Section 2 TRA Migration Skills Assessment requirements and processes 15 2.1 Overview of the TRA Migration Skills Assessment 15 2.2 Purpose of the TRA Migration Skills Assessment 15 2.3 Nominated occupation for the TRA Migration Skills Assessment 15 2.4 Eligibility for a TRA Migration Skills Assessment 16 2.5 The TRA Migration Skills Assessment process 16 2.6 Meeting the eligibility requirements: qualifications 19 2.7 Meeting the eligibility requirements: apprenticeships 22 2.8 Meeting the eligibility requirements: employment 23 Section 3 Contact details for Trades Recognition Australia 30 Section 4 Glossary 31 Section 5 Acronyms 34 * Document particulars TRIM ID | ED11/017630 | File | TRA Migration Skills Assessment Applicant Guidelines.doc | Content last updated | March 2015 | Document status | FINAL | Due for review | September 2015 | Point of contact | Trades Recognition Australia | Approval authority | General Manager, Trades Recognition Australia | Date of first approval to publish | 20 June 2011 | Note: This is a controlled document in its electronic form...
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...Introduction Following the growth of globalization of economic and business, the international labor become increasingly significant for Australia. In the past. As you are no doubt aware, a company in Australia who has sponsored in the past, would be more open to sponsoring again in the future, as they are already comfortable with the sponsoring process. Australian companies who have advertised jobs in Australia with 457 visa sponsorship, are also likely to have been pre-approved by the Department of Immigration in Australia, as a qualifying 457 visa sponsoring organisation. Anyway, the subclass 457 visa program is designed for people who want to work temporarily in Australia. This program allows applicants to work for up to four years for a sponsoring employer and is restricted to people seeking to be employed in skilled occupations. There are three processing stages: sponsorship, nomination and visa application(Settle, 2011). This is the most commonly used program for Australian employers to sponsor overseas workers to work in Australia in skilled positions on a temporary basis. There are also special arrangements for employers in regional areas across Australia which allow them to sponsor workers into less-skilled positions that are not otherwise open to workers in cities and non-regional areas. So you are in Australia and have been working on your working holiday visa for an employer for 4 months or so, know that your 6-month limitation on working for the...
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...| Challenges of an Australian HR manager may face in London | | Subject: HRM in the Global Environment HRMT20022 Subject: HRM in the Global Environment HRMT20022 Over the last few decades the number of expatriates is increasing worldwide. These men and women represent a very important asset for organisations which are developing new business across the world. These expatriates are generally sending abroad to develop strategies or resolve problems in the host country. Consequently, the organisation has to be informed of any issue that expatriates might face and affect the work abroad in terms of international human resource management (IHRM) and industrial relations (IR) issues. Deb (2009) define IHRM as ‘a strategic process of managing a global and diverse pool of talented people in such a way as to achieve aims and objectives of the organisation both at parent and subsidiary level successfully, follow ethical practices on human and business issues and be adaptable to local cultural norms and other human needs and aspirations’. And Dowling, Festing and Engle (2013, p.242) define IR as ‘The board field of study that looks at wider issues of work and employment’. The purposes of this essay are to identify and discuss the IR and HRM issues an expatriate from Melbourne could face while living and working in London. In relation to Industrial relations issues, the role of unions, employment contracts, regulations, visas, taxation, labour laws and employ compensations...
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...by application provisions that are set out in the Notes section Prepared by the Office of Legislative Drafting and Publishing, Attorney-General’s Department, Canberra Contents Part 1—Preliminary 1 2 3 4 5 6 7 8 9 10 11 12 12A 13 14 1 Short title [see Note 1].......................................................................1 Commencement [see Note 1].............................................................1 Objects...............................................................................................1 Interpretation .....................................................................................2 Direct disability discrimination .........................................................8 Indirect disability discrimination.......................................................9 Discrimination in relation to associates .............................................9 Discrimination in relation to carers, assistants, assistance animals and disability aids...............................................................10 Carer, assistant, assistance animal and disability aid definitions........................................................................................11 Act done because of disability and for other reason ........................12 Unjustifiable hardship .....................................................................12 Application of Act ...........................................................................13 Application of the...
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...to migrate to Australia Form 40CH Important – Please read this information carefully before you complete this application. Once you have completed this application we strongly advise that you keep a copy for your records. Before you fill in this form you should read booklet 2, Child Migration, which is available from the Department of Immigration and Citizenship (the department) website www.immi.gov.au/allforms/. If you are satisfied that you are eligible to sponsor the child, you should continue reading these instructions. If the child is under 18 years of age If the child is in Australia, and you are in Australia, you should complete this form and lodge it together with the completed visa application form (form 47CH), plus all relevant documentation, on the behalf of the child at the nearest office of the department in Australia. If the child is outside Australia, you should complete this form and arrange for it to be lodged together with the completed visa application form (form 47CH), plus relevant documentation, on behalf of the child at the nearest office of the department. Applications for children outside Australia must be lodged at an office of the department outside Australia. However, for Adoption (subclass 102) visa applications, the applications must be lodged outside Australia at the department’s office responsible for visa applications from the country where the child was, or is in the process of being, adopted. You, or the child’s current guardian, should...
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...Question 1: Briefly describe the main features of the Australian labour market focusing on the issues of government regulations, role of the unions and immigration. Attempt to model the labour market in Australia using the economic model of demand and supply. In particular, demonstrate how you can incorporate in this model the issues of market segmentation according to the difference in workers’ skills as well as the impact of government regulations and immigration. Australia has a total population of approximately 23 million people, a labour force participation rate of 65.1% and an unemployment rate of 5.6% (Australian Bureau of Statistics 2013). The Australian labour market is subject to both government regulation and immigration, which in combination with Unions and differences in worker’s skills (or human capital) create issues of labour market segmentation (Department of Education, Employment & Workplace Relations 2013). Australian labour markets are highly regulated in terms of minimum wage laws (Garnaut, Ganguly & Kang 2003). This creates an unequal distribution of employment to those possessing high levels of human capital, when contrasted to employment of those with low human capital (Garnaut, Ganguly & Kang 2003). This is because minimum wage laws put a potentially binding wage floor on wages paid. Thus, when the labour supply increases for low skilled work; due to immigration or the incentive of minimum wage, the outcome can result in a labour surplus. This is due to...
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...LAWS7012 | Learning Tasks | Topic 1 Learning Tasks | Topic 1 | The Taxation System in Australia For discussion in class at the start of week 3’s seminar Task 1 Using the Income Tax Assessment Act locate Item 5.1 in Section 51-30. a. What does this section indicate? b. Are there any exceptions to this section, if so, what are they? c. Are there any terms in the sections that have a specific meaning? a. Item 5.1 if you are an individual receipt of periodic payments in the nature of maintenance The maintenance payments are exempt from income tax b. Section51-50 of the ITAA 1997 sets out the conditions under which a periodic payment, in the nature of maintenance, is exempt from income tax under item 5.1 of the table in section 51-30 of the ITAA 1997.Section 51-50 of the ITAA 1997 provides as follows:(1) This section sets out the conditions on which a periodic payment, in the nature of maintenance, that:(a) is made by an individual (the maintenance payer); or(b) is attributable to a payment made by an individual (also the maintenance payer); is exempt from income tax under item 5.1 of the table in section 51-30 (2) The maintenance payment is exempt from income tax only if it is made:(a) to an individual who is or has been the maintenance payer's *spouse; or(b) to or for the benefit of an individual who is or has been:(i)a *child of the maintenance payer; or(ii)a child who is or has been a child of an individual who is or has been a *spouse of the maintenance...
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...Workplace and Employment Discrimination Issues in respect to Indigenous Australians Social indicators measuring wellbeing have shown that, as a group, indigenous Australians are the most vulnerable group of people who have the lowest economic status. The high unemployment rate is one of the main contributing factors to indigenous Australian’s poverty. In 1996, Australian indigenous unemployment rate was nearly 23 per cent in contrast to the non-indigenous rate of 9 per cent. Indigenous Australians suffer discrimination and face prejudices that are often perpetuated within Societies especially in the area of employment. In 1965 Australia signed the International Convention on the Elimination of all Forms of Racial Discrimination (CERD). In order to fulfill the requirements of the Convention the federal Parliament passed the Racial Discrimination Act 1975 (Cth) (RDA) and the States have passed the RDA’s equivalent Acts to protect all culture groups and races from discrimination. However, in Queensland the RDA and Anti- Discrimination Act can not adequately protect the interest of indigenous people. In order to achieve true equality among all human races, special measures are needed to protect indigenous people from unfair discrimination. 184 words Part one: Anti- Discrimination Act of Queensland 1.1 Indirect discrimination Section 11 of the Act states indirect discrimination happens if a person imposes or proposes to impose, a term- a) With which an attribute...
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...Over the last decade, Australian courts have vigorously debated over the existence, formulation, and consequences of the implied term of mutual trust and confidence, in the context of employment contracts. The decision in Commonwealth Bank of Australia v Barker [2013] FCAFC 83 (‘Barker’) has granted some clarification in this area, with the majority confirming that a term of mutual trust and confidence can be implied into all contracts of employment, unless the term would be inconsistent with the express terms of the contract. The decision has created implications for employers who must review the terms of their employment contracts and reconsider their pre-termination processes, and doubt relating to the scope and operation of the term. Facts: Mr Barker was employed as an executive manager at Commonwealth Bank of Australia (CBA); he had a considerable period of service with the bank. In 2009, the CBA undertook a nationwide restructure of its corporate financial services unit, causing Mr Barker’s position made redundant. Its redeployment policy was to reallocate employees to a suitable position where possible, however the banks HR manual provided that the policy did not ‘form any part of an employee’s contract of employment’. Mr Barker was informed that his position had become redundant and he was told that his employment would be dismissed in one month if another position was not found within CBA. On his notification of redundancy, Mr Barker was told to clear his desk...
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...during business hours, which are generally 9.00 am to 5.00 pm. Ask TIS National to set up a three-way conversation between you, one of their interpreters and the organisation you wish to speak with. See Chapter 2, Help with English for more information about TIS National. Telephone numbers: Telephone numbers beginning with 1800 are free calls if you ring from a private telephone and cost the same as a local call if you ring from a payphone. Numbers beginning with 13 or 1300 are charged at local call rates. Some 1300 and 1800 numbers can be used only from outside the capital city. Mobile phone rates apply to calls from mobile phones. For telephone numbers that do not begin with 13, 1300 or 1800: If ringing from outside Australia, dial the Australian prefix 61, then the area code without the 0, then the number. If ringing from within Australia but outside the relevant state or territory, dial the area code, and then the number. Albanian...
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...10 Retail trading hours regulation Key points Restrictions on shop trading hours have varied objectives, including the opportunity for some small businesses to trade without competition from larger retailers and to reduce the need for retail employees to work outside ‘traditional’ working hours. For consumers, restrictions on trading hours impinge on consumer choice regarding when (and where) to shop, causing inconvenience and congestion costs. For retailers, there are efficiency costs and administration costs in complying with state trading regimes. But the largest costs are reserved for those retailers who are prevented from trading to the extent they would like: they forego trade to other retailers and also to other avenues of discretionary consumer spending. Changes in social patterns have contributed to decisions by state and territory governments to liberalise trading hours regimes over time. But for all states, some trading restrictions still remain and they continue to discriminate between retailers on the basis of products sold, size and location. Beyond the deregulated ACT and Northern Territory, restrictions on trading hours apply with varying levels of intensity. Western Australia, South Australia and Queensland are the most restrictive states. Some of the regulated states have also established geographic shopping districts or regional trading precincts which have created significant ‘boundary’ anomalies that fundamentally distort retail markets. Onerous and...
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...Assessment Task 1: Key terms and legislation test Submission details |Candidate’s Name | | |Student Number | | Submit this document via my.TAFE with all required evidence attached. See Procedure and Specifications below for details. Performance objective Demonstrate knowledge of key terms and current legislation relevant to the recruitment, selection and induction processes. Assessment description Complete this written test to demonstrate your knowledge about current legislation relevant to the recruitment, selection and induction processes. Procedure 1. Read the questions carefully and write your answers in the spaces provided. Specifications • Answer all questions Question 1: Give brief definitions of the following key terms. |Strategic plan |A strategic plan is an organisation plan or vision for the future. In many organizations, | | |this is viewed as a process for determining where an organization is going over the next | | |year or—more typically—3 to 5 years (long term), although some extend their vision to 20 | | |years. ...
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...The Fair Work Act 2009 (Cth) establishes a system of protected industrial action. Detail the procedures and discuss what they mean for employees and employers in relation to collective bargaining. Introduction On 1 July 2009, Australia’s workplace relations system changed. The Fair Work Act 2009 created a new legislative framework for workplace relations laws, to balance the needs of employees, the employers and the unions. A key objective of the Fair Work Act 2009 is achieving productivity and fairness in the workplace through the implementation of collective bargaining underpinned by simple good faith bargaining obligations and clear rules governing industrial action. This paper will detail the process and details of protected industrial action and what they mean for the employers and employees. Industrial Action Industrial action exerts pressure on the other party to the employment relationship with a view to gain a particular response from them. It can take a number of forms and reduces productivity at the workplace. Industrial action can take one or more of the following: go-slows, work-to-rule, boycotts, strikes, overtime bans, lock-outs and the performance of work by an employee in a manner different from that in which it is customarily performed. Industrial action is generally unlawful and prohibited unless it is protected industrial action. Employees who engage in industrial action which is not protected under the Fair Work Act can be exposed to penalties...
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...------------------------------------------------- Employment relations essay “Management should have the right to determine whether a union should operate within their workplace” Discuss. Due April 27, 9AM By cassidy Eastabrook 2171192 Due April 27, 9AM By cassidy Eastabrook 2171192 Introduction Unions have been a heavily debated topic in Australian workplaces for decades. Some see unions as unnecessary evils, interfering with employee obedience and trustworthiness, the overall employment relationship and an organisation’s practices. On the contrary, many other employers and employees see unions as a channel for collective bargaining and better employee representation. Throughout the years of debates one question has remained prominent, “Should management be able to dictate whether or not a union should function within their workplace?”. This question is, of course, controversial resulting in their being no clear cut answer. On one hand, some may argue that should management have this right, organisations may experience increased managerial prerogative, boosted productivity and performance and decreased levels of conflict. However, on the other hand, critics disagree, stating that whilst this may be the case, the overall wellbeing of employees will suffer as they are taken advantage of through individual contracting. This essay aims to delve into both perspectives; the perspective of management and the perspective of the employee and identify more clearly the benefits...
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...and MBA (Executive) Postgraduate Web Edition Updated 28 July 2015 Be true to you 2 Join a Global Learning Community Create a Successful Future with an MBA Program from RMIT Explore Your Study Options This brochure outlines programs offered by the Graduate School of Business and Law at RMIT’s City campus in Melbourne. Graduate School of Business and Law The Graduate School of Business and Law offers business management and law programs for business and non-business graduates. RMIT MBA programs are offered face-to-face at the Melbourne City campus, online through Open Universities Australia, and also at RMIT Vietnam. RMIT also offers global intensive study opportunities in Europe and Asia. No matter where or how you choose to study with RMIT, you will receive an internationally recognised qualification. Profile Looking to make the change from tennis coach to business leader, Nicholas Bartholomeusz chose to study an MBA to develop a solid understanding of business fundamentals. “RMIT’s program is tailored towards producing managers equipped with the skills to lead, so it was my first choice. Classes are designed to foster a range of learning styles and include plenty of both theory and application opportunities.” Nicholas Bartholomeusz (cover) Master of Business Administration (MBA) Which MBA Program? Most classes for Melbourne-based students are offered in either the award-winning Swanston Academic Building or the Emily McPherson College Building, which features the latest...
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