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Luxury Travel Gold List Awards 2024

Entries extended.

The Luxury Travel Gold List Awards from Luxury Travel magazine is the benchmark for travel accolades in Australia and across the globe, recognising the unique and dynamic nature of the luxury traveller seeking to explore the world responsibly and sustainably.

The entries deadline has now been extended until 19 June 2024.

How does it work?

The Luxury Travel Gold List Awards welcomes standout submissions from Australia, the Indo-Pacific and across the globe.

Once our entry period is closed, we turn to the knowledge of our esteemed jury who will meticulously consider each entry based on category criteria and create a world standard shortlist which is then put to our readers to cast their vote and have their say.

Winners will be announced at our reveal party in Sydney on the 4th December 2024.

Award Categories

Recognising the most progressive experiences and destinations across land and sea, The Luxury Travel Gold List Award 2024 categories reflect our core editorial content pillars of authenticity, design and sustainability – awarding those who break barriers and do great things.

New Hotel or Resort Design

Luxury Hotel (51+ rooms)

Luxury Hotel Brand

Luxury Hotel or Resort – Australia, New Zealand & South Pacific

Boutique Hotel, Resort, or Lodge (1-25 rooms)

Boutique Hotel, Resort, or Lodge (26-50 rooms)

Sustainable Luxury Resort

Gourmet Luxury Tourism Experience – Australia & New Zealand

Regenerative Tourism Experience

Luxury Hotel Restaurant or Bar

Wellness Retreat or Resort

Luxury Family Experience

Indigenous Experience

Luxury Expedition Cruise Brand

Luxury Ocean Cruise Brand (Under 300 Guests)

Luxury Ocean Cruise Brand (301-750 Guests)

Luxury Ocean Cruise Brand (Over 750 Guests)

Luxury River Cruise Brand

Luxury Travel Advisor (Individual), Australia

Boutique Luxury Travel Agency – Leisure

Medium / Large Scale Luxury Travel Agency – Leisure

Boutique Luxury Tour Operator

Medium / Large Scale Luxury Tour Operator

Outstanding Contribution to Luxury Travel in Australia

Emerging Brand to Watch

Editor’s Choice

Meet The Jury

Alice Ellis

Editor, time out.

Alice Ellis is the Sydney Editor at Time Out . After having earned a degree in Communications from UTS, she honed her writing and editing skills at magazines like Virgin Australia’s in-flight mag and  Women’s Health , where she rose to deputy editor and won the Nutrition Journalism Award. Her love for sport, particularly women’s sport, led her to embark on marketing and content roles at the NRL and One Playground before returning to media at  Time Out . Alice’s passion for writing, editing, and her hometown of Sydney shines through in her work and personal life, where she enjoys exploring the city with her family.

Anthony Goldman

Joint managing director, goldman travel group.

Anthony Goldman is the Joint Managing Director of Goldman Travel Group. After starting his career in travel, Anthony left the family business and forged a successful 20-year career in advertising and marketing. Anthony worked for several global organisations, including J Walter Thompson, Leo Burnett and Village Roadshow.

In 2012, Anthony joined his father, Tom, and brother, David, and embarked on an expansion program for Goldman Travel Group. Travel has always been in his blood, and the Goldman family is synonymous with travel in Australia. As third generation travel professionals, the Goldmans are at the forefront of travel advisory – with a mix of businesses in the corporate, leisure and cruise sectors, including Goldman Travel, Travelcall, The Cruise Centre by Travelcall and Smartflyer Australia.

Anthony is currently Chair of the Global Virtuoso Member Advisory Board, the first non-US member to hold this position, and is a Board Director of Link Travel Group.

Bernadette Chua

Content editor, big splash media.

Bernadette Chua is the Content Director at  Big Splash Media , overseeing all cruise, travel, finance and contract publishing. With a background in production for digital and print mediums, she brings a wealth of experience to the Gold List Awards jury.

She is currently the Editor of the luxury magazine Cruise & Travel, as well as the website, Cruise Passenger.

She was also at the heart of the rebrand from Cruise Passenger to Cruise & Travel, which now covers the best in luxury destinations, hotels, experiences and airlines.

She was also part of the launch team that created Explore for Australian Community Media – the brand’s weekly travel print insert that is distributed through publications like The Canberra Times and The Newcastle Herald.

Her expertise in content creation also spans across podcast, radio and television. She was also regular expert on Talking Lifestyle, discussing the cruise and travel industry. And she is also a host on Cruise Passenger’s podcast, Onboard with Cruise Passenger.

Brett Jardine

Managing director, council of australian tour operators (cato).

Brett Jardine, Managing Director of the Council of Australian Tour Operators (CATO)

Brett has over three decades of experience across the travel industry and since 2017, has overseen the transformation of CATO, a 23-year-old industry body that is the voice of the land-supply sector representing Australian tour operators and wholesalers.

Prior to his current role, Brett was at the helm of the Australasian office of Cruise Lines International Association (CLIA) from 2007 to 2017 during a period of significant and sustained growth for the cruise industry.

Danny Englman

Managing director, fbi travel.

Danny Englman presently serves as the Joint Managing Director at FBI Travel, overseeing both the Leisure Team and the Independent Contractors associated with the agency. Danny was honoured with the title of “Best Travel Agency Manager” in Australia by AFTA at the NTIA (National Travel Industry Awards) in 2017.

Danny embarked on his journey in the travel industry in 2004 after graduating from William Angliss College. He gained valuable experience through various roles before joining FBI Travel in 2006 as a Travel Advisor. Over the years, he progressed within the organization, assuming the role of Leisure Team Manager in 2012, and subsequently taking charge of the Independent Contractor team a year later. Under his stewardship, the company prioritized growth alongside delivering unparalleled service excellence to its clients.

Today, FBI Travel stands as one of Australia’s most acclaimed premier luxury travel agencies, consistently recognized for its excellence. Voted as the Best Luxury Travel Agency in Australia by Luxury Travel Magazine for four consecutive years from 2015 to 2018, and awarded Best Travel Agency by AFTA (ATIA) at the 2017 and 2023 NTIA Awards, the agency’s reputation for excellence is unparalleled. Additionally, FBI Travel was honoured as the “Most Hospitable Agency” in Asia/Pacific by Virtuoso in their 2019 global awards and was a finalist in the Luminaries, Legends & Leaders 2021 Virtuoso Travel Awards.

Danny has played a pivotal role in shaping the industry landscape, having served on the Virtuoso Advisory Board where he contributed to refining the membership model for Virtuoso in Australia. Presently, he serves on their Regional Membership Advisory Board. He has also held honorary Advisory Board memberships for Tauck Tours and the Luxperience Trade Show.

Beyond his professional endeavours, Danny is trained in emergency medicine and actively volunteers with Hatzolah, a local community emergency response team collaborating closely with Ambulance Victoria to provide critical care to patients in need.

Dayana Brooke

Sustainability scientist and consultant, dayana brooke sustainability.

Dayana Brooke is a travel industry expert with over two decades of experience. However, her passion for sustainability and being an environmentalist truly sets her apart. As the founder of The Sustainable Traveller, she dedicates her energy and passion to advocating for travel experiences that prioritise the natural environments, communities, and low carbon emissions.

With a Masters in Sustainability and extensive knowledge of the impact of travel on the planet, Dayana helps businesses to take action by adopting simple yet effective measures, setting achievable goals to reduce emissions, and embracing innovation for positive changes.

Desmond Campbell

Ceo, welcome to country.

Desmond Campbell (Jangala/Gojok) is a proud Gurindji and Ngalakan/Alawa man who has a deep passion and wealth of experience working with Aboriginal and Torres Strait Islander communities and organisations to achieve control and self-determination for First Nations communities as a whole.

As CEO of Welcome to Country Desmond has become a leading voice in the Indigenous Tourism Industry. In the first 6 months of his tenure as CEO he has travelled and spoken extensively to key stakeholders; Desmond has spoken at Tourism Australia’s signature Destination Australia Conference, the Mumbrella Travel Marketing Summit, numerous private corporate events, media engagements and all levels of government. But at the centre of his focus and inspiration as CEO is his commitment to elevating Welcome to Country as a First Nations led social enterprise and in turn its vision for more prosperous First Nations communities through economic opportunity. Welcome to Country currently have over 180 First Nations’ products and experiences listed through their platform and aim to grow there’s substantially.

Jan Henderson

Editor & program director.

Jan Henderson is currently an Editor and Program Director of the INDE.Awards at Indesign Media Asia Pacific. Her previous roles have included Acting-editor of Indesign magazine, Associate Publisher at Architecture Media, Editor and Co-editor of inside magazine and Interiors Editor of Architel.tv. As Principal of Henderson Media Consultants she contributes to various architecture and design magazines, is a regular speaker at events and has participated as a juror for industry awards. Jan is passionate about design and through her different roles supports and contributes to design in Australia.

Jenny Evans

Managing director, traveltalk media.

Jenny Evans brings a unique blend of experience and expertise to the travel industry, having transitioned from a successful career in financial IT. With over twenty years of experience including a decade as the head of IT for Credit Suisse, Australia, Jenny has honed her skills in optimizing processes and leveraging technology to drive business success. Her background in IT enables her to streamline operations and enhance efficiency, allowing her colleagues to focus on the more fulfilling aspects of their roles while automating routine tasks.

Jenny’s journey into the travel industry during the challenging times of COVID demonstrates her resilience and adaptability. Despite being new to the field, she has quickly made her mark with her fresh perspective and innovative ideas. Beyond her professional accomplishments, Jenny’s personal experiences have shaped her passion for travel. Having lived in various countries, including the UK, Singapore, and Australia, and travelled extensively, she brings a global perspective and cultural sensitivity to her role. Her deep love for travel fuels her dedication to making a positive impact in the industry and driving Traveltalk Media to new heights.

Joleena Seah

Managing director, ghc asia.

After more than 20 years of luxury hospitality experience with some of the world’s most iconic brands, Joleena crossed the fence to join leading PR agency, GHC Asia, in 2019. Her current portfolio comprises critically-acclaimed hotel brands, luxury cruise lines, premium real estate, two of the region’s renowned travel trade shows as well as a bespoke travel designer. With her rare knowledge of hotel operations complemented by strong connections in the tourism industry, Joleena adds a fresh perspective to her strategic counsel that is aligned with the evolving needs of her prestigious clients. A passionate traveller with an insatiable appetite for new travel experiences, Joleena has been vigorously ticking off her Bucket List since Singapore’s border reopened.

Founder & CEO, Julie King & Associates and Founder of Bonailie

Julie King is an entrepreneur and visionary leader, boasting over 37 years of global accomplishments within the hospitality and tourism sectors. Her extensive experience spans diverse roles, from managing luxury hotels in Scotland and Dubai to directing tourism consultancies in Dubai and Australia. Julie’s comprehensive understanding of international tourism enables her to identify and capitalize on key growth opportunities and transformative trends within the industry.

With offices in Sydney and New Zealand, her consultancy firm, Julie King and Associates, has garnered acclaim and awards for its outstanding work. As a result of her extensive experience working with 24 countries, Julie has solidified her reputation as a preeminent authority in the field of tourism and travel.

Julie King’s impact on the travel and tourism industry extends far beyond her consultancy work. As the founder of Bonailie, the world’s first purpose-led global community platform, Julie has disrupted the industry and sparked a new era of collaboration and positive change. Bonailie unites industry professionals from around the world, providing a platform for them to collaborate and drive meaningful impact. Through Bonailie, she has created a movement, inspiring others to join in the journey towards a more sustainable and responsible tourism industry

Katherine Droga

Chair, global wellness institute.

Katherine Droga is passionate about the transformational effect travel can have for people and the planet. She is founder of several successful global wellness platforms including Well Traveller and Well Traveller TV, Wellness wander and Australia’s premiere wellness industry event the Wellness Tourism Summit and its sister event Wellness Tourism Unearthed. Her consultancy firm, Droga & Co. , specialises in wellness and sustainable strategy development for destinations, tourism experiences and events worldwide. Katherine is also proud to be the Chair of the Global Wellness Institute’s  Wellness Tourism Initiative,  a global think tank and research on wellness travel trends.

Founder, Spa & Wellness Magazine

Kris has been a wellness advocate since she was 15! She has studied Science, Exercise Physiology, PE and nutrition, and spends her time writing, speaking, and consulting on all things Spa and wellness.

She publishes Spa & Wellness Magazine and online directory (spaandwellness.com.au), inspiring readers to explore wellness in all its forms. Wellness and wellness tourism is a true love, and it is unlikely anyone has visited more wellness retreats around the world than Kris!

Her most recent undertaking is launching the Asia Pacific Spa & Wellness awards giving recognition to people and properties dedicated to improving the lives of others!

Kylee Daniel

Director of partnerships, nz māori tourism, new zealand.

After spending two decades in senior global roles across various sectors such as corporate, sports, major events, tourism, and government, Kylee is now working at New Zealand Māori Tourism. She is passionate about her contribution to the organisation, where she combines her corporate and industry experience to provide better marketing opportunities for Māori-owned tourism businesses and support their aspirations.

Kylee works closely with Tourism NZ and other influential industry and trade partners to leverage and maximize their global and national activity, improve narrative and storytelling, grow knowledge, create meaningful connections, and enhance the overall visitor experience.

Louise Goldsbury

Louise is a freelance travel writer, who specialises in luxury cruising. She has sailed on 100 ocean, river and expedition cruises across seven continents. Louise also creates guides to make cruising less confusing – every step from choosing a cruise line to packing tips and saving money. Louise’s free Cruisey Life newsletter is available at cruiseylife.com.

Lyndey Milan OAM

Author, celebrity chef, presenter, judge.

As one of Australia’s most trusted and respected food and wine icons, Lyndey was awarded the Medal of the Order of Australia (OAM) for her “services to hospitality, particularly to the food and wine industry, and to the community”. With more than four decades of experience, expertise and education, Lyndey is an accomplished author, award-winning celebrity chef, multimedia presenter, host, judge, EmCee, speaker, honoured industry leader, advocate, ambassador and in-demand consultant. Lyndey is also a popular tour host to Puglia, Japan and Morocco and an Enrichment Speaker for Silversea Cruises and P&O Cruises.

Lyndey’s dedication to connecting people is driven by her belief that food, wine and culture are powerful tools for creating meaningful connections. Delivering her engaging events, television shows, industry consulting, impactful advocacy work and proud work in regional Australia, Lyndey’s ultimate goal is for people to experience connection, nourishment, and inspiration through the universality of food.

Lynne Ireland

Managing director, inspired luxury.

Lynne Ireland has dedicated her career to launching and marketing inspiring hotels and experiences globally and was at the forefront of developing the luxury boutique hotel niche within the Asia Pacific.

Creating award winning strategies, Lynne is an early adopter and innovator, with an innate understanding of luxury, together with the importance of wellness, community, and sustainability, with first initiatives developed 25 years ago.

Multiple award winner of ‘Brand Management of the Year’ at HM Awards for Excellence, ‘PR Communicator of the Year’ by the ASTW, Lynne also served on the Boards/Advisory of ASTW, IMM, HSMAI and the Bestest Charity.

Madelin Tomelty

Editor, luxury travel magazine.

Madelin is the editor of  Luxury Travel , leading the brand’s editorial voice both in print and online. Having began her career in fashion writing and editing, she transitioned to travel journalism in 2015 and since then has held various editorships in both print and digital media. In 2018, she became the Digital Editor & Features Writer at the previous iteration of  Luxury Travel , where she led the successful redesign and relaunch of  luxurytravelmag.com.au  while penning long-form cover stories and features for the magazine. Madelin has also worked as a freelance copywriter for prestigious travel brands and has extensive experience as a presenter and host. She brings a strong interest in the constant evolution of the luxury travel market – along with a deep understanding of the modern Australian luxury traveller – to her role as juror in the Luxury Travel Gold List Awards this year.

Melinda Gregor

Managing director, gregor & lewis bespoke travel.

With more than 35 years in the travel industry, Melinda has worked in almost every area imaginable. Starting her journey with Qantas Holidays, she travelled the world extensively as an eagle-eyed 20-something. Melinda then relocated to Egypt to escort tour groups for three years through the most exotic parts of the Middle East, including Egypt, Jordan, Israel, Syria and Turkey. On returning to Australia, she became Operations Manager with the world’s leader in luxury, bespoke travel, Abercrombie & Kent. During her five years at A&K Melinda huddled with gorillas in Uganda, discovered palaces in India, trekked to Machu Picchu, cruised to Antarctica and explored the luxury lodges and game parks of Africa. Melinda then had two seasons at the exclusive El Questro in the Kimberley in Western Australia, before deciding to settle on the Sunshine Coast in 2004. Melinda with brother Stuart, launched Gregor & Lewis Bespoke Travel in 2008. Melinda has travelled extensively to more than 80 countries in the world, including many exotic and exclusive destinations. Over the last 18 years Melinda has also become an avid cruiser particularly on small ships (under 1200 people) and is the highest ranked Master Cruise Consultant on the Sunshine Coast, as recognised by the International Cruise Council of Australia. Melinda attends Virtuoso Travel Week annually and has attended ILTM (international Luxury Travel Mart) on many occasions.

Philip Englberts

Founder & managing director, pepr agency.

Philip Engelberts is the founder and managing director of PEPR Agency, which is currently celebrating its 20th year in business. Over his 25-year career in Australia, Philip has built a reputation as a trusted public relations and communications advisor.

Leading a team of eight, specialising in hotels, cruise, destination management and travel distribution, Philip has been awarded communicator of the year by the Australian society of travel writers multiple times.

Rachel Kingswell

General manager of travel associates au/nz, australia/new zealand.

Rachel Kingswell is responsible for the management and performance of the luxury, boutique Travel Associates retail network of 60 businesses in Australia & NZ; as well as the Operational Leadership of the Luxury Travel Collection’s independent portfolio of members. She has spent 23 years in the travel industry, starting her career on the retail frontline and progressing due to her exceptional drive and passion for delivering results. She has held various roles in retail sales, management and operations in AU, NZ & RSA. Her luxury travel experience provides insight into the best way to deliver a high touch service, allowing her to passionately represent both the Travel Associates and Luxury Travel Collection brands, and the requirements of delivering strong financial results within a large, listed company. Rachel is a true extrovert and a committed ‘people person’, prioritising authentic partnerships in business, and forging meaningful relationships beyond the transactional into genuine connections. She is always willing to go the extra mile for suppliers and teams, genuinely caring for individual people, not just results. As a leader, she is supportive and encouraging, yet able to clearly articulate expectations, believing that open communication and transparency is the only pathway to credible, trusted relationships.

Sheriden Rhodes

Sheriden is a travel writer and photographer with a particular soft spot for islands, good coffee and infinity pools. She’s a self-confessed Fiji-phile having visited the island nation almost thirty times while she’s also traipsed the globe visiting everywhere from Vietnam to Laos, Sri Lanka, the Maldives, Hungary, Germany and Vanuatu – often with her now teen daughter in tow.

Recently she sailed from Budapest to Amsterdam on a river cruise, castle spotting and cycling along the Danube. She was also in Bali for Niyepe Day (day of silence) before heading to the Komodo Islands, home to the giant Komodo Dragon. Her stories have appeared in leading Australian and international publications including the Sydney Morning Herald, Good Weekend, the Australian Financial Review, Qantas the Australian Way, Country Style, the Robb Report, NZ Herald and many others.

Sujata Raman

Former managing director au/nz, abercrombie & kent.

Sujata Raman has had an impressive career in luxury travel and hospitality in three continents, working in Asia, the Middle East and Australia. In her most recent role as Regional Head for an award-winning luxury travel company, Sujata set up offices across Australia, New Zealand and China.  Her keen eye for genuine luxury, coupled with a deep interest in travel trends, formed the basis of an ever-changing product portfolio and development of innovative travel products. Sujata’s love of the travel has seen her cross the globe, searching out innovative travel experiences for sophisticated travellers desiring real understanding of the wider world.

Susie Westwood

Managing director, the brandman agency.

Susie Westwood is a luxury travel leader and director of The Brandman Agency, Sydney. The agency has offices in New York, Los Angeles and London as well as Sydney and takes a global approach with its prestigious stable of travel, tourism, design and hospitality clients.

Susie’s background encompasses many successful years with the Vogue magazines Australia – Vogue Australia, Vogue Entertaining & Travel and Vogue Living Australia as an editor and writer and additionally in promotional roles, such as director of Public Relations, whilst they were published by The Condé Nast Publications in Australia and following.

Together with Melanie Brandman, Founder and CEO, The Brandman Agency, New York, Susie launched The Brandman Agency Australia in November 2011.

Thushara Liyanarachchi

Director global sales, taj.

Thushara Liyanarachchi is a name which for many, symbolizes inspiration, diligence & professionalism with warmth. Having joined the Luxury Hotel Group Taj, as a management trainee, twenty-five years ago, Thushara, through her hard work and dedication and an unparalleled zeal to deliver best results in least given time; has risen to Director Global Sales – Australia and New Zealand. Thushara has successfully developed and nurtured relationships with Global consortia’s, Fortune 500 companies, both Federal & State Governments and incentive houses. Her in-depth knowledge and ability to gauge the subtle market changes makes her indispensable in every role and responsibilities at the highest level, both for inbound and outbound businesses out of Australia and New Zealand.

Tracey Leitch

Owner & director, impressions marketing communications.

Tracey established Impressions Marketing Communications over two decades ago and has had an extensive and vibrant career in communications.  A Post Graduate Business degree at the beginning of this journey.

Significant results have been generated for all clients across print, broadcast, web, social media and key influencer platforms which have in turn contributed significantly to their business profile, growth and success.

Tracey is a current member of the The Australian Society Of Travel Writers , The Travmedia network and the national PR hub The Social Diary.

Yvonne Verstandig

Managing director, y travel.

Yvonne Verstandig is the founder and Director of Y Travel, Australia’s premier luxury, purpose-led travel agency. With a team of experienced travel advisors, including those from boutique Virtuoso agency Trans World Travel, Yvonne curates hyper-personalized itineraries based on each traveller’s unique ‘travel DNA.’ Unique to Y Travel is Yvonne’s catalogue of eight specific ‘Y Factors’, which she personally developed as a way of categorising travel according to travellers’ different portals of passion. A tangible tool to encourage them to discover their “Travel Why”.

Some of Yvonne’s exceptional achievements include being Virtuoso’s Most Admired Advisor for the APAC region and receiving global nominations for Virtuoso’s ‘Most Innovative Advisor’. Her influential role extends to advisory boards such as Belmond’s and Silversea’s, shaping the industry as a luminary and leader in luxury travel.

4 April 2024

Entries Open

30 May 2024

Entries Close

27 June 2024

Judging commences

18 July 2024

Shortlist announced and Readers Voting commences

29 August 2024

Voting Closes

11 September 2024

Jury Deliberation Day

4 December 2024

Luxury Travel Gold List Awards Reveal Party

Luxury Travel Magazine Gold List Edition On Sale

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Attention Luxury Travel Enthusiasts: 2024 Gold List Awards Entry Deadline Extended!

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The 2024 Luxury Travel Gold List Awards features five tour operator categories to include the full range of tour operator and agency sizes

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The 2024 Luxury Travel Gold List Awards jury brings a range of expertise to ensure the best of the best are chosen as this year's winners

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Travel Daily | TD breaking news – NTIA 2022 – all the winners from tonight’s industry gala

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TD breaking news – NTIA 2022 – all the winners from tonight’s industry gala

Australia’s travel sector celebrates support, resilience and resurgence.

The 2022 National Travel Industry Awards has just wrapped up at Sydney’s International Convention Centre, with about 1,200 attendees now partying into the night as they celebrate the winners of the first NTIAs in three years.

AFTA CEO Dean Long set the scene with a heartfelt rallying call for everyone to remember the support they provided during the pandemic – to clients, to the industry and to each other. The awards honoured suppliers and travel sellers from across the board, with some of the big winners including Flight Centre, Travellers Choice, Norwegian Cruise Line, TravelManagers Australia and more.

“The 2022 NTIAs was truly a night to remember…this is in no small part due to the high calibre of entries we received and the exemplary support travel professionals provided to their clients this year,” Long said.

The full list of winners is here:

• Rookie of the Year – Bella King, AMEX Global Business Travel
• Most Outstanding Travel Consultant Leisure – Emily Kadinski, itravel Carlingford
• Most Outstanding Travel Consultant Corporate – Lynette Wells, AMEX Global Business Travel
• Most Outstanding Travel Industry Training Institution – CLIA Australasia
• Most Outstanding Employee Engagement and Recruitment Program – AMEX Global Business Travel
• Travel Consultant Scholarship – Kristy Moore, Travel Moore
• Most Outstanding Wholesaler – Creative Cruising
• Most Outstanding Tour Operator – Chimu Adventures
• Sustainability Award – Agency – Reho Travel
• Sustainability Award – Supplier – Air New Zealand
• Most Outstanding Marketing Campaign – Agency – Ignite Travel Group – MyCruises
• Most Outstanding Marketing Campaign – Supplier – Norwegian Cruise Line Walk for Wellness
• Most Outstanding Consumer Travel Journalist – Fiona Carruthers
• Most Outstanding Industry Support – Accommodation – Quest Apartment Hotels
• Most Outstanding Industry Support – Air – Singapore Airlines
• Most Outstanding Industry Support – Cruise – Norwegian Cruise Line
• Most Popular Travel Support Service – Amadeus
• Most Popular Tourism Office – Singapore Tourism Board
• Most Outstanding Sales Executive – Land Supply – Dylan Hearne, Backroads Global Touring
• Most Outstanding Sales Executive – Air – Nicole Laurie, Delta Air Lines
• Most Outstanding Sales Executive – Cruise – Tenille Hunt, Quark Expeditions
• Most Outstanding Travel Agency Manager – Jacinta Blundell, Helloworld Travel Buderim & Caboolture
• Most Outstanding Mobile/Home Based Travel Advisor – Rose Febo, TravelManagers
• Most Outstanding Travel Agency – Leisure – Helloworld Travel Mackay, Mt Pleasant & Townsville
• People’s Choice Award – TravLin Travel
• Most Outstanding Online Travel Agency – MyCruises
• Most Outstanding Mobile Advisor Network – TravelManagers Australia
• Most Outstanding Travel Management Company – Corporate Travel Management
• Most Outstanding Non Branded Agency Group – Travellers Choice
• Most Outstanding Travel Agency Group – Flight Centre Travel Group

Lots more from the industry night of nights in Monday’s issues of Travel Daily and Cruise Weekly as well as special reports in travelBulletin all week.

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NTIA 2023 Winners: Melbourne sparkles to celebrate travel's finest

Melbourne's glitzy Crown Palladium hosted the travel industry's crème de la crème on Saturday night for The 2023 National Travel Industry Awards (NTIAs) and an epic celebration of everything we love about working in travel.

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8 things we learned at the mta - mobile travel agents national conference 2024, opinion | there’s nothing wrong with profiting off doing the right thing, cato caters for more with extra spots now available at 25th anniversary dinner, melbourne’s glitzy crown palladium hosted the travel industry’s crème de la crème on saturday night for the 2023 national travel industry awards (ntias) and an epic celebration of everything we love about working in travel..

Taking place in Melbourne for the first time in 20 years (itself a reason to celebrate), the sold-out NTIAs recognised the outstanding individuals and businesses shaping the landscape of the Australian travel industry.

More than 1,300 of Australia’s travel tribe arrived dressed to the nines and ready to catch up, celebrate and, for many, party late into the early hours at the Viking Afterparty at The Palms at Crown.

And why not? Because if last year’s post-pandemic sentiment at the NTIAs in Sydney was all about “Travel being back”, this year’s celebration reflected on an often exhausting but universally successful 12 months of “Travel being back bigger than ever” for the industry.

Australian Travel Industry Association (ATIA) chief Dean Long triumphantly danced his way on stage to open the proceedings, noting that the awards had been on “a transformation journey over the last 24 months,” thanking the newly appointed NTIA Custodian Council Members for the time they had given to help reframe the judging process and the awards night as being “impeccable”.

Aussie comedian Anthony “Lehmo” Lehmann and the big night host brought plenty of belly laughs to the proceedings and achieved a feat no host had previously done: Keeping the rowdy crowd quiet through the awards.

Taking a more aerial approach, Australia’s Got Talent winner Kristy Sellar’s pole-dancing entertainment mesmerised guests through the award intermission.

When the time came to hand out the highly-prized glass gongs, tears and joy were in glorious abundance as each of the 34 category winners was announced, with unique, heartwarming moments from the victors for all to see.

Entire teams came up on stage to share their winning surprise and excitement, with many dialling in team members who couldn’t be there via Facetime to share the special memories.

It was a reminder of why we love working in travel and why we should be so proud of the individual roles we play to contribute to the collective success and evolution of our beloved industry.

Sharing his pride in seeing the night come together, Australian Travel Industry Association (ATIA) CEO Dean Long commented, “The NTIAs 2023 was truly a night to remember. This is in no small part due to the high calibre of entries we received and the exemplary standard of travel professionals and businesses all throughout Australia.”

“It was so exciting returning to Melbourne this year and to be able to celebrate with all of the incredible travel professionals that make our industry so special.”

So, who were the official big winners on the night? Read on for the 2023 category champions.

The 2023 NTIA Winners in full

• Most Outstanding Mobile / Home-Based Travel Advisor: Wendy Brockbank, MTA Mobile Travel Agents
• Most Outstanding Travel Agency Manager: Stacey Brownsey, Helloworld Travel Mt Pleasant
• Most Outstanding Travel Consultant Corporate: Lauren Zischke, TAG Travel Group
• Most Outstanding Travel Consultant Leisure: Louis Teng, Connelly & Turner Travel Associates
• Rookie of the Year: David O’Shea, RAA Travel
• Most Outstanding Sales Executive – Air: Nick Lewis, Air New Zealand
• Most Outstanding Sales Executive – Cruise: Helen Courias, Holland America Line
• Most Outstanding Sales Executive – Land Supply: Mickey Mann, The Travel Corporation
• Most Outstanding Employee Engagement and Recruitment Program: Flight Centre Travel Group
• Most Outstanding Online Travel Agency: Webjet
• Most Outstanding Hybrid Online Travel Agency: Ignite Travel Group
• Most Outstanding Business Events Travel Agency: Event Travel Management (ETM)
• Most Outstanding National Travel Management Company: Stage and Screen Travel Services
• Most Outstanding Global Travel Management Company: Corporate Travel Management – CTM
• Most Outstanding Leisure Travel Agency – Single Location: FBI Travel
• Most Outstanding Leisure Travel Agency – Multi-Location: Helloworld Travel Hunter Travel Group
• Sustainability Award – Business: Corporate Travel Management – CTM
• Most Outstanding Mobile Advisor Network: MTA – Mobile Travel Agents
• Most Outstanding Travel Agency Group: Flight Centre   
• Most Outstanding Non-Branded Agency Group: Travellers Choice
• Most Outstanding Tour Operator – Specialised: Albatross Tours
• Most Outstanding Tour Operator – Global: APT
• Most Outstanding Wholesaler – Product / Service: Entire Travel Group AND Viva Holidays
• Most Outstanding Wholesaler – Destination / Experience: ANZCRO
• Most Popular Tourism Office: Destination Canada
• Most Popular Accommodation Group / Chain: IHG Hotels & Resorts
• Most Popular Airline – Online: Virgin Australia
• Most Popular Airline – Offline: Lufthansa Group
• Most Popular Ocean Cruise Operator: Viking
• Most Popular River Cruise Operator: Uniworld Boutique River Cruises
• Most Popular Car Rental Operator: Avis
• Most Outstanding Travel Industry Training Institution: TAFE Queensland
• Sustainability Award – Supplier: Hurtigruten
• Innovation in Travel Support Services: Cover-More Travel Insurance: Post-Pandemic Support
• People’s Choice Award- Australia’s Favourite Travel Brand: Trafalgar

Summing up an event that had been 12 months in the making, Long said, “Events of the scale the NTIAs 2023 celebration do not just happen, and on behalf of everyone, I thank the hardworking ATIA team and the generous support of our sponsors for helping us realise our vision for this event.”

“Our vibrant travel community is our greatest strength, and through events like the NTIA, we will continue our focus on harnessing the skills and expertise across our network to benefit our industry, our clients and our businesses,” he said.

The Major Sponsor for the event was Singapore Airlines.

For more information on the NTIAs, head to afta.com.au

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TRAVEL AGENT DAY AUSTRALIA MARVEL STADIUM, MELBOURNE |  2 OCTOBER 24 | 8:30 AM

Celebrating the Heart of Travel - Our Agents,  Join us at Travel Agent Day Australia on October 2nd at Melbourne's Marvel Stadium.

TADA '24 offers a dynamic platform for showcasing products and destinations, with a focus on building meaningful connections. Engage in pre-scheduled one-to-one meetings, tailored to foster valuable business relationships and collaborative opportunities.

As the day unfolds, the event culminates in an informal cocktail reception. This relaxed setting is perfect for unwinding and socializing, and it sets the stage for our awards ceremony - a moment to honour the outstanding achievements within our travel community.

Be part of TADA '24, where we celebrate the core of our industry - the travel agents - and the vital connections they create in every journey.

+35 Exhibitors

Maximize networking opportunities at Travel Agent Day Australia (TADA), a premier hub for fostering connections and opportunities among peers. Engage actively, exchange ideas, and build lasting relationships throughout this dynamic event.

Celebrate with us at TADA!

+250 Professionals

Over 250 travel professionals gather for an unparalleled networking event, fostering connections, sharing insights, and celebrating the vibrancy of the travel industry. Hosted in Melbourne's iconic venue, , bringing together industry leaders and innovators for a memorable experience.

+30 Award Nominees

Celebrate unparalleled excellence at our prestigious awards ceremony, where outstanding achievements in the travel industry are recognized. This highlights the dedication and innovation of professionals who have made significant contributions to the sector. 

+12 Panelist

Discover the latest in travel through engaging product presentations, where industry leaders showcase cutting-edge services, destinations, and technologies, offering a glimpse into the future of travel and new opportunities for collaboration and growth.

Korea Tourism Organization

G Adventures

Tourism Philippines

The Travel Corporation

LATAM Airlines

Uniworld Boutique River Cruises

Marvel Stadium (Gate 9) Victory Room | Melbourne 2 October 2024 8:30 am - 7:00 pm

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Awards and Accreditations

Part of the House of Travel Group, TravelManagers Australia Pty Ltd has home-based personal travel managers all across Australia. Since first opening in New Zealand in 1986 and its arrival in Australia in 2007, House of Travel has grown into the largest independent travel company in Australasia. Since then TravelManagers Australia has established itself as the most experienced travel network in Australia, with an average of 20 years’ experience.

Throughout this time TravelManagers Australia has become the Australian travel industry’s most respected and highly-awarded home-based travel advisor network. This is evident through the awards and accolades we have achieved. You can see a list of these below.

What this means for you

When you put your travels in the hands of an experienced personal travel manager , not only are you supporting an Australian small business owner, but you have the assurance that they are backed by a successful and reputable company who holds strong relationships with reputable travel partners.

2022 National Travel Industry Awards

Most Outstanding Mobile Travel Advisor Network – Winner

Most Outstanding Home-Based / Mobile Travel Advisor – Winner – Rose Febo

Most Outstanding Home-Based / Mobile Travel Advisor – Finalist – Carli Hester

Most Outstanding Home-Based / Mobile Travel Advisor – Finalist – Tanya Patterson

2019 National Travel Industry Awards

Best Home Based Network – Winner

Best Home Based Consultant – Winner – Kathy Millett

Best Home Based Consultant – Finalist – Belinda Le Breton

• 1st – Highest Sales Home-Based Australia Wide – Scenic Luxury Cruises & Tours
• VIP Diamond Agent – APT (Australian Pacific Touring)
• Best Mobile Travel Advisor Network – AFTA National Travel Industry Awards
• Best Home Based Agency Group of the Year – The Travel Awards
• Top National Home-based Agency – Insight Vacations
• Platinum Agency – Club Med
• Partnership of the Year – DriveAway
• Silver Agent – APT (Australian Pacific Touring)
• Diamond Agency – Club Med
• Chairman’s Club – Great Southern Rail
• Finalist – Best Travel Agency Retail Multi-Location – AFTA National Travel Industry Awards
• Top Agent – All Nippon Airways
• Chairman’s Club – Journey Beyond
• Platinum Club – Qantas
• Great Southern Rail – Chairman’s Club
• Scenic Tours – Multi location Sales 1st place
• DriveAway Holidays- Partnership of the year
• Sunlover Holidays – Outstanding Sales Award (2015/2016)
• QF – Platinum Club (2015/2016)
• Cruiseco – Million Dollar Club NSW (2015/2016)
• Malaysia Airlines – ANZ Top Performing Retail Travel Agent NSW/ACT
• Azamara Club Cruises – Silver Agent
• Great Southern Rail – Platinum Partner
• Sunlover Holidays – Outstanding Sales Award (2014/2015)
• QF – Platinum Club (2014/2015)
• Cruiseco – CruiseManagers Top 5 in sales NSW (2014/2015)
• Cruiseco – Million Dollar Club NSW (2014/2015)
• Trafalgar – Circle of Excellence
• Oceania – CruiseManagers Outstanding Sales Growth
• Territory Discoveries – Outstanding Sales Award (2013/2014)
• Sunlover Holidays – Outstanding Sales Award (2013/2014)
• QF – Platinum Club (2013/2014)
• Cruiseco – Cruisemanagers Top 5 in sales Australia (2013/2014)
• Cruiseco – Million Dollar Club NSW (2013/2014)

2008 – 2013

• 2013: Finalist – Best Travel Agency Retail Multi-Location – AFTA National Travel Industry Awards
• 2013: Trafalgar – Sales Excellence
• 2013: Sunlover Holidays – Outstanding Sales Award (2012/2013)
• 2012: Finalist – Best Travel Agency Retail Multi-Location – AFTA National Travel Industry Awards
• 2012: Club Med – NSW Top Selling Agency
• 2012: Great Southern Rail – Top 20 retail agent (2011/2012)
• 2011: Finalist – Best Travel Agency Retail Multi-Location – AFTA National Travel Industry Awards
• 2011: Sunlover Holidays – Platinum Club
• 2010: Finalist – Best Travel Agency Retail Multi-Location – AFTA National Travel Industry Awards
• 2009: Finalist – Best Travel Agency Retail Single-Location – AFTA National Travel Industry Awards
• 2008: AOT Holidays – Outstanding sales growth performance

We at Travel Managers Australia recognise the traditional owners of the country where we live and work. We recognise and celebrate the diversity of Indigenous people and their enduring cultures and connections to the land and waters of New South Wales.

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We acknowledge the Traditional Aboriginal and Torres Strait Islander Owners of the land, sea and waters of the Australian continent, and recognise their custodianship of culture and Country for over 60,000 years.

*Disclaimer:  The information on this website is presented in good faith and on the basis that Tourism Australia, nor their agents or employees, are liable (whether by reason of error, omission, negligence, lack of care or otherwise) to any person for any damage or loss whatsoever which has occurred or may occur in relation to that person taking or not taking (as the case may be) action in respect of any statement, information or advice given in this website. Tourism Australia wishes to advise people of Aboriginal and Torres Strait Islander descent that this website may contain images of persons now deceased.

Home » News » Revealed: All the Australian Travel Awards winners

Revealed: All the Australian Travel Awards winners

After months of waiting and weeks of judging, we can finally reveal the winners of the inaugural Australian Travel Awards!

Opening up the night, Travel Weekly’ s publisher and co-founder of The Misfits Media Company, Dan Uglow, thanked all the attendees and sponsors for their continued support.

“There’s a general feeling of excitement in the room and a healthy dose of nervous anticipation,” he said.

“The most important thank you is to everyone that’s here tonight. By being part of these awards, by entering, by attending and by believing in them. You’re actively helping the industry improve and promote itself.”

The awards, presented in association with Seven West Media’s Better Homes and Gardens and 7Travel , featuring Crystal as a principal sponsor, awarded companies in 35 categories, plus one Grand Prix award for the most impressive overall.

To refresh your memories, the winner of the Grand Prix prize receives an advertising package worth over $75,000 across the Seven West Media network. And the winner was… Intrepid!

Two other hotly-contested awards were the People’s Choice awards – decided entirely by consumer voting promoted by both  Better Homes and Gardens and 7Travel  via their channels.

Editor-in-chief of  Better Homes and Gardens,  Julia Zaetta, and head of  7Travel,  Sally McFadyen, presented the Favourite Destination award to Fiji, and the Favourite Airline award to Qantas. Congrats to both!

A big thanks to all our sponsors and judges this year, and a massive congrats to all the winners and shortlisted entrants (which you can find here ).

So without further ado, here are the winners of the Australian Travel Awards 2018!

Trade Sales Team of the Year

Travel Insurance Provider of the Year

Technology Provider of the Year

Online Booking Website of the Year

Experience Oz

Social Responsibility Award

Urban Adventures

Innovation of the Year

Frasers Hospitality Australia

Sustainable Tourism Company of the Year

Intrepid Group

Specialist Wholesaler of the Year

Adventure Travel Wholesaler of the Year

G Adventures

Wholesaler of the Year

Excite Holidays

Rail Operator of the Year

Rocky Mountaineer

Vehicle Hire of the Year

Escorted Touring Company of the Year

Low Cost Airline of the Year

Economy Class Airline of the Year

Hawaiian Airlines

Premium Economy Class Airline of the Year

Air New Zealand

Business Class Airline of the Year

Etihad Airways

Boutique Hotel of the Year – 10 properties or less

Jamala Wildlife Lodge

Hotel Group of the Year

InterContinental Hotels Group (IHG)

Hotel of the Year

QT Melbourne

PR Campaign of the Year

Tourism Australia – Dundee: The Son of a Legend Returns Home

Social Media Campaign of the Year

Air New Zealand – A Very Merry Mistake

Marketing Campaign of the Year

River Cruise Line of the Year

Uniworld Boutique River Cruises

Expedition Cruise Line of the Year

PONANT Yacht Cruises & Expeditions

Ocean Cruise Line of the Year

Crystal Cruises

Corporate Travel Agency of the Year – Under $100 million revenue

Spencer Travel

Corporate Travel Agency of the Year – Over $100 million revenue

Travel Agency of the Year – Under 30 employees

Platinum Travel Corporation

Luxury Travel Brand of the Year

Uniworld Boutique River Cruise Collection

Destination of the Year

Travel South USA

Employer of Choice 2018

Luxury Escapes Travel Pty Ltd

Tourism Board of the Year

Tourism New Zealand

People’s Choice – Favourite Destination

People’s Choice – Favourite Airline

Congratulations to all the winners! Thank you to Travel Weekly and Dan Uglow for such a wonderful night. Great WIN for Fiji! x

Email the Travel Weekly team at [email protected]

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Courtesy of Tahiti Tourisme

The Australian Federation of Travel Agents Limited (AFTA) is the peak body for Australia's travel businesses and represents the majority of retail and corporate travel agents, tour operators, wholesalers and consolidators. Our members range in size from the largest listed organisations such as Flight Centre, Helloworld, Corporate Travel Management and Webjet, through to small independently owned and operated travel businesses.

Founded in 1957, our mission is to highlight the integrity of our members through effective approaches in advocacy, industry recognition and awards, and ultimately boosting the confidence of the travelling public. Our aim has been to stimulate, encourage and promote travel, and to uphold the interests of travel businesses who form a vital part of Australia's highly specialised travel and tourism industry.

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AFTA STRATEGIC PARTNER - SINGAPORE AIRLINES

Travel Industry - Agencies - General Award 1999

AP799612CRV - Travel Industry - Agencies - General Award - 1999

This Fair Work Australia consolidated award incorporates all amendments up to and including 30 September 2008 (variation PR983635 ).

Clauses affected by the most recent amendment(s) are:

13. Classifications and wage rates

16. Allowances

31. Travelling, transport and fares

About this Award: Printed by authority of the Commonwealth Government Printer. Disclaimer: Please note that this consolidated award is prepared by the staff of Fair Work Australia and is believed to be accurate but no warranty of accuracy or reliability is given and no liability is accepted for errors or omissions or loss or damage suffered as a result of a person acting in reliance thereon. Copies of official decisions, awards and orders of Fair Work Australia and the Australian Industrial Relations Commission (prior to 1 July 2009) can be accessed at no cost through Fair Work Australia’s website (www.fwa.gov.au) or purchased from any office of Fair Work Australia. AP799612CRV [Pre-reform FWA Consolidation]

AUSTRALIAN INDUSTRIAL RELATIONS COMMISSION

Workplace Relations Act 1996 s.33 action on Commission's own motion

TRAVEL INDUSTRY – AGENCIES – GENERAL AWARD - 1998 (ODN C No. 22527 of 1998) [Print Q2738 [T0232]] (C No. 00425 of 1999)

Allowable award matters.

A. Further to the Decision of the Commission issued on 19 October 1999 [Print S0228] the above award is varied as follows: By deleting all clauses and schedules and inserting the following: PART 1 – APPLICATION AND OPERATION OF AWARD 1. AWARD TITLE This award shall be known as the Travel Industry - Agencies - General Award - 1999. 2. ARRANGEMENT

[2 amended by PR948660 PR961214 PR961558 PR970106 PR973810 ]

This award is arranged as follows: Part 1 – Application and operation of award

• Award title
• Arrangement [ PR973810 ]
• Anti-discrimination
• Definitions
• Date the award starts
• Who is bound by this award

Part 2 – Award flexibility

• Index of facilitative provisions
• Enterprise flexibility provisions

Part 3 – Communication, consultation and dispute resolution

• Procedures for the avoidance of industrial disputes [ PR948660 ]

Part 4 – Employer and employees’ duties, employment relationship and related arrangements

• Employment categories [ PR973810 ]
• Redundancy [ PR949716 ]
• Notice of termination [ PR948660 ]

Part 6 – Wages and related matters

• Classifications and wage rates [ PR983635 ]

13A. Transitional wage rates for Victoria - application of common rule award [ PR961558 ]

• Supported wage system [ PR973810 ]
• Payment of wages
• Allowances [ PR983635 ]
• Superannuation

Part 6 – Hours of work, breaks, overtime, shirt work, weekend work

• Hours of work
• Overtime [ PR973810 ]
• Weekend work

Part 7 – Leave of absence and public holidays

• Annual leave [ PR973810 ]
• Personal leave [ PR973810 ]

23A. Bereavement leave [ PR973810 ]

• Parental leave [ PR973810 ]
• Jury service
• Public holidays
• Payment during familiarisation
• Long service leave
• Study leave

Part 8 – Transfers, travelling and working away from usual place of work

• Travelling, transport and fares [ PR934029 ]

Part 9 – Training programs

• National training wage

Part 10 – Accident pay

• Accident pay

Part 11 – Award compliance

• Posting of award

Schedule A - Employer parties to the award [ PR918564 ]

Schedule B [ PR980593 ]

3. ANTI-DISCRIMINATION

3.1 It is the intention of the respondents to this award to achieve the principal object in s.3(j) of the Workplace Relations Act 1996 through respecting and valuing the diversity of the work force by helping to prevent and eliminate discrimination on the basis of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin.

3.2 Accordingly, in fulfilling their obligations under the dispute avoidance and settling clause, the respondents must make every endeavour to ensure that neither the award provisions nor their operation are directly or indirectly discriminatory in their effects.

3.3 Nothing in this clause is taken to affect:

3.3.1 any different treatment (or treatment having different effects) which is specifically exempted under the Commonwealth anti-discrimination legislation;

3.3.2 junior rates of pay, until 22 June 2000 or later date determined by the Commission in accordance with s.143(1E) of the Act;

3.3.3 an employee, employer or registered organisation, pursuing matters of discrimination in any State or federal jurisdiction, including by application to the Human Rights and Equal Opportunity Commission.

3.3.4 the exemptions in s.170CK(3) and (4) of the Act.

4. DEFINITIONS

4.1 AFTA Education & Training (AET) are those qualifications obtained by a person who successfully completes an approved course of training conducted by the Australian Federation of Travel Agents Limited.

4.2 Commission means the Australian Industrial Relations Commission.

4.3 Employee means a junior, travel support employee, travel consultant, senior travel consultant, supervisor or travel manager.

4.4 Employer means a travel agency or travel department of an employer party to this award.

4.5 Union means the Australian Municipal, Administrative, Clerical and Services Union.

4.6 Large city means a capital city or a city with a population in excess of 100,000 people. As at the time of making this award, the following locations are classed as large cities: Sydney, Melbourne, Brisbane, Perth, Adelaide, Newcastle, Canberra-Queanbeyan, Gold Coast-Tweed, Wollongong, Hobart, Geelong, Sunshine Coast, Townsville and Darwin. This list may be amended from time to time to take account of population growth in other locations.

4.7 Junior means an employee under twenty years of age.

4.8 Travel support employee means an adult employee who performs the work of a messenger, receptionist, typist or clerical support staff.

4.9 Travel consultant means an adult employee who satisfies the requirements of the AFTA Education & Training as varied from time to time, or is otherwise suitably qualified in the opinion of the employer, the general nature of whose duties is consulting with clients and members of the public with a view to providing them with travel services.

4.10 Senior travel consultant means a travel consultant who satisfies the requirements of the AFTA Education & Training as varied from time to time and who has five years experience as a travel consultant or is sufficiently qualified skilled and experienced, in the opinion of the employer, to be able to operate without supervision.

4.11 Supervisor means an employee who satisfies the requirements of the AFTA Education & Training as varied from time to time, or is suitably qualified in the opinion of the employer, who is responsible to a manager, and is engaged in supervising and training travel consultants and the supervision of office or branch procedures in connection with provision of travel services.

4.12 Travel manager means an adult employee, other than a person who is wholly or party an owner of the travel agency, who satisfies the requirements of the AFTA Education & Training as varied from time to time and is responsible for management of a travel agency (or branch office) comprising not less than ten employees.

5. DATE THE AWARD STARTS This award comes into force on 19 October 1999. 6. WHO IS BOUND BY THIS AWARD

6.1 This award binds:

6.1.1 the employers named in the schedule to the award in respect of employees as defined in this award, whether members of the union or not;

6.1.2 the Australian Municipal, Administrative, Clerical and Services Union.

6.2 This award does not apply to inbound tour operators.

6.3 Transmission of business

6.3.1 Where a business is before or after the date of this award, transmitted from an employer (in this clause called the transmittor ) to another employer (in this clause called the transmittee ) and an employee who at the time of such transmission was an employee of the transmittor in that business becomes an employee of the transmittee then:

6.3.1(a) the continuity of the employment of the employee will be deemed not to have been broken by reason of the transmission; and

6.3.1(b) the period of employment, which the employee has had with the transmittor or any prior transmittor, will be deemed to be service of the employee with the transmittee.

6.3.2 In this clause business includes trade, process, business or occupation and includes part of any such business. Transmission includes transfer, conveyance, assignment or succession whether by agreement or by operation of law and transmitted has a corresponding meaning.

PART 2 – AWARD FLEXIBILITY 7. INDEX OF FACILITATIVE PROVISIONS

7.1 A facilitative provision provides that the standard approach in an award provision may be departed from by agreement between an individual employer and an employee, or the majority of employees, in the enterprise or part of the enterprise concerned.

7.2 Facilitative provisions in this award are contained in the following clauses:

8. ENTERPRISE FLEXIBILITY PROVISIONS (See ss.113A and 113B of the Act) Where an employer or employees wish to pursue an agreement at the enterprise or workplace about how the award should be varied so as to make the enterprise or workplace operate more efficiently according to its particular needs the following process shall apply:

8.1 A consultative mechanism and procedures appropriate to the size, structure and needs of the enterprise or workplace shall be established.

8.2 For the purpose of the consultative process the employees may nominate the Union or another to represent them.

8.3 Where agreement is reached an application shall be made to the Commission.

PART 3 – COMMUNICATION, CONSULTATION AND DISPUTE RESOLUTION 9. PROCEDURES FOR THE AVOIDANCE OF INDUSTRIAL DISPUTES Subject to the Workplace Relations Act 1996 , any dispute or claim shall be dealt with in the undermentioned manner.

9.1 The matter shall be first discussed by the aggrieved employee with their supervisor.

9.2 If not settled the matter shall be discussed between an accredited representative of the union or other nominated representative and the manager or other appropriate person within the company.

9.3 If agreement is not able to be reached the matter shall then be discussed between the company representative and the federal office of the union or other nominated representative.

9.4 If the matter is still not settled, it shall be submitted to the Commission, whose decision shall subject to any appeal in accordance with the Act, be final and shall be accepted by the parties.

9.5 Until the matter is determined, work shall continue unless the matter in dispute relates to safety. No party shall be prejudiced as to the final settlement by the continuance of work in accordance with this clause.

9.6 Where a bona fide safety issue is involved, the company and the appropriate safety authority must be notified concurrently or at least a bona fide attempt made to notify that authority.

9.7 Redundancy disputes

[9.7 inserted by PR948660 ppc 02Jul04]

9.7.1 Paragraphs 9.7.2 and 9.7.3 impose additional obligations on an employer where an employer contemplates termination of employment due to redundancy and a dispute arises (a redundancy dispute ). These additional obligations do not apply to employers who employ fewer than 15 employees.

9.7.2 Where a redundancy dispute arises, and if it has not already done so, an employer must provide affected employees and the union (if requested by any affected employee) in good time, with relevant information including:

• the reasons for any proposed redundancy;
• the number of categories of workers likely to be affected; and
• the period over which any proposed redundancies are intended to be carried out.

9.7.3 Where a redundancy dispute arises and discussions occur in accordance with this clause the employer will, as early as possible, consult on measures taken to avert or to minimise any proposed redundancies on the employees concerned.

PART 4 – EMPLOYER AND EMPLOYEES’ DUTIES, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTS 10. EMPLOYMENT CATEGORIES

10.1 General

10.1.1 Employees under this award will be employed in one of the following categories:

10.1.1(a) full-time employees; or

10.1.1(b) regular part-time employees; or

10.1.1(c) casual employees.

10.1.2 At the time of engagement an employer will inform each employee of the terms of their engagement and in particular whether they are to be full-time, regular part-time or casual.

10.2 Casual employment

10.2.1 A casual employee is an employee engaged as such.

10.2.2 A casual employee shall be paid per hour at the rate of 1/38th of the weekly rate prescribed for the class of work performed, plus a loading of twenty per cent which shall be in substitution for benefits applicable to full-time and part-time employees such as annual leave and other types of paid leave.

10.2.3 The provisions of the following clauses shall not apply in respect of casuals:

10.2.4 Otherwise, casuals shall comply with and be entitled to all other requirements and benefits of the award.

10.2.5 Caring responsibilities

[10.2.5 inserted by PR970106 ppc 20Dec05; corrected by PR973810 ppc 20Dec05]

10.2.5(a) Subject to the evidentiary and notice requirements in 23.7 and 23.8, casual employees are entitled to not be available to attend work, or to leave work:

• if they need to care for members of their immediate family or household who are sick and require care and support, or who require care due to an unexpected emergency, or the birth of a child; or
• upon the death in Australia of an immediate family or household member.

10.2.5(b) The employer and the employee shall agree on the period for which the employee will be entitled to not be available to attend work. In the absence of agreement, the employee is entitled to not be available to attend work for up to 48 hours (i.e. two days) per occasion. The casual employee is not entitled to any payment for the period of non-attendance.

10.2.5(c) An employer must not fail to re-engage a casual employee because the employee accessed the entitlements provided for in this clause. The rights of an employer to engage or not to engage a casual employee are otherwise not affected.

10.3 Regular part-time employees

10.3.1 An employer may employ regular part-time employees in any classification in this award.

10.3.2 A regular part-time employee is an employee who:

10.3.2(a) works less than full-time hours of 38 per week; and

10.3.2(b) has reasonably predictable hours of work; and

10.3.2(c) receives, on a pro-rata basis, equivalent pay and conditions to those of full-time employees who do the same kind of work.

10.3.3 At the time of engagement the employer and the regular part-time employee will agree in writing, on a regular pattern of work, specifying at least the hours worked each day, which days of the week the employee will work and the actual starting and finishing times each day.

10.3.4 Any agreed variation to the regular pattern of work will be recorded in writing.

10.3.5 An employee who does not meet the definition of a regular part-time employee and who is not a full-time employee will be paid as a casual employee in accordance with 10.2.2.

10.3.6 All time worked in excess of the hours as mutually arranged will be overtime and paid for at the rates prescribed in clause 20 - Overtime.

10.3.7 A regular part-time employee employed under the provisions of this clause must be paid for ordinary hours worked at the rate of 1/38th of the weekly rate prescribed for the class of work performed.

11. REDUNDANCY

[11 substituted by PR948660 ppc 02Jul04]

11.1 Definitions

11.1.1 Business includes trade, process, business or occupation and includes part of any such business.

11.1.2 Redundancy occurs where an employer has made a definite decision that the employer no longer wishes the job the employee has been doing done by anyone and that decision leads to the termination of employment of the employee, except where this is due to the ordinary and customary turnover of labour.

11.1.3 Small employer means an employer who employs fewer than 15 employees.

11.1.4 Transmission includes transfer, conveyance, assignment or succession whether by agreement or by operation of law and transmitted has a corresponding meaning.

11.1.5 Week’s pay means the ordinary time rate of pay for the employee concerned. Provided that such rate shall exclude:

• penalty rates;
• disability allowances;
• shift allowances;
• special rates;
• fares and travelling time allowances;
• bonuses; and
• any other ancillary payments of a like nature.

11.2 Transfer to lower paid duties

Where an employee is transferred to lower paid duties by reason of redundancy the same period of notice must be given as the employee would have been entitled to if the employment had been terminated and the employer may at the employer’s option, make payment in lieu thereof of an amount equal to the difference between the former ordinary rate of pay and the new ordinary time rate for the number of weeks of notice still owing.

11.3 Severance pay

11.3.1 Severance pay – other than employees of a small employer

An employee, other than an employee of a small employer as defined in 11.1, whose employment is terminated by reason of redundancy is entitled to the following amount of severance pay in respect of a period of continuous service:

* Week’s pay is defined in 11.1.

11.3.2 Severance pay – employees of a small employer

An employee of a small employer as defined in 11.1 whose employment is terminated by reason of redundancy is entitled to the following amount of severance pay in respect of a period of continuous service:

11.3.3 Provided that the severance payments shall not exceed the amount which the employee would have earned if employment with the employer had proceeded to the employee’s normal retirement date.

[11.3.4 corrected by PR949716 ppc 02Jul04]

11.3.4 Continuity of service shall be calculated in the manner prescribed by clause 24.11.1(e). Provided that service prior to 2 July 2004 shall not be taken into account in calculating an entitlement to severance pay for an employee of a small employer pursuant to 11.3.2.

11.3.5 Application may be made for variation of the severance pay provided for in this clause in a particular redundancy situation in accordance with the Redundancy Case Decision [PR032004, 26 March 2004] and the Redundancy Case Supplementary Decision [PR062004, 8 June 2004].

11.4 Employee leaving during notice period

An employee given notice of termination in circumstances of redundancy may terminate his/her employment during the period of notice set out in clause 12 - Notice of Termination. In this circumstance the employee will be entitled to receive the benefits and payments they would have received under this clause had they remained with the employer until the expiry of the notice, but will not be entitled to payment in lieu of notice.

11.5 Alternative employment

11.5.1 An employer, in a particular redundancy case, may make application to the Commission to have the general severance pay prescription varied if the employer obtains acceptable alternative employment for an employee.

11.5.2 This provision does not apply in circumstances involving transmission of business as set in 11.7.

11.6 Job search entitlement

11.6.1 During the period of notice of termination given by the employer in accordance with 12.1, an employee shall be allowed up to one day’s time off without loss of pay during each week of notice for the purpose of seeking other employment.

11.6.2 If the employee has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment, the employee shall, at the request of the employer, be required to produce proof of attendance at an interview or he or she shall not receive payment for the time absent. For this purpose a statutory declaration will be sufficient.

11.6.3 The job search entitlements under this subclause apply in lieu of the provisions of 12.3.

11.7 Transmission of business

11.7.1 The provisions of this clause are not applicable where a business is before or after the date of this award, transmitted from an employer (in this subclause called the transmittor ) to another employer (in this subclause called the transmittee ), in any of the following circumstances:

11.7.1(a) Where the employee accepts employment with the transmittee which recognises the period of continuous service which the employee had with the transmittor and any prior transmittor to be continuous service of the employee with the transmittee; or

11.7.1(b) Where the employee rejects an offer of employment with the transmittee:

• in which the terms and conditions are substantially similar and no less favourable, considered on an overall basis, than the terms and conditions applicable to the employee at the time of ceasing employment with the transmittor; and
• which recognises the period of continuous service which the employee had with the transmittor and any prior transmittor to be continuous service of the employee with the transmittee.

11.7.2 The Commission may vary 11.7.1(b) if it is satisfied that this provision would operate unfairly in a particular case.

11.8 Employees exempted

This clause does not apply to:

• employees terminated as a consequence of serious misconduct that justifies dismissal without notice;
• probationary employees;
• apprentices;
• employees engaged for a specific period of time or for a specified task or tasks; or
• casual employees.

11.9 Incapacity to pay

The Commission may vary the severance pay prescription on the basis of an employer’s incapacity to pay. An application for variation may be made by an employer or a group of employers.

12. NOTICE OF TERMINATION

[12 - Termination of Employment title changed and substituted by PR948660 ppc 02Jul04]

12.1 Notice of termination by employer

12.1.1 In order to terminate the employment of an employee the employer must give to the employee the period of notice specified in the table below:

12.1.2 In addition to the notice in 12.1.1, employees over 45 years of age at the time of the giving of the notice with not less than two years continuous service, are entitled to an additional week’s notice.

12.1.3 Payment in lieu of the prescribed notice in 12.1.1 and 12.1.2 must be made if the appropriate notice period is not required to be worked. Provided that employment may be terminated by the employee working part of the required period of notice and by the employer making payment for the remainder of the period of notice.

12.1.4 The required amount of payment in lieu of notice must equal or exceed the total of all amounts that, if the employee’s employment had continued until the end of the required period of notice, the employer would have become liable to pay to the employee because of the employment continuing during that period. That total must be calculated on the basis of:

12.1.4(a) the employee’s ordinary hours of work (even if not standard hours); and

12.1.4(b) the amounts ordinarily payable to the employee in respect of those hours, including (for example) allowances, loading and penalties; and

12.1.4(c) any other amounts payable under the employee’s contract of employment.

12.1.5 The period of notice in this clause does not apply:

12.1.5(a) in the case of dismissal for serious misconduct;

12.1.5(b) to employees engaged for a specific period of time or for a specific task or tasks;

12.1.5(c) to trainees whose employment under a traineeship agreement or an approved traineeship is for a specified period or is, for any other reason, limited to the duration of the agreement; or

12.1.5(d) to casual employees.

12.1.6 Continuous service is defined in clause 24.11.1(e).

12.2 Notice of termination by an employee

12.2.1 The notice of termination required to be given by an employee is the same as that required of an employer, save and except that there is no requirement on the employee to give additional notice based on the age of the employee concerned.

12.2.2 If an employee fails to give the notice specified in 12.1.1 the employer has the right to withhold monies due to the employee to a maximum amount equal to the amount the employee would have received under 12.1.4.

12.3 Job search entitlement

Where an employer has given notice of termination to an employee, an employee shall be allowed up to one day’s time off without loss of pay for the purpose of seeking other employment. The time off shall be taken at times that are convenient to the employee after consultation with the employer.

12.4 Transmission of business

Where a business is transmitted from one employer to another, as set out in clause R - Redundancy, the period of continuous service that the employee had with the transmittor or any prior transmittor is deemed to be service with the transmittee and taken into account when calculating notice of termination. However, an employee shall not be entitled to notice of termination or payment in lieu of notice for any period of continuous service in respect of which notice has already been given or paid for.

PART 6 – WAGES AND RELATED MATTERS 13. CLASSIFICATIONS AND WAGE RATES

Note : The rates of pay specified in this clause are to be reviewed pursuant to Item 51(4) of the Workplace Relations and Other Legislation Amendment Act 1996.

13.1 Adults employed in large cities

13.1.1 Classification

[13.1.1 substituted by S7703 PR906968 PR919167 PR934029 PR948858 ; PR961214 ppc 16Jul05; corrected by PR961558 ppc 16Jul05]

13.2 Adults elsewhere

13.2.1 Classification

[13.2.1 substituted by S7703 PR906968 PR919167 PR934029 PR948858 ; PR961214 ppc 16Jul05; corrected by PR961558 ppc 16Jul05]

13.3 Juniors

13.3.1 The minimum rate of salary per annum for service by junior employees will be the following percentages of the appropriate classification rate:

13.3.2 A junior who has more than twelve months experience and who turns twenty will be paid the after twelve months rate of the appropriate classification.

13.4 Movement within the classifications shall be by increments, whilst movement between the classifications shall be by promotion.

13.5 The classification of an adult employee shall be determined by the employer who shall notify the employee of the classification, in writing, within fourteen days of the appointment to such classification.

13.6 For the purposes of this clause, experience in the employ of any employer shall be counted as service for a travel support employee.

[13.7 varied by PR934029 PR948858 ; PR961214 ppc 16Jul05; corrected by PR961558 ppc 16Jul05]

13.7 In addition to the above salaries prescribed in the clause each employee who is:

13.7.1 registered with AET to undertake ongoing professional development training, and

[13.7.2 substituted by PR975599 PR979523 ; PR983635 ppc 01Oct08]

13.7.2 continues with such training

will receive an allowance according to the following scale:

13.7.3 The allowance is to be fully absorbed into existing over award payments.

13.8 Travel managers

13.8.1 A travel manager who earns a salary which is at least ten per cent above the award rate for the Travel Manager classification shall be exempt from all provisions of the award other than the following clauses:

Clause 13 - Classifications and wage rates

Clause 17 - Superannuation

Clause 22 - Annual leave

Clause 23 - Personal leave

Clause 24 - Parental leave

Clause 26.1 to 26.11 (inclusive) - Public holidays

[13.8.2 substituted by S7703; corrected by S8652; substituted by PR906968 PR919167 PR934029 PR948858 ; PR961214 ppc 16Jul05; corrected by PR961558 ppc 16Jul05] 13.8.2 The current exemption level is $854.95 per week or $44,457.60 per annum.

13.9 Arbitrated safety net adjustment

[13.9 substituted by S7703 PR906968 PR919167 PR934029 PR948858 ; PR961214 ppc 16Jul05; corrected by PR961558 ppc 16Jul05]

13.9.1 The rates of pay in this award include the arbitrated safety net adjustment payable under the Safety Net Review—Wages June 2005 decision [PR002005]. This arbitrated safety net adjustment may be offset against any equivalent amount in rates of pay received by employees whose wages and conditions of employment are regulated by this award which are above the wage rates prescribed in the award. Such above-award payments include wages payable pursuant to certified agreements, currently operating enterprise flexibility agreements, Australian workplace agreements, award variations to give effect to enterprise agreements and overaward arrangements. Absorption which is contrary to the terms of an agreement is not required.

13.9.2 Increases made under previous National Wage Case principles or under the current Statement of Principles, excepting those resulting from enterprise agreements, are not to be used to offset arbitrated safety net adjustments.

13A. TRANSITIONAL WAGE RATES FOR VICTORIA—APPLICATION OF COMMON RULE AWARD MATTERS

[13A inserted by PR961214 ppc 16Jul05; corrected by PR961558 ppc 16Jul05]

13A.1 This award contains the following transitional rates of pay and allowances for employers in the state of Victoria who were previously not bound by this award, but are now subject to the award by virtue of the award having been declared a common rule under s.141 of the Workplace Relations Act 1996 .

13A.2 These rates of pay and allowances apply only until 31 July 2005 or until the date that this award is varied to give effect to the Safety Net Review—Wages June 2005 decision.

13A.3 Wage rates (clause 13)

13A.3.1 Adults employed in large cities

13A.3.2 Adults elsewhere

13A.3.3 Juniors

13A.4 Travel managers (clause 13.8.2)

The current exemption level is $836.25 per week or $43,485 per annum in the case of large city rates and $812 per week or $42,242 per annum in the case of non-large city rates.

13A.5 Supported wage (clause 14)

13A.5.1 Provided that the minimum amount payable shall be not less than $50 per week.

13A.5.2 The minimum amount payable to the employee during the trial period shall be no less than $50 per week.

13A.6 Meal allowance (clause 16.2)

13A.6.1 Employees will be paid a meal allowance of $10.38 in addition to any overtime payment as follows:

13A.6.1(a) if required to begin work more than two hours before the employee’s normal starting time on any day - breakfast;

13A.6.1(b) if required to continue work more than one hour after the employee’s normal finishing time, or after 11.00 p.m. on any day - dinner and/or supper;

13A.6.1(c) if required to continue working more than one hour after 1.00 p.m. on Saturdays; and

13A.6.1(d) after the completion of each period of four hours worked on Sundays and holidays.

13A.6.2 Meal money that is owed will be paid no later than the next working day after it is spent.

13A.7 Exempt employees (clause 20.8.2)

The overtime exemption level is currently $661.48 per week, or $34,511.50 per annum, in the case of large city rates and $601.31 per week, or $31,372 per annum, in the case of non-large city rates.

14. SUPPORTED WAGE SYSTEM

14.1 This clause defines the conditions that will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this award. In the context of this clause, the following definitions will apply:

14.1.1 Supported wage system means the Commonwealth Government system to promote employment for people who cannot work at full award wages because of a disability, as documented in Supported Wage System: Guidelines and Assessment Process .

14.1.2 Accredited assessor means a person accredited by the managing unit established by the Commonwealth under the supported wage system to perform assessments of an individual’s productive capacity within the supported wage system.

14.1.3 Disability support pension means the Commonwealth pension scheme to provide income security for persons with a disability as provided for under the Social Security Act 1991 , as amended from time to time, or any successor to that scheme.

14.1.4 Assessment instrument means the form provided for under the supported wage system that records the assessment of the productive capacity of the person to be employed under the supported wage system.

14.2 Eligibility criteria

14.2.1 Employees covered by this clause will be those who are unable to perform the range of duties to the competence level required within the class of work for which the employee is engaged under this award, because of the effects of a disability on their productive capacity and who meet the impairment criteria test for a disability support pension.

14.2.2 The clause does not apply to any existing employee who has a claim against the employer that is subject to the provisions of workers’ compensation legislation or any provision of this award relating to the rehabilitation of employees who are injured in the course of their employment.

14.2.3 The clause also does not apply to employers in respect of their facility, programme, undertaking, service or the like which receives funding under the Disability Service Act 1986 and fulfils the dual role of service provider and sheltered employer to people with disabilities who are in receipt of or are eligible for a disability support pension, except with respect to an organisation which has received recognition under s.10 or s.12A of that Disability Service Act 1986 , or if a part only has received recognition, that part.

14.3 Supported wage rates

14.3.1 Employees to whom this clause applies will be paid the applicable percentage of the minimum rate of pay prescribed by this award for the class of work which the person is performing according to the following schedule:

[14.3.2 varied by PR961214 ; corrected by PR961558 ; varied by PR970106 ppc 20Dec05; corrected by PR973810 ppc 20Dec05]

14.3.2 Provided that the minimum amount payable will be not less than $62.00 per week.

14.3.3 * Where a person’s assessed capacity is ten per cent, they will receive a high degree of assistance and support.

14.4 Assessment of capacity

For the purpose of establishing the percentage of the award rate to be paid to an employee under this award, the productive capacity of the employee will be assessed in accordance with the supported wage system and documented in an assessment instrument by either:

14.4.1 the employer and a union party to the award, in consultation with the employee or, if desired by any of these; or

14.4.2 the employer and an accredited assessor from a panel agreed by the parties to the award and the employee.

14.5 Lodgment of assessment instrument

14.5.1 All assessment instruments under the conditions of this clause, including the appropriate percentage of the award wage to be paid to the employee, shall be lodged by the employer with the Registrar of the Australian Industrial Relations Commission.

14.5.2 All assessment instruments shall be agreed and signed by the parties to the assessment, provided that where a union which is party to the award, is not a party to the assessment, it shall be referred by the Registrar to the union by certified mail and shall take effect unless an objection is notified to the Registrar within ten working days.

14.6 Review of assessment

The assessment of the applicable percentage should be subject to annual review or earlier on the basis of a reasonable request for such a review. The process of review will be in accordance with the procedures for assessing capacity under the supported wage system.

14.7 Other terms and conditions of employment

Where an assessment has been made, the applicable percentage will apply to the wage rate only. Employees covered by the provisions of the clause will be entitled to the same terms and conditions of employment as all other workers covered by this award paid on a pro-rata basis.

14.8 Workplace adjustment

An employer wishing to employ a person under the provisions of this clause will take reasonable steps to make changes in the workplace to enhance the employee’s capacity to do the job. Changes may involve re-design of job duties, working time arrangements and work organisation in consultation with other workers in the area.

14.9 Trial period

14.9.1 In order for an adequate assessment of the employee’s capacity to be made, an employer may employ a person under the provisions of this clause for a trial period not exceeding twelve weeks, except that in some cases additional work adjustment time (not exceeding four weeks) may be needed.

14.9.2 During that trial period the assessment of capacity shall be undertaken and the proposed wage rate for a continuing employment relationship shall be determined.

[14.9.3 varied by PR961214 ; corrected by PR961558 ; varied by PR970106 ppc 20Dec05; corrected by PR973810 ppc 20Dec05]

14.9.3 The minimum amount payable to the employee during the trial period shall be no less than $62.00 per week.

14.9.4 Work trials should include induction or training as appropriate to the job being trialled.

14.9.5 Where the employer and employee wish to establish a continuing employment relationship following the completion of the trial period, a further contract of employment shall be entered into based on the outcome of assessment under 14.4.

15. PAYMENT OF WAGES

15.1 Salaries may be paid weekly, fortnightly or monthly

15.2 Salaries may be paid by cash, cheque or electronic funds transfer with a financial institution account nominated by the employee and acceptable to the employer.

15.3 Rates of pay

15.3.2 The annual rate of pay is prescribed by clause 13 - Classifications and wage rates.

15.4 Overtime payment will be paid on or before the next salary date. Overtime worked within one week of a salary date can be paid at the following salary date.

15.5 For employees who are employed on a commission basis of payment at the date of making this award, the following shall apply:

15.5.1 If an employee does not exceed the appropriate minimum salary in commission earnings during a calendar month, the employer will pay the difference between the commission earned and the appropriate award rate of pay.

16. ALLOWANCES

16.1 Higher duties allowances

16.1.1 This clause only applies to employees who are entitled to overtime (see clause 20 - Overtime).

16.1.2 If an employee relieves an employee in a higher position, the employee will be entitled to an allowance subject to the following conditions:

16.1.2(a) the employee relieved is a supervisor or above;

16.1.2(b) the period of relief must be:

16.1.2(b)(i) continuous; and

16.1.2(b)(ii) occupy five or more working days.

16.1.2(c) written application for an allowance must be made prior to the conclusion of the period of relief.

16.1.3 If the employee relieved is on annual leave, public holidays falling during this period will be excluded when calculating working days.

16.1.4 The employer will determine the amount of the allowance by taking into consideration the circumstances of the relief.

16.1.5 The allowance will not be taken into account for the calculation of overtime payments.

16.1.6 The allowance will be paid in the first pay period after completion of the period of relief.

16.2 Meal allowance

[16.2.1 varied by S7703 PR906968 PR919167 PR934029 PR948858; PR961214 ; corrected by PR961558 ; varied by PR975599 PR979523 ; PR983635 ppc 01Oct08]

16.2.1 Employees will be paid a meal allowance of $12.20 in addition to any overtime payment as follows:

16.2.1(a) if required to begin work more than two hours before the employee’s normal starting time on any day - breakfast;

16.2.1(b) if required to continue work more than one hour after the employee’s normal finishing time, or after 11.00 p.m. on any day - dinner and/or supper;

16.2.1(c) if required to continue working more than one hour after 1.00 p.m. on Saturdays; and

16.2.1(d) after the completion of each period of four hours worked on Sundays and holidays.

16.2.2 Meal money that is owed will be paid no later than the next working day after it is spent.

17. SUPERANNUATION

17.1 The subject of superannuation is dealt with extensively by legislation including the Superannuation Guarantee (Administration) Act 1992, the Superannuation Guarantee Charge Act 1992, the Superannuation Industry (Supervision) Act 1993 and the Superannuation (Resolution of Complaints) Act 1993 . This legislation, as varied from time to time, governs the superannuation rights and obligations of the parties.

17.2 The Shipping and Travel Officers Productivity Superannuation Fund (STOPS) is recognised as the principal industry superannuation fund and provides employees in the industry with portability of membership. Employees who are members of the industry fund may make individual contributions in accordance with the terms of the Trust Deed.

17.3 Contributions to superannuation funds will be paid no less frequently than monthly.

PART 6 – HOURS OF WORK, BREAKS, OVERTIME, SHIRT WORK, WEEKEND WORK 18. HOURS OF WORK

18.1 The ordinary hours of duty shall be 38 per week; or 76 per fortnight.

18.2 These hours are to be worked (except for meal breaks)

18.2.1 between 8.00 a.m. and 6.00 p.m. on Mondays to Fridays inclusive; and

18.2.2 between 9.00 a.m. and 1.00 p.m. on Saturdays.

18.3 Subject to the provisions of clause 21 - Weekend work, the spread of hours can be extended to 9.00 p.m. one night per week when a workplace is open for late night trading.

18.4 Where the working hours of employees are less than 38 per week at the time of commencement of this award, these hours will not be increased.

19.1 Meal breaks

19.1.1 Employees are allowed a meal break during ordinary hours between 11.15 a.m. and 2.45 p.m.

19.1.2 This meal break is to be no less than 30 minutes and no more than one hour.

19.1.3 Employees are not required to work longer than five hours ordinary time without a break.

19.2 Different meal arrangements may apply if agreement is reached between the employer and employee.

19.3 An employee is entitled to a meal break as follows:

19.4 A meal break of not less than 30 minutes may be allowed by agreement between the employee and the employer.

19.5 Where an employee required to work overtime more than one hour after normal ceasing time, Monday to Friday or after 6.00 p.m. on a Saturday, Sunday or public holiday, the employee can elect not to take the dinner/supper meal break as prescribed in this award. Instead the employee may elect to work through until the completion of such overtime. In this case the employee will be paid the allowance prescribed in clause 16 - Allowances in addition to overtime worked.

19.6 Employees who are required to work beyond a quarter of one hour during any of the meal intervals prescribed in 19.3 will be paid at the rate of double time for such work until a meal break is given or until completion of ordinary work for the day.

19.7 This is subject to the proviso in 19.1 in respect of the lunch meal.

20. OVERTIME

20.1 When is an employee paid at overtime rates?

20.1.1 A full-time employee is paid at overtime rates for any work done under their employers instructions outside of the spread of hours or rostered hours set out in clause 18 - Hours of work.

20.1.2 A regular part-time employee is paid at overtime rates in the circumstances specified in clause 10.3.6.

20.2 What are overtime rates?

The hourly rate for the payment of overtime is calculated by dividing the employee’s weekly salary by the employee’s normal weekly hours. Employees must be paid for each fraction of a half hour of overtime as if it were a full half hour. Periods of less than half an hour are cumulative in respect of each day. The overtime rate payable to an employee depends on the time at which the overtime is worked:

20.2.1 Monday to 1.00 p.m. Saturday : one and a half times his or her normal rate of pay for the first two hours of overtime, and twice his or her normal rate of pay for the rest of the overtime.

20.2.2 After 1.00 p.m. Saturday : subject to clause 21 - Weekend work, twice his or her normal rate of pay for all time worked He or she must be paid for at least three hours even if he or she works for less than three hours.

20.2.3 Sunday : subject to clause 21 - Weekend work, twice his or her normal rate of pay for all time worked. He or she must be paid for at least three hours even if he or she works for less than three hours.

For example: Julie is a full-time employee. Her ordinary rate of pay is $10 per hour. She normally works eight hours per day Monday to Friday. On Tuesday she works 11 hours.

20.3 Does an employee get a break after working overtime?

20.3.1 If after an employee’s ordinary hours of work on a particular day the employee is required to work overtime until after midnight, then the employee is entitled to the following working day off without loss of pay.

20.3.2 If an employee is required to work on the day off provided for in 20.3.1 then they must be paid at twice their normal rate of pay for all time worked on that day.

20.3.3 If an employee is called back to perform work between midnight and 4.00 a.m. he or she must be granted at least eight consecutive hours off duty without loss of pay.

20.4 What is the minimum payment when an employee is called back to work overtime?

If an employee is called back to work overtime he or she must be paid for at least three hours even if he or she works for less than three hours.

20.5 What are the overtime rates applicable to call backs?

The rate payable to an employee called back to work overtime depends on the time at which the overtime is worked.

20.5.1 Between 9.00 p.m. and 6.00 a.m. Monday to Friday: twice his or her normal rate of pay.

20.5.2 All other times: in accordance with clause 20.2.

20.6 How much notice of the requirement to work overtime must be given to an employee?

An employee must, where practicable, be given twenty four hours notice of a requirement to work overtime.

20.7 Time off instead of payment for overtime

20.7.1 Despite the other provisions of this clause an employee may choose, with the consent of the employer, to take time off instead of payment for overtime at a time or times agreed with the employer. This agreement must be recorded in the Time and Wages Record kept by the employer.

20.7.2 The time taken in lieu must be taken within twelve months and at a time agreed in writing between the employer and the employee.

20.7.3 If an employee takes time off instead of payment for overtime then the amount of time off to be granted will be the greater of:

20.7.3(a) the number of hours of overtime worked; or

20.7.3(b) the number of hours for which payment would otherwise be due.

20.7.4 If requested by an employee, an employer must pay the employee for any overtime worked in the pay period following the request. The employee must be paid at overtime rates.

Jodie’s employer must give her 13 hours pay. Alternatively Jodie and her employer may agree, in writing, to Jodie taking some or all of the ‘5 hours overtime pay’ as time off instead.

20.8 Exempt employees

20.8.1 This clause does not apply to employees who receive a salary of more than fifteen per cent above the Supervisor - level 3 rate in clause 13 - Classification and wage rates, which is referred to as the overtime exemption level.

[20.8.2 varied by PR961214 ; corrected by PR961558 ; substituted by PR970106 ppc 20Dec05; corrected by PR973810 ppc 20Dec05]

20.8.2 The current overtime exemption level is currently $779.97 per week or $40,558.20 per annum.

21. WEEKEND WORK

21.1 This clause is applicable only to employers listed in Schedule B and employees of those employers.

21.2 An employer is eligible to be included on Schedule B if it has a legal or other commercial requirement by virtue of its location or environment to trade regularly on Saturday afternoons and/or Sundays.

21.3 An eligible employer may be included on Schedule B by applying (either directly through an organisation or agent) for such inclusion by letter addressed to the Industrial Registrar of the Australian Industrial Relations Commission.

21.4 Upon receipt of such an application the Industrial Registrar will cause notice of the application to be given to the union with an opportunity to raise an objection within seven days. If such an objection is raised, the Commission will conduct a hearing of the directly interested parties to determine the application by reference to the test stated in 21.2. If no such objection is raised, the applicant employer will be included on Schedule B without the necessity for any hearing.

21.5 An employee to whom this clause applies may be required to work ordinary hours on Saturdays after 1.00 p.m. and ordinary hours on Sundays.

21.6 The rate for ordinary time worked on Saturdays after 1.00 p.m. shall be one and a quarter times the rate for the applicable classification stated in clause 13 - Classifications and wage rates.

21.7 The rate for ordinary time worked on Sundays shall be one and one half times the rate for the applicable classification stated in clause 13 - Classifications and wage rates.

PART 7 – LEAVE OF ABSENCE AND PUBLIC HOLIDAYS 22. ANNUAL LEAVE

22.1 How long is annual leave?

22.1.1 Subject to 22.1.2 an employee, other than a casual employee, is entitled to at least four week’s annual leave per year of continuous service.

22.1.2 An employee is not entitled to take annual leave until the employee has served eleven months with his or her employer.

22.2 What are the pay rates for annual leave?

22.2.1 Subject to 22.2.2, the weekly pay rate for annual leave is calculated by dividing the employee’s annual salary (as provided in clause 13 – Classifications and wage rates) by 52, and adding an annual leave loading of 17.5 per cent of that rate.

22.2.2 Employees whose annual salary is more than fifteen per cent above the Supervisor – Level 3 rate set out in clause 13 – Classifications and wage rates, are not entitled to an annual leave loading.

22.3 When to take annual leave

22.3.1 The employer must grant annual leave to suit the convenience of the employee as far as is reasonably practicable. An employee is not required to go on annual leave unless at least one month’s prior notice has been given. A shorter period of notice can be mutually agreed between the employer and employee.

22.3.2 Where it is impracticable to grant annual leave in any year, the employee concerned will be able to access this leave in the following year. Leave must not accumulate for more than two years.

22.4 Payment instead of leave

An employee must take annual leave. However, if the employee leaves or is dismissed (except for misconduct which would justify summary dismissal), the employer must pay the employee any leave entitlement including a proportionate amount for each full month worked since the employee began working or last qualified for leave. Such pro-rata annual leave pay includes leave loading. An employee is not entitled to proportionate pay unless he or she has worked continuously for the employer for at least one month.

22.5 Public holidays falling within annual leave

If a public holiday which is prescribed in this award falls within an employee’s annual leave, and is on a day which would have been an ordinary working day for the employee, then extra time equivalent to the public holiday will be added to the employee’s annual leave.

22.6 The taking of annual leave

Annual leave must be taken in consecutive weeks. If the employee and employer agree, leave can be split into separate periods.

[22.6.1 varied by PR970106 ppc 20Dec05; corrected by PR973810 ppc 20Dec05]

22.6.1 Despite the provision of this clause, an employee may elect, with the consent of the employer, to take annual leave in single day periods or part of a single day not exceeding a total of 10 days in any calendar year at a time or times agreed between them.

22.6.2 An employee and employer may agree to defer payment of the annual leave loading in respect of single day absences, until at least five consecutive annual leave days are taken.

23. PERSONAL LEAVE

[23 substituted by PR970106 ppc 20Dec05; corrected by PR973810 ppc 20Dec05]

The provisions of this clause apply to full-time and regular part-time employees (on a pro rata basis) but do not apply to casual employees. The entitlements of casual employees are set out in clause 10.2.5.

23.1 Definitions

23.1.1 Immediate family or household

23.1.2 The entitlement to use personal leave for the purposes of carer’s leave is subject to the person being either:

23.1.2(a) a member of the employee’s immediate family; or

23.1.2(b) a member of the employee’s household.

23.1.3 The term immediate family includes:

23.1.3(a) spouse (including a former spouse, a de facto spouse and a former de facto spouse) of the employee. A de facto spouse means a person of the opposite sex to the employee who lives with the employee as his or her husband or wife on a bona fide domestic basis; and

23.1.3(b) child or an adult child (including an adopted child, a step child or an ex-nuptial child), parent, grandparent, grandchild or sibling of the employee or spouse of the employee.

23.2 Amount of paid personal leave

23.2.1 Paid personal leave is available to an employee, other than a casual employee, when they are absent:

• due to personal illness or injury; or
• for the purposes of caring for an immediate family or household member who is sick and requires the employee’s care and support or who requires care due to an unexpected emergency.

23.2.2 The amount of personal leave to which a full-time employee is entitled depends on how long they have worked for the employer and accrues as follows:

23.2.2(a) A fulltime employee is entitled to the following amount of personal leave:

23.3 Accumulation of personal leave

At the end of each year of employment, unused personal leave accrues by the lesser of:

23.3.1 10 days less the amount of personal leave taken during the year; or

23.3.2 the balance of the year’s unused personal leave.

23.4 Effect of workers’ compensation

If an employee is receiving workers’ compensation payments, they are not entitled to personal leave.

23.5 Personal leave for personal injury or sickness

An employee is entitled to use the full amount of their personal leave entitlement including accrued leave for the purposes of personal illness or injury, subject to the conditions set out in this clause.

23.6 Personal leave to care for an immediate family or household member

23.6.1 Subject to 23.6.2 and 23.6.3, a full-time employee is entitled to use their personal leave to care for members of their immediate family or household who are sick and require care and support or who require care due to an unexpected emergency.

23.6.2 The entitlement in 23.6.1 is subject to the employee being responsible for the care and support of the person concerned. In normal circumstances an employee is not entitled to take leave for this purpose where another person has taken leave to care for the same person.

23.6.3 Except as provided for in 23.6.4, not more than 10 days can be used in a year by an employee for the purposes set out in 23.6.1. These limits apply to the employee’s total accrued personal leave which includes any untaken personal leave from the current year’s entitlement and any untaken personal leave which has accumulated from previous years.

23.6.4 By agreement between an employer and an individual employee, the employee may access an additional amount of their accrued personal leave for the purposes set out in 23.6.1, beyond the relevant limit set out in 23.6.3. In such circumstances, the employer and the employee shall agree upon the additional amount that may be accessed.

23.7 Employee must give notice

23.7.1(a) Before taking sick leave, an employee must give at least one hours notice before his or her next rostered starting time, unless he or she has a good reason for not doing so.

23.7.1(b) The notice must include:

23.7.1(b)(i) the nature of the injury or illness (if known); and

23.7.1(b)(ii) how long the employee expects to be away from work.

23.7.1(c) If it is not practicable for the employee to give prior notice of absence, the employee must notify the employer by telephone at the first opportunity.

23.8 Evidence supporting claim

23.8.1 When taking leave for personal illness or injury, the employee must, if required by the employer, establish by production of a medical certificate or statutory declaration, that the employee was unable to work because of injury or personal illness.

23.8.2 When taking leave to care for members of their immediate family or household who are sick and require care and support, the employee must, if required by the employer, establish by production of a medical certificate or statutory declaration, the illness of the person concerned and that such illness requires care by the employee.

23.8.3 When taking leave to care for members of their immediate family or household who require care due to an unexpected emergency, the employee must, if required by the employer, establish by production of documentation acceptable to the employer or a statutory declaration, the nature of the emergency and that such emergency resulted in the person concerned requiring care by the employee.

23.9 Single day absences

23.9.1 An employee who has already had two paid personal leave absences in the year for personal illness or injury, the duration of each absence being of one day only, is not entitled to further paid personal leave for personal illness or injury in that year of a duration of one day only without production to the employer of a certificate of a qualified medical practitioner which states that the employee was unable to attend for duty on account of personal illness or injury.

23.9.2 An employer may agree to accept a statutory declaration in lieu of the required medical certificate.

23.9.3 Nothing in this clause limits the employer’s right under 23.8.

23.10Unpaid personal leave

Where an employee has exhausted all paid personal leave entitlements, they are entitled to take unpaid personal leave to care for members of their immediate family or household who are sick and require care and support or who require care due to an unexpected emergency. The employer and the employee shall agree on the period. In the absence of agreement, the employee is entitled to take up to two days (up to a maximum of 16 hours) of unpaid leave per occasion, provided the requirements of 23.7 and 23.8 are met.

23.11 Casual employment

Casual employees are entitled to not be available to attend work or to leave work in certain circumstances as set out in clause 10.2.5

23A. BEREAVEMENT LEAVE

[23A inserted by PR970106 ppc 20Dec05; corrected by PR973810 ppc 20Dec05]

23A.1Paid leave entitlement

23A.1.1 Death in Australia

A full-time employee is entitled to up to 3 days bereavement leave on each occasion and on production of satisfactory evidence (if required by the employer) of the death in Australia of either a member of the employee’s immediate family or household.

23A.1.2 Part-time employees

A part-time employee is entitled to two days bereavement leave without loss of pay, up to a maximum of 3 days on the same basis as prescribed for full-time employees in clause 23A.1.1 except that leave is only available where a part-time employee would normally work on either or both of the two working days following the death.

23A.2Unpaid bereavement leave

Where an employee has exhausted all bereavement leave entitlements, including accumulated leave entitlements, the employee is entitled to take unpaid bereavement leave. The employer and employee should agree on the length of the unpaid leave. In the absence of agreement, a full-time employee is entitled to take up to 3 days unpaid leave, provided the requirements of 23A.1.1 hereof are met, and a part-time employee is entitled to take up to two day unpaid leave, to a maximum of 3 days, provided the requirements of 23A.1.2 hereof are met.

24. PARENTAL LEAVE

[24 varied by PR919167 ; substituted by PR970106 ppc 20Dec05; corrected by PR973810 ppc 20Dec05]

Subject to the terms of this clause employees are entitled to maternity, paternity and adoption leave and to work part-time in connection with the birth or adoption of a child. The provisions of this clause apply to full-time, part-time and eligible casual employees, but do not apply to other casual employees. An eligible casual employee means a casual employee:

(a) employed by an employer on a regular and systematic basis for several periods of employment or on a regular and systematic basis for an ongoing period of employment during a period of at least 12 months; and

(b) who has, but for the pregnancy or the decision to adopt, a reasonable expectation of ongoing employment.

For the purposes of this clause, continuous service is work for an employer on a regular and systematic basis (including any period of authorised leave or absence). An employer must not fail to re-engage a casual employee because:

(a) the employee or employee’s spouse is pregnant; or

(b) the employee is or has been immediately absent on parental leave.

The rights of an employer in relation to engagement and re-engagement of casual employees are not affected, other than in accordance with this clause.

24.1 Definitions

24.1.1 For the purposes of this clause child means a child of the employee under school age, or a person under school age who is placed with the employee for the purposes of adoption, other than a child or step-child of the employee or of the spouse of the employee or a child who has previously lived continuously with the employee for a period of six months or more.

24.1.2 Subject to clause 24.1.3 hereof, in this clause, spouse includes a de facto or former spouse.

24.1.3 In relation to clause 24.7 hereof, spouse includes a de facto spouse but does not include a former spouse.

24.2 Basic entitlement

24.2.1 After twelve months continuous service, parents are entitled to a combined total of 52 weeks unpaid parental leave on a shared basis in relation to the birth or adoption of their child. For females, maternity leave may be taken and for males, paternity leave may be taken. Adoption leave may be taken in the case of adoption.

24.2.2 Subject to 24.5.6 hereof, parental leave is to be available to only one parent at a time, in a single unbroken period, except that both parents may simultaneously take:

24.2.2(a) for maternity and paternity leave, an unbroken period of up to one week at the time of the birth of the child;

24.2.2(b) for adoption leave, an unbroken period of up to three weeks at the time of placement of the child.

24.3 Variation of parental leave

Where an employee takes leave under clause 24.2.1 or 24.4.1(b), unless otherwise agreed between the employer and employee, an employee may apply to their employer to change the period of parental leave on one occasion. Any such change to be notified as soon as possible but no less than four weeks prior to the commencement of the changed arrangements. Nothing in this clause detracts from the basic entitlement in clause 24.2 or the right to request in clause 24.4.

24.4 Right to request

24.4.1 An employee entitled to parental leave pursuant to the provisions of clause 24.2 may request the employer to allow the employee:

24.4.1(a) to extend the period of simultaneous unpaid parental leave provided for in clauses 24.2.2(a) and 24.2.2(b) up to a maximum of eight weeks;

24.4.1(b) to extend the period of unpaid parental leave provided for in clause 24.2.1 by a further continuous period of leave not exceeding 12 months;

24.4.1(c) to return from a period of parental leave on a part-time basis until the child reaches school age;

to assist the employee in reconciling work and parental responsibilities.

24.4.2 The employer shall consider the request having regard to the employee’s circumstances and, provided the request is genuinely based on the employee’s parental responsibilities, may only refuse the request on reasonable grounds related to the effect on the workplace or the employer’s business. Such grounds might include cost, lack of adequate replacement staff, loss of efficiency and the impact on customer service.

24.4.3 Employee’s request and employer’s decision to be in writing

The employee’s request and the employer’s decision made under clauses 24.4.1(b) and 24.4.1(c) must be recorded in writing.

24.4.4 Request to return to work part-time

Where an employee wishes to make a request under clause 24.4.1(c), such a request must be made as soon as possible but no less than seven weeks prior to the date upon which the employee is due to return to work from parental leave.

24.5 Maternity leave

24.5.1 An employee must provide notice to the employer in advance of the expected date of commencement of parental leave. The notice requirements are:

24.5.1(a) of the expected date of confinement (included in a certificate from a registered medical practitioner stating that the employee is pregnant) – at least ten weeks;

24.5.1(b) of the date on which the employee proposes to commence maternity leave and the period of leave to be taken – at least four weeks.

24.5.2 When the employee gives notice under 24.5.1(a) hereof the employee must also provide a statutory declaration stating particulars of any period of paternity leave sought or taken by her spouse and that for the period of maternity leave she will not engage in any conduct inconsistent with her contract of employment.

24.5.3 An employee will not be in breach of this clause if failure to give the stipulated notice is occasioned by confinement occurring earlier than the presumed date.

24.5.4 Subject to clause 24.2.1 hereof and unless agreed otherwise between the employer and employee, an employee may commence parental leave at any time within six weeks immediately prior to the expected date of birth.

24.5.5 Where an employee continues to work within the six week period immediately prior to the expected date of birth, or where the employee elects to return to work within six weeks after the birth of the child, an employer may require the employee to provide a medical certificate stating that she is fit to work on her normal duties.

24.5.6 Special maternity leave

24.5.6(a) Where the pregnancy of an employee not then on maternity leave terminates after 28 weeks other than by the birth of a living child, then the employee may take unpaid special maternity leave of such periods as a registered medical practitioner certifies as necessary.

24.5.6(b) Where an employee is suffering from an illness not related to the direct consequences of the confinement, an employee may take any paid sick leave to which she is entitled in lieu of, or in addition to, special maternity leave.

24.5.6(c) Where an employee not then on maternity leave suffers illness related to her pregnancy, she may take any paid sick leave to which she is then entitled and such further unpaid special maternity leave as a registered medical practitioner certifies as necessary before her return to work. The aggregate of paid sick leave, special maternity leave and parental leave, including parental leave taken by a spouse, may not exceed 52 weeks.

24.5.7 Where leave is granted under clause 24.5.4 hereof, during the period of leave an employee may return to work at any time, as agreed between the employer and the employee provided that time does not exceed four weeks from the recommencement date desired by the employee.

24.6 Paternity leave

24.6.1 An employee will provide to the employer at least ten weeks prior to each proposed period of paternity leave, with:

24.6.1(a) a certificate from a registered medical practitioner which names his spouse, states that she is pregnant and the expected date of confinement, or states the date on which the birth took place; and

24.6.1(b) written notification of the dates on which he proposes to start and finish the period of paternity leave; and

24.6.1(c) except in relation to leave taken simultaneously with the child’s mother under clauses 24.2.2(a), 24.2.2(b) and 24.4.1(a), a statutory declaration stating:

24.6.1(c)(i) he will take that period of paternity leave to become the primary care-giver of a child;

24.6.1(c)(ii) particulars of any period of maternity leave sought or taken by his spouse; and

24.6.1(c)(iii) that for the period of paternity leave he will not engage in any conduct inconsistent with his contract of employment.

24.6.2 The employee will not be in breach of clause 24.6.1 hereof if the failure to give the required period of notice is because of the birth occurring earlier than expected, the death of the mother of the child, or other compelling circumstances.

24.7 Adoption leave

24.7.1 The employee will notify the employer at least ten weeks in advance of the date of commencement of adoption leave and the period of leave to be taken. An employee may commence adoption leave prior to providing such notice, where through circumstances beyond the control of the employee, the adoption of a child takes place earlier.

24.7.2 Before commencing adoption leave, an employee will provide the employer with a statutory declaration stating:

24.7.2(a) the employee is seeking adoption leave to become the primary care-giver of the child;

24.7.2(b) particulars of any period of adoption leave sought or taken by the employee’s spouse; and

24.7.2(c) that for the period of adoption leave the employee will not engage in any conduct inconsistent with their contract of employment.

24.7.3 An employer may require an employee to provide confirmation from the appropriate government authority of the placement.

24.7.4 Where the placement of a child for adoption with an employee does not proceed or continue, the employee will notify the employer immediately and the employer will nominate a time not exceeding four weeks from receipt of notification for the employee’s return to work.

24.7.5 An employee will not be in breach of this clause as a consequence of failure to give the stipulated periods of notice if such failure results from a requirement of an adoption agency to accept earlier or later placement of a child, the death of a spouse, or other compelling circumstances.

24.7.6 An employee seeking to adopt a child is entitled to unpaid leave for the purpose of attending any compulsory interviews or examinations as are necessary as part of the adoption procedure. The employee and the employer should agree on the length of the unpaid leave. Where agreement cannot be reached, the employee is entitled to take up to two days unpaid leave. Where paid leave is available to the employee, the employer may require the employee to take such leave instead.

24.8 Parental leave and other entitlements

An employee may in lieu of or in conjunction with parental leave, access any annual leave or long service leave entitlements which they have accrued subject to the total amount of leave not exceeding 52 weeks or a longer period as agreed under clause 24.4.

24.9 Transfer to a safe job

24.9.1 Where an employee is pregnant and, in the opinion of a registered medical practitioner, illness or risks arising out of the pregnancy or hazards connected with the work assigned to the employee make it inadvisable for the employee to continue at her present work, the employee will, if the employer deems it practicable, be transferred to a safe job at the rate and on the conditions attaching to that job until the commencement of maternity leave.

24.9.2 If the transfer to a safe job is not practicable, the employee may elect, or the employer may require the employee to commence parental leave for such period as is certified necessary by a registered medical practitioner.

24.10 Returning to work after a period of parental leave

24.10.1 An employee will notify of their intention to return to work after a period of parental leave at least four weeks prior to the expiration of the leave.

24.10.2 An employee will be entitled to the position which they held immediately before proceeding on parental leave. In the case of an employee transferred to a safe job pursuant to clause 24.9, the employee will be entitled to return to the position they held immediately before such transfer.

24.10.3 Where such position no longer exists but there are other positions available which the employee is qualified for and is capable of performing, the employee will be entitled to a position as nearly comparable in status and pay to that of their former position.

24.10.4 An eligible casual employee who is employed by a labour hire company who performs work for a client of the labour hire company will be entitled to the position which they held immediately before proceeding on parental leave.

24.10.5 Where such a position is no longer available, but there are other positions available that the employee is qualified for and is capable of performing, the employer shall make all reasonable attempts to return the employee to a position comparable in status and pay to that of the employee’s former position.

24.11 Replacement employees

24.11.1 A replacement employee is an employee specifically engaged or temporarily promoted or transferred, as a result of an employee proceeding on parental leave.

24.11.2 Before an employer engages a replacement employee the employer must inform that person of the temporary nature of the employment and of the rights of the employee who is being replaced.

24.12 Part-time work

24.12.1 Definitions

For the purposes of this clause:

24.12.1(a) Male employee means an employed male who is caring for a child born of his spouse or a child placed with the employee for adoption purposes.

24.12.1(b) Female employee means an employed female who is pregnant or is caring for a child she has borne or a child who has been placed with her for adoption purposes.

24.12.1(c) Spouse includes a de facto or a former spouse.

24.12.1(d) Former position means the position held by a female or male employee immediately before proceeding on leave or part-time employment under this clause whichever first occurs or, if such position no longer exists but there are other positions available for which the employee is qualified and the duties of which he or she is capable of performing, a position as nearly comparable in status and pay to that of the position first mentioned in this definition.

24.12.1(e) Continuous service means service under an unbroken contract of employment and includes:

24.12.1(e)(i) any period of leave taken in accordance with this clause;

24.12.1(e)(ii) any period of part-time employment worked in accordance with this clause; or

24.12.1(e)(iii) any period of leave or absence authorised by the employer or by the award.

24.12.2 Entitlement

With the agreement of the employer:

24.12.2(a) A male employee may work part-time in one or more periods at any time from the date of birth of the child until its second birthday or, in relation to adoption, from the date of placement of the child until the second anniversary of the placement.

24.12.2(b) A female employee may work part-time in one or more periods at any time from the seventh week after the date of birth of the child until its second birthday.

24.12.2(c) In relation to adoption a female employee may work part-time in one or more periods at any time from the date of the placement of the child until the second anniversary of that date.

24.12.3 Return to former position

24.12.3(a) An employee who has had at least twelve months continuous service with an employer immediately before commencing part-time employment after the birth or placement of a child has, at the expiration of the period of such part-time employment or the first period, if there is more than one, the right to return to his or her former position.

24.12.3(b) Nothing in 24.12.3(a) shall prevent the employer from permitting the employee to return to his or her former position after a second or subsequent period of part-time employment.

24.12.4 Effect of part-time employment on continuous service

Commencement on part-time work under this clause, and return from part-time work to full-time work under this clause, shall not break the continuity of service or employment.

24.12.5 Pro-rata entitlements

Subject to the provisions of this clause and the matters agreed to in accordance with 24.12.8, part-time employment shall be in accordance with the provisions of this award which shall apply pro-rata.

24.12.6 Transitional arrangements – annual leave

24.12.6(a) An employee working part-time under this clause shall be paid for and take any leave accrued in respect of a period of full-time employment, in such periods and manner as specified in the annual leave provisions of this award, as if the employee were working full-time in the class of work the employee was performing as a full-time employee immediately before commencing part-time work under this clause.

24.12.6(b)(i) A full-time employee shall be paid for and take any annual leave accrued in respect of a period of part-time employment under this clause, in such periods and manner as specified in this award, as if the employee were working part-time in the class of work the employee was performing as a part-time employee immediately before resuming full-time work.

24.12.6(b)(ii) Provided that, by agreement between the employer and the employee, the period over which the leave is taken may be shortened to the extent necessary for the employee to receive pay at the employee’s current full-time rate.

24.12.7 Transitional arrangements - sick leave

An employee working part-time under this clause shall have sick leave entitlements which have accrued under this award (including any entitlement accrued in respect of previous full-time employment) converted into hours. When this entitlement is used, whether as a part-time employee or as a full-time employee, it shall be debited for the ordinary hours that the employee would have worked during the period of absence.

24.12.8 Part-time work agreement

24.12.8(a) Before commencing a period of part-time employment under this clause the employee and the employer shall agree:

24.12.8(a)(i) that the employee may work part-time;

24.12.8(a)(ii) upon the hours to be worked by the employee, the days upon which they will be worked and commencing times for the work;

24.12.8(a)(iii) upon the classification applying to the work to be performed; and

24.12.8(a)(iv) upon the period of part-time employment.

24.12.8(b) The terms of this agreement may be varied by consent.

24.12.8(c) The terms of this agreement or any variation to it shall be reduced to writing and retained by the employer. A copy of the agreement and any variation to it shall be provided to the employee by the employer.

24.12.8(d) The terms of this agreement shall apply to the part-time employment.

24.12.9 Termination of employment

24.12.9(a) The employment of a part-time employee under this clause, may be terminated in accordance with the provisions of this award but may not be terminated by the employer because the employee has exercised or proposes to exercise any rights arising under this clause or has enjoyed or proposes to enjoy any benefits arising under this clause.

24.12.9(b) Any termination entitlements payable to an employee whose employment is terminated while working part-time under this clause, or while working full-time after transferring from part-time work under this clause, shall be calculated by reference to the full-time rate of pay at the time of termination and by regarding all service as a full-time employee as qualifying for a termination entitlement based on the period of full-time employment and all service as a part-time employee on a pro rata basis.

24.12.10 Extension of hours of work

An employer may request, but not require, an employee working part-time under this clause to work outside or in excess of the employee’s ordinary hours of duty provided for in accordance with 24.12.8.

24.12.11 Nature of part-time work

The work to be performed part-time need not be the work performed by the employee in his or her former position but shall be work otherwise performed under this award.

24.12.12 Replacement employees

24.12.12(a) A replacement employee is an employee specifically engaged as a result of an employee working part-time under this clause.

24.12.12(b) A replacement employee may be employed part-time. Subject to this clause, 24.12 and 24.12.9 apply to the part-time employment of replacement employee.

24.12.12(c) Before an employer engages a replacement employee under this clause, the employer shall inform the person of the temporary nature of the employment and of the rights of the employee who is being replaced.

24.12.12(d) Unbroken service as a replacement employee shall be treated as continuous service for the purposes of 24.12.1(e).

24.12.12(e) Nothing in this clause shall be construed as requiring an employer to engage a replacement employee.

24.13 Communication during parental leave

24.13.1 Where an employee is on parental leave and a definite decision has been made to introduce significant change at the workplace, the employer shall take reasonable steps to:

24.13.1(a) make information available in relation to any significant effect the change will have on the status or responsibility level of the position the employee held before commencing parental leave; and

24.13.1(b) provide an opportunity for the employee to discuss any significant effect the change will have on the status or responsibility level of the position the employee held before commencing parental leave.

24.13.2 The employee shall take reasonable steps to inform the employer about any significant matter that will affect the employee’s decision regarding the duration of parental leave to be taken, whether the employee intends to return to work and whether the employee intends to request to return to work on a part-time basis.

24.13.3 The employee shall also notify the employer of changes of address or other contact details which might affect the employer’s capacity to comply with 24.13.1.

25. JURY SERVICE

25.1 If an employee is required to be absent from work due to jury service, the employee will provide satisfactory evidence to the employer.

25.2 The employer will pay the employee any difference between the amount received for attendance on jury service and the employee’s ordinary time base rate of pay for the period of jury service.

25.3 The employee will notify the employer as soon as possible of the date of jury service.

26. PUBLIC HOLIDAYS

26.1 An employee shall be entitled to holidays on the following days:

26.1.1 New Year’s Day, Good Friday, Easter Saturday, Easter Monday, Christmas Day and Boxing Day; and

26.1.2 the following days, as prescribed according to State, Territories and localities: Australia Day, Anzac Day, Queen’s Birthday and Eight Hours’ Day or Labour Day; and

26.1.3 one other day to be specified according to State, Territory or locality or on some other basis.

26.2 When Christmas Day is a Saturday or a Sunday, a holiday in lieu thereof shall be observed on 27 December.

26.3 When Boxing Day is a Saturday or a Sunday, a holiday in lieu thereof shall be observed on 28 December.

26.4 When New Year’s or Australia Day is a Saturday or a Sunday, a holiday in lieu thereof shall be observed on the next Monday.

26.5 Where in a State, Territory or locality, public holidays are declared or prescribed on days other than those set out in 26.1.1, 26.1.2 and 26.1.3 above, those days shall constitute additional holidays for the purpose of this award.

26.6 An employer, with the agreement of the union, may substitute another day for any prescribed in this clause.

26.7 An employer and his or her employees may agree to substitute another day for any prescribed in this clause. For this purpose, the consent of the majority of affected employees shall constitute agreement.

26.8 An agreement pursuant to 26.7 shall be recorded in writing and be available to every affected employee.

26.9 The union will be informed of an agreement pursuant to 26.7 and may within seven days refuse to accept it. The union will not unreasonably refuse to accept the agreement.

26.10 If the union, pursuant to 26.9, refuses to accept agreement, the parties will seek to resolve their differences to the satisfaction of the employer, the employees and the union.

26.11 If no resolution is achieved pursuant to 26.10, the employer may apply to the Commission for approval of the agreement reached with his or her employees. Such an application must be made thirteen or more days before the prescribed holiday. After giving the employer and union(s) an opportunity to be heard, the Commission will determine the application.

26.12 Where an employee is required to work on any holiday prescribed in this clause, one of the following will apply:

26.12.1 He or she is entitled to be paid at the rate of double time and a half. The employee is entitled to a minimum payment at this rate for four hours for each start.

26.12.2 If the employer and employee agree, the employee can take a day off within twenty eight days of the holiday or have one day added to his or her annual leave. In this case the employee is paid at the rate of time and a half for the hours worked. The employee is entitled to a minimum payment at this rate for four hours for each start.

26.13 Where an employee works on Christmas Day or Good Friday, they are entitled to be paid a half time extra in addition to the payment outlined in 25.12.

27. PAYMENT DURING FAMILIARISATION

27.1 An employee can take a familiarisation (also known as educational) on paid leave in the following circumstances:

27.1.1 when an employer is offered a familiarisation for use within the travel agency; and

27.1.2 when the employer requests an employee to take the familiarisation.

27.2 When such a familiarisation is taken, the employee is entitled to reimbursement of expenses incurred up to a maximum amount of $50 per day. The employee will provide receipts where practicable.

27.3 The employer must reimburse an employee for the payment of any participation fees incurred and charged by the principal. This provision does not apply where the employer pays any participation fees directly.

27.4 The employee will be paid the normal base rate of pay for the period of the familiarisation.

27.5 This clause does not limit the rights of employees to participate in a familiarisation of their own choice during periods of annual leave at their own expense.

28. LONG SERVICE LEAVE Employees are entitled to long service leave in accordance with the long service leave legislation which applies in the State in which they work. 29. STUDY LEAVE

29.1 An employee is entitled to paid study leave of up to one week per annum if the following conditions have been met:

29.1.1 the purpose of the study leave is to attend an AFTA Education & Training courses or similar travel industry related course which is directly connected with the employee’s progression through the skill based career structure in clause 13 – Classifications and wage rates; and

29.1.2 the leave is approved by the employer, provided that such an approval shall not be unreasonably withheld; and

29.1.3 the employee gives the employer not less than two months notice of the course in question.

PART 8 – TRANSFERS, TRAVELLING AND WORKING AWAY FROM USUAL PLACE OF WORK 30. TRANSFERS

30.1 The provisions of this clause only apply to an employer initiated transfer. Any payment made in the case of an employee transferred at the employee’s own request shall be at the discretion of the employer.

30.2 When an employee is required to change place of residence as a result of a transfer as outlined in 30.1, the employee will be reimbursed for fares, removal costs, temporary accommodation, conveyancing expenses and incidental costs as described in 30.3, 30.4, 30.5, 30.6 and 30.7.

The costs and fares incurred in transporting the employee and the employee’s dependants who normally live with the employee from their previous place of residence to their new place of residence. The amount paid will not exceed the cost of economy class air fares for the employee and dependants.

30.4 Removal costs

30.4.1 All reasonable costs incurred in the removal of the employee’s furniture, furnishings and normal household items to the new place of residence. This includes packing, transport and insurance.

30.4.2 The employer will also reimburse the employee for all furniture storage costs and insurance for a period not exceeding three months from the date of the transfer.

30.5 Temporary accommodation

30.5.1 The additional cost of temporary accommodation approved by the employer and incurred by the employee in the first three months after the transfer. The additional cost is the difference between the cost of the previous accommodation (defined as rent, or interest, insurance and rates) and the cost of the temporary accommodation.

30.5.2 Where the employee continues to be liable for the costs of such previous accommodation during this period, the employee will be reimbursed for the cost of the temporary accommodation.

30.6 The legal and statutory charges and real estate agent’s commission involved in the sale and purchase of the employee’s residence (house or flat).

30.7 Incidental costs

Costs not exceeding $585 actually incurred by the employee resulting from the necessity to buy new school uniforms, refit curtains, alter plumbing or electricity outlets or other unavoidable cost directly attributable to the employee’s transfer.

30.8 An employee required by the employer to change place of residence will be allowed reasonable time without loss of pay for the purpose of travelling to the new employment location and obtaining permanent accommodation at the new location. This time will be taken subject to making prior mutually acceptable arrangements between the employer and the employee.

31. TRAVELLING, TRANSPORT AND FARES

31.1 Car allowance

[31.1 varied by PR934029 ; PR983635 ppc 01Oct08]

When an employee uses their own vehicle on the employer’s business at the request of the employer, the employee will be reimbursed at the following rate:

31.2 Excess fares

31.2.1 When an employee is required to work at a location other than the employee’s usual place of work, the employer will reimburse the employee for any excess fares incurred over what is normally incurred.

31.2.2 When an employee travels at the direction of the employer outside the employee’s home city or town the employee will be paid a meal allowance as set out in clause 16 – Allowances.

31.3 Travelling allowance

31.3.1 Working away from usual place of work

All time spent in travelling from one city to another (except when being transferred) outside the spread of hours, will be paid at ordinary rates, plus the reimbursement of out of pocket expenses. This clause does not apply if sleeping accommodation is provided.

31.3.2 Working late

When an employer requires an employee to work after 8.00 p.m. (or 9.00 p.m. on a late night shopping night) the employer must pay the cost of transport for the employee to get home.

31.3.3 Working early

When an employer requires an employee to start work before his or her normal starting time and before his or her normal method of transport to work is available the employer must pay the cost of transport for the employee to get to work.

PART 9 – TRAINING PROGRAMS 32. NATIONAL TRAINING WAGE

32.1 A party to this award shall comply with the terms of the National Training Wage Award 1994 [Print N4816 [N0277]], as varied, as though bound by clause 3 of that award.

32.2 The terms of the National Training Wage Award 1994, as varied, shall apply to the employment under this award so as to override Traineeship (ATS) and Career Start Traineeship clauses in the manner specified in clause 6 of the National Training Wage Award 1994, as varied, for employers bound by that award.

PART 10 – ACCIDENT PAY 33. ACCIDENT PAY Where an employee is receiving workers’ compensation payments, the employer will make up the difference between the workers’ compensation payments and the employee’s base weekly salary for a maximum period of twenty six weeks. PART 11 – AWARD COMPLIANCE 34. POSTING OF AWARD A copy of this award together with all variations shall be posted by the employer on the employer’s premises. This will be in a prominent place that is accessible to the employees.

SCHEDULE A - EMPLOYER PARTIES TO THE AWARD

[Sched A varied by PR918564 ppc 31May02]

Australian Capital Territory

Classic Travel, Shop 2, Red Hill Shopping Centre, Canberra 2603 Dickson Travel Centre, Suite 5F, Dickson Chambers, Dickson 2602

New South Wales

Allways Travel Pty Ltd, 2nd Floor, 70 Castlereagh Street, Sydney 2000 American Express International Inc, 21st Floor, American Express Tower, 388 George Street, Sydney 2000 Annvic Pty Ltd, 43a Bolton Street, Newcastle 2300 Archlan Pty Ltd trading as Omega Travel, 249 Liverpool Road, Ashfield 2131 Atlas International Travel, Level 1, 91 York Street, Sydney 2000 Avalon Travel, Cnr Old Barrenjoey & Avalon Roads, Avalon 2107 Barters Travel Services, 576 Box Road, Janalli 2226 Bentours, 2 Bridge Street, Sydney 2000 Broad Horizons Travel, Yamba Shopping Fair, Yamba 2464 Central Coast Tourism, PO Box 576, Terrigal 2260 Concorde International Travel Pty Ltd, 10th Floor, 403 George Street, Sydney 2000 Contiki Travel, Level 7, 33-35 Spring Street, Bondi Junction 2022 Corrimal Travel Service, Shop 3, 110 Railway Street, Corrimal 2518 Creative Tours, 154 Clarence Street, Sydney 2000 Diamond Tours Pty Ltd, 2a Quadrant Court, 197 Military Road, Neutral Bay 2089 Dimarco Bros. Travel Centre, 127 George Street, Liverpool 2170 Eastern Suburbs Travel, 272 Clovelly Road, Clovelly 2031 Gemtrip Pty Ltd, Cnr Howick & George Streets, Bathurst 2795 Grafton Travel, 31 Prince Street, Grafton 2460 Harvey World Travel, Shop 3 Bridge Arcade, 23-25 Bells Line of Rd, North Richmond 2754 International Network Travel Pty Ltd, 13th Floor, 50 Margaret Street, Sydney 2000 International Travel Association Pty Ltd, 343 Main Road, Cardiff 2285 Internet Travel Pty Ltd, 221 Miller Street, North Sydney 2060 Isis Travel, 301 George Street, Sydney 2000 Kiama Travel Services, 106 Terralong Street, Kiama 2533 Lachlan Traveland, 61 Kendal Street, Cowra 2794 Lark International Travel Pty Ltd, trading as Marco Polo Travel, Level 4, Strand Arcade, 412-413 George Street, Sydney 2000 Macksville Travel, Shop 2, Skylight Arcade, 17-19 Wallace Street, Macksville 2447 Manning Travel, 117 Victoria Street, Taree 2430 Martins Travel & Tours, 492 Olive Street, Albury 2640 Mary Lee Pty Ltd trading as Eblana Travel, 4th Floor, 67 Castlereagh Street, Sydney 2000 Moreside Pty Ltd, Shop 6, Nowra Fair Shopping Centre, Nowra 2541 National Market Travel, Shop 16, Market Plaza, Flemington 2129 New England Travel, 188 Beardy Street, Armidale 2350 Northcourt Travel Pty Ltd, 6-12 Dumaresq Street, Campbelltown 2560 Prepune Travel Pty Ltd, 1 Huntly Arcade, Auburn Street, Goulburn 2580 Randwick Travel (NSW), Suite 3, 175 Allison Road, Randwick 2031 Reardons Travel Service, 162 Bayliss Street, Wagga Wagga 2650 Robert Paxton (Travel) Pty Ltd, 13-15 Atchison Street, St Leonards 2065Russel Lloyd Travel, Shop 18, Waratah Avenue, 1067 Old Princes Highway, Engadine 2233 Sabra Travel Pty Ltd, 234 Bondi Road, Bondi 2026 Sonters Travelways Pty Ltd, Shop 3, 66 Bold Sreet, Laurieton 2443 STA Traveland, 39 West Pde, Eastwood 2122 Swire Travel Pty Ltd, 8 Spring Street, Sydney 2000 Sylvania World Travel, 236 Princes Highway, Sylvania Heights 2224 The Youth Hostels Association of New South Wales Inc. trading as YHA Travel, 442 Kent Street, Sydney 2000 Tony Arico’s Traveland, Shop 6W Upper Level, Stockland Mall, Gosford 2250 Travellers Pty Ltd, 4th Floor, 17 Bridge Street, Sydney 2000 Wagga Travel Service, 27B Bayliss Street, Wagga Wagga 2650 World Travel Headquarters Pty Limited, 33-35 Bligh Street, Sydney 2000

Northern Territory

Koala Blue Travel, PO Box 36517, Winnellie 0821

Broadbeach Travel Service, Shop 5 Niecon Plaza, 19 Albert Avenue, Broadbeach 4218 Caruso’s Traveland, Carindale Shopping Centre, Creek Road, Carindale 4152 Diploma World Travel Service, 454 St Paul’s Terrace, Fortitude Valley 4006 Duthies Travel Service, Denham Street (PO Box 21), Rockhampton 4700 Flight Centres International Pty Ltd, 360 Queen Street, Brisbane 4000 Inner Faith Travel, 33A/207 Currumburra Road, Ashmore 4213 Jetset Tours (Qld) Pty Ltd, 243 Edward Street, Brisbane 4000 Nobby Beach Travel, Nobby Arcade, 32 Lavarack Road, Nobby Beach 4218 Sorrento Travel, Sorrento Shopping Village, Sorrento 4217 Stars Travel United, Shop 5 The Nelson Admiralty Dve, Paradise Waters 4217 Suncity Travel, PO Box 669, Maroochydore 4458 Swagman Travel, Shop 1, National Australia Bank Plaza, Sydney Street, Mackay 4740 Travel Right, 6 Denham Street, Rockhampton 4700 Travelworld Pty Ltd, 71 Grey Street, South Brisbane 4001

South Australia

API Travel Service, 12 Pirie Street, Adelaide 5000 Hans Lees Travel Service Pty Ltd, 117 King William Street, Adelaide 5000 Harvey World Travel, 578 Goodwood Road, Colonel Light Gardens 5041 Lamberto Travel Agency, 57 Gouger Street, Adelaide 5000 Stauloh Pty Ltd, trading as Travel International, 151 South Terrace, Adelaide 5000

Crawford International Pty Ltd, 66 Cameron Street, Launceston 7250 Dickensons Travel, Dickensons Arcade, 111 Main Road, Moonah 7009 John Cogan Travel, 341 Elizabeth Street, North Hobart 7000 Launceston Travel, 96 John Street, Launceston 7250 Village Travel Pty Ltd, trading as Travel Unlimited, 59 King Street, Sandy Bay 7005 Wilson’s Traveland, 38 Reiby Street, Ulverstone 7315

AAT Kings Tours Pty Ltd, 108 Ireland Street, Melbourne 3000 Abercrombie & Kent (Australia), 90 Bridport Street, Albert Park 3206 Acland Travel Agency, 137 Acland Street, St Kilda 3182 Advance Travel Group Australia Pty Ltd, 1240 High Street, Armadale 3133 Advance Travel, 62 Little Mallop Street, Geelong 3220 Adventure World, 11th Floor, 343 Little Collins Street, Melbourne 3000 African Wildlife Safaris Pty Ltd, 259 Coventry Street, South Melbourne 3205 Ambassador Travel, Shop 9, 401 St Kilda Rd, Melbourne 3004 Ametco Travel, 20 Market Street, Box Hill 3128 Angeren Travel Pty Ltd, 9-13 Cleeland Street, Dandenong 3175 Apple Travel Pty Ltd, 277 Camberwell Road, Camberwell 3124 Asian Explorer Holidays, 5 Watt St, Box Hill 3128 Belmore Travel, 324 Belmore Road, East Balwyn 3129 Benalla Travel, 56 Bridge Street, Benalla 3672 Berwick Travel, 28 Gloucester Avenue, Berwick 3806 Brian Campbell Travel, 22 Brice Street, Mooroolbark 3138 Brighton Travelworld, 12 Church Street, Brighton 3186 Brighton Travelworld, 520A Centre Road, Bentleigh 3204 Bulleen Travel, Bulleen Plaza Shopping Centre, Shop 10, 83 Manningham Road, Buleen 3105 Cerberus Travel, Westernport 3920 City Travel Centre, Port Phillip Arcade, 232 Flinders St, Melbourne 3000 Cmor Travel Services Pty Ltd, 126 High St, Cranbourne 3977 Como International Travel Pty Ltd, 8B Kingsley Terrace, 430 Burwood Highway, Wantirna South 3152 Consolidated Travel (Vic) Pty Ltd, 209 Swanston Street, Melbourne 3000 Continental Pacific Travel, 112 Wellington Parade, East Melbourne 3002 Cook & Cook Travel, 7A Wells St, Frankston 3199 Croydon Travel Centre, 34 Main Street, Croydon 3136 Custodian Travel, 70 Little Malop St, Geelong 3220 Destination Holidays Pty Ltd, 34a Main Street, Croydon 3136 Doncaster Travel Traveland, 79 Jackson Crt, East Doncaster 3109 Driveaway Holidays Pty Ltd, 119 Bluff Road, Black Rock 3193 East End Travel, Cnr Curtis & Peel Streets, Ballarat 3350 Echuca Travel, 203 Hare Street, Echuca 3564 Edwards and White Travel Services Pty Ltd, 272 Lower Heidelberg Road, East Ivanhoe 3089 Everything Travel, 376 Nepean Highway, Chelsea 3196 Executive Travel, 368-370 Punt Road, South Yarra 3181 Far & Near Travel Services, 520 Whitehorse Road, Mont Albert 3127 Flexitravel, 102 High Street, Kangaroo Flat 3555 Flight Centres (Victoria) Pty Ltd, 7/343 Little Collins Street, Melbourne 3000 Flight Control Pty Ltd, 254 Whitehorse Road, Balwyn 3103 Fountain Gate Travel Agency Pty Ltd, Shop 12 Fountain Gate Shopping Centre, Magid Drive, Narre Warren 3806 Frank Ford Travel, 415 Sturt Street, Ballarat 3350 Gippsland Travel Centre, 54 Smith Street, Warragul 3820 Glenway Travel Centre, 52 O’Sullivan Road, Glen Waverley 3150 Goldfields Travel, 175 Barker Street, Castlemaine 3450 Great Journeys, 7 Jerula Avenue, Mount Eliza 3930 Great Southern Travel, Compass Arcade, Leongatha 3953 Harvey World Travel, 72 Main Street, Greensborough 3088 Hawthorn Travel Pty Ltd, 90 Burwood Road, Hawthorn 3122 Heidelburg Travel Service Pty Ltd, 161 Burgundy Street, Heidelburg 3084 House of Holidays Australia Pty Ltd, 306 Clayton Road, Clayton 3168 Innovation Marketing & Finance Pty Ltd, T/A Laser Travel, 52 Florence Street, Mentone 3194 International Community Travel, 3 Tanjil Court, Keilor 3036 Investor Travel Pty Ltd, 618 Glenferrie Road, Hawthorn 3122 Ivanhoe Travel & Tours, Shop 7 Ivanhoe Corner, 139 Upper Heidelberg Road, Ivanhoe 3079 Jetset Travel (Footscray) Pty Ltd, 206 Barkley Street, Footscray 3011 Juanita Scott Travel, 1st Floor, 163-185 Commercial Road, South Yarra 3131 Keon Woods Pty Ltd trading as Harveyworld Travel (Gladstone Park), Shop 110, Gladstone Park Shop, Gladstone Park Drive, Gladstone Park 3043 Kilsyth-Montrose Travel, 520-528 Mt Dandenong Road, Kilsyth 3137 Kingstone Educational Travel, AFCAB Building, Depot Drive, Melbourne Airport, Tullamarine 3045 Laser Travel, 52 Florence Street, Mentone 3194 Le Fils Travel Service, 117 Errol Street, North Melbourne 3051 MacGay Nominees trading as Colac Travel Service, 134 Murray Street, Colac 3250 McInnes Travel Centre, 316-320 Raymond Street, Sale 3850 Mercantile Travel, 447 Collins St, Melbourne 3000 [see N M Travel] Mercury Travel, 261 Keilor Drive, Essendon North 3041 Meridian Travel Pty Ltd, 129 Lower Plenty Road, Rosanna 3084 Metro Travel, 365 Victoria Street, Abbotsford 3121 Monarch Travel, 17 Dennison Mall, Bundoora 3083 Mordialloc Travel, 624 Main Street, Mordialloc 3195 N M Travel Pty Ltd, 447 Collins St Melbourne 3000 Neale-Hann Travel, 159 Allan Street, Kyabram 3620 North West Travel Centre, 72 Scott Street, Warracknabeal 3393 Northend Travel, 1 Edwardes Street, Reservoir 3073 Oakleigh Travel Centre, 14 Atherton Road, Oakleigh 3166 Orient Express Travel, 353 Exhibition Street, Melbourne 3000 Pacesetter Travel, 120 Young Street, Frankston 3199 Pakenham Travel Agency, 97 Main St, Pakenham 3810 Paramount Travel, 3 Taylor St, Moorabbin 3189 Parkmore Travel Centre, Shop 151 Parkmore Shopping Centre, Keysborough 3173 Peregrine Adventures, 2/258 Lonsdale Street, Melbourne 3000 RJ Travel, 378 Bridge Road, Richmond 3121 Sandringham Travel, 31 Melrose Street, Sandringham 3191 Shepparton Travel Centre Pty Ltd, 224 Maud Street, Shepparton 3630 Signature Travel, 170 Warrandyte Road, North Ringwood 3134 Sky High Travel, 59 Wellington Street, Kerang 3579 Small World Travel, 734 Riversdale Road, Camberwell 3124 South America Travel Centre Pty Ltd, 104 Hardware Street, Melbourne 3000 South Caulfield Travel, 367 Hawthorn Road, South Caufield 3162 Sovereign World Travel, Shop 3, 58 Palmerston Street, Melton 3337 STA Travel Pty Ltd, 224 Faraday Street, Carlton 3053 Strathmore Travel, 12 Lloyd Street, Strathmore 3041 Suburban Travel Network, 397 Nepean Highway, Chelsea 3196 Tishler Travel, Shop 3, 599 Malvern Rd, Toorak 3132 Tourmakers Travel Shop, 41 Mountain Gate Shopping Centre, Ferntree Gully Road, Ferntree Gully 3156 Trans Otway Pty Ltd, 113 Yarra Street, Geelong 3220 Transway International Pty Ltd, trading as Five Star Travel, 119 Glenferrie Road, Malvern 3144 Travel Bound Balwyn, 421 Whitehorse Road, Balwyn 3103 Travel Desk International Pty Ltd, La Para Road, Greensborough 3088 Travel Life, 194 Union Road, Ascot Vale 3032 Travelrite International Pty Ltd, 182 Canterbury Road, Heathmont 3135 Travman CITS (China International Travel Service), Ground Floor, 99 King Street, Melbourne 3000 Trident Travel, 749 Pascoe Vale Road, Glenroy 3046 Trish Stamp Travel, 62 Mount Eliza Way, Mount Eliza 3920 Victorian Employers’ Chamber of Commerce and Industry, 50 Burwood Road, Hawthorn, 3122 Werribee Travel Service, 38 Watton Street, Werribee 3030 Westgate Travel, 51 Ferguson Stree, Williamstown 3016 Westside Travelworld, Shop 37 Gippsland Centre, Sale 3850 Wilshire James Travel Pty Ltd, 7th Floor, 175 Collins Street, Melbourne 3000 Wings Away Travel, 23 Rose Street, Essendon 3040 Worldvision Travel Pty Ltd, 409-411 Bridge Road, Richmond 3121

Western Australia

Abernethy Travel, 34 Welshpool Road, Welshpool 6106 Armadale Travel Centre Pty Ltd, 205 Jull Street, Armadale 6112 Au Revoir Travel, 616 Beaufort Street, Mount Lawley 6050 Cathay International Travel, 135 High Road, Willetton 6155 Community Co-operative Travel Ltd, 492 Newcastle Street, Perth 6000 Dianella Travel, Shop 5, Dianella Plaza, Alexander Drive, Dianella 6062 Elliot Travel Service, 20 Old Perth Road, Bassendeau 6054 Executive Deck, Suite 6, 8 Clive Street, West Perth, 6005 Four Corners Travel, Shop 1, Greenwood Village Shopping Centre, Greenwood 6024 Impala Travel, Old Theatre Lane, Claremont 6010 Inglewood Travel Pty Ltd, Suite 3, 870 Beaufort Street, Inglewood 6052 Jetset Pty Ltd, 219 - 221 York Street, Subiaco 6009 Lynch’s Travel, 26 Albany Highway, Albany 6330 Mach II Community Travel, 234 Forrest Street, Collie 6225 Northline Travel, 256 Fitzgerald Street, Perth 6000 Paramount Travel, Allendale Square, 77 St Georges Terrace, Perth 6000 Quo Vadis Travel Agency, 18 Bannister Street, Fremantle 6160 Rispoli World Travel Service, Shop 2, 109 James Street, Perth 6000 South Perth Travel Agency, 11/13 Mends Street, South Perth 6151 Star Pacific International, 384 Fitzgerald Street, North Perth 6006

[Sched B varied by PR957293 ppc 13Apr05; PR980593 ppc 05Feb08]

EMPLOYER PARTIES TO THE AWARD WHO ARE ABLE TO UTILISE THE PROVISIONS OF CLAUSE 24 - WEEKEND WORK Victoria

Australian Pacific Tours Pty Ltd, 475 Hampton Road, Hampton 3188

Hogg Robinson Australia Pty Ltd trading as HRG Australia, Level 12, 485 LaTrobe Street, Melbourne, 3000

Pebble Beach Travel Pty Limited t/as Travelscene Southport, Shop 50, Australia Fair, Scarborough Street, Southport 4215

ROPING-IN AWARD NO. 1 OF 2000

[Roping-in Award No. 1 of 2000 inserted by S6152 ppc 15May00]

1. TITLE This award shall be known as the Travel Industry – Agencies – General Award – (Roping-in No. 1) Award 2000. 2. PARTIES BOUND This award shall be binding upon

(a) the Australian Municipal, Administrative, Clerical and Services Union, its officers and members and

(b) BTI Australia, Level 8, 114 William Street, Melbourne, Victoria, 3000 in respect of its employees, whether members of the union or not, engaged in the performance of work within the scope of the award.

3. APPLICATION Subject to that which is otherwise provided in this award, the provisions of the Travel Industry – Agencies – General Award 1999 [Print S0229 [T0232]], as varied from time to time, shall apply. 4. OPERATION This award shall come into force from the beginning of the first pay period to commence on or after 15 May 2000 and shall remain in force for a period of 12 months.

APPENDED ORDER – 29 DECEMBER 2000

Mis 909/00 M Print T5005

Workplace Relations Act 1996 s.111 particular powers of Commission

EDS (Australia) Pty Ltd and another (C No. 30796 of 2000)

Award respondency.

I have perused the draft order submitted by EDS (Australia) Pty Ltd and EDS (Services) Pty Limited and the correspondence from the CPSU, the Community and Public Sector Union dated 7 and 8 December 2000. I am satisfied that the draft order below gives effect to my decision of 21 November 2000 [Print T3529].

A. Further to a decision issued by the Commission on 21 November 2000 [Print T3529] and pursuant to s.149(1)(d) of the Workplace Relations Act 1996 I make the following orders: 1. The awards listed in the schedule shall not for any purposes be binding upon EDS (Australia) Pty Limited or EDS (Services) Pty Limited by operation of s.149(1)(d) of the Workplace Relations Act 1996 in relation to contracts entered into with respondents to such awards. 2. Liberty to apply on short notice is reserved for EDS (Australia) Pty Ltd and/or EDS (Services) Pty Ltd to apply to the Commission for a variation of this order to add additional awards/s to the schedule in relation to any further contracts which EDS (Australia) Pty Ltd and or EDS (Services) Pty Ltd may enter in to or if it be suggested that an award or agreement which according to the Commission’s records has been superseded continues to have application. SCHEDULE - AWARDS

• Airline Operations - Clerical and Administrative Award 1999 [Print S0844 [A3806]]
• Airline Operations - Salaried Staff (Ansett Australia) Award 1998 [Print R9573 [A3762]]
• Australian Public Service Award 1998 [Print Q7548 [A1660]]
• Caltex Distribution Award 1991 [Print K6062 [C0385]]
• Clerks’ (Oil Companies) Award, 1988 [Print H8029 [C0029]]
• Ampol Clerical Employees’ Award 1996 [Print N4097 [A1937]]
• Scientific Services Professional Scientists Award 1998 [Print Q2622 [S1894CRN]]
• Scientific Services Professional Scientists (Miscellaneous Conditions) Award 1998 [Print Q7242 [S2127]]
• Technical Services Professional Engineers (General Industries) Award 1998 [Print Q2624 [T1450CRN]]
• Standard Hours (Oil Companies) Award 1974 [Print Q4640 [S0099]]
• Commonwealth Bank of Australia Employees Award 1999 [Print R8409 [C0290]]
• Business Equipment Industry (Clerical Officers) Consolidated Award, 1985 [Print F9841 [B0054]]
• Business Equipment Industry - Technical Service - Award 1999 [Print S1768 [B0018]]
• Business Equipment Industry (Technical Service) Superannuation Award 1989 [Print H8758 [B0145]]
• Business Equipment Industry (Technical Service) Award Superannuation 2000 NOT SIGNED
• General Motors Holden’s Automotive Limited (Part 2 - Draughting, Production Planning and Technical Grades) General Award 1988 [Print H3648 [G0073]]
• General Motors Holden’s Automotive Limited (Part 3 - Supervisors) General Award 1988 [Print H3756 [G0074]]
• General Motors Holden’s Automotive Limited (Part 4 - Clerks) General Award 1988 [Print H3869 [G0075]]
• General Motors Holden’s Automotive Limited (Part 5 - Professional Engineers and Professional Scientists) General Award 1988 [Print H3757 [G0076]]
• General Motors Holden’s Automotive Limited Long Service Leave Award 1988 [Print H4006 [G0080]]
• Holden’s Engine Company (Part 1) Award 1993 [Print L1766 [H0049]]
• Holden’s Engine Company (Part 2) Award 1993 [Print L1765 [H0050]]
• Holden’s Engine Company (Part 3) Award 1993 [Print L1764 [H0051]]
• Holden’s Engine Company (Part 4) Award 1993 [Print L1768 [H0052]]
• Holden’s Engine Company (Part 5) Award 1993 [Print L1767 [H0053]]
• Holden’s Engine Company Long Service Leave Award 1993 [Print H1104 [H0066]]
• Holden Ltd Consolidated Award 1998 [Print Q8010 [H0882]] ???
• Vehicle Industry (Long Service Leave) Award 1997 [Print Q2657 [V0021]]
• County Councils (Electricity Undertakings New South Wales) Classifications and Rates of Pay Federal Award, 1992 [Print K5998 [C0354]]
• County Councils (Electricity Undertakings New South Wales) Conditions of Employment Federal Award 1992 [Print K5999 [C0353]]
• Travel Industry - Agencies - General Award - 1999 [Print S0229 [T0232]]
• The Electricity Trust of South Australia (Interim) Salaries Award 1990 [Print J2755 [E0075]]
• Telstra Sales Force Conditions Award 1993 [Print H4646 [T0425]]
• Telstra/APESMA Award 1995 [Print L9385 [T0583]]
• Telstra/CPSU (Consolidated) Award 1996 [Print N7759 [T1027]]
• Telstra Corporation General Conditions of Employment 1998 [Print Q2734 [T0839]]
• AOTC/APTU Award 1993 [Print J2015 [A0775]]
• Food Preservers’ Interim Award 1986 [Print H866 [F0015]]
• The Uncle Tobys Company Pty Ltd Superannuation Award 1990 [Print J4860 [U0014]]
• Clerks (Road Transport Industry) Award 1992 [Print K5113 [C0359]]
• Bank Officials’ (Federal) (1963) Award [Print J3681 [B0001]]
• Bank Officials (Long Service Leave) Award 1965 [Print B1130 [B0038]]
• Westpac Employees’ Award 1998 [Print Q2314 [W0906]]
• The Colonial Group Enterprise Award [Print N2985 [C1447]]
• Optus Award 2000 [Print T2115 [O0077]]
• Finance Sector - AMP Employees’ Award [Print M8535 [F0390]]
• Westpac Employee’s Award 1998 [Print Q2314 [W0906]]
• Credit Union Award 1998 [Print Q8351 [C0296]]

B. This order shall come into force from 21 November 2000 and shall remain in force for a period of twelve months.

DECLARATION - VICTORIA

[Common Rule declared by PR953261 from 01Jan05]

Further to the decision issued by the Commission on 15 November 2004 [ PR953259 ] and pursuant to ss.141 and 493A of the Workplace Relations Act 1996 (the Act), the Commission makes the following declaration for a common rule award: 1. In this Declaration:

1.1 the award means the Travel Industry - Agencies - General Award 1999, as varied from time to time;

1.2 employees means employees in the industry who perform work of a kind that is covered by the award;

1.3 employers means employers who employ employees;

1.4 the industry means the industry of a travel agency - any business which is involved in wholesale and/or retail selling travel together with ancillary functions.

2. That save for and subject to the matters referred to in clauses 4 to 8 below, the whole of the terms of the award, as varied from time to time, except those specified in clause 3 below, shall be:

2.1 a common rule for the industry in Victoria and known as the Travel Industry - Agencies - General Victorian Common Rule Declaration 2005;

2.2 binding on all employers in respect of the employment by them of employees;

2.3 binding on all employees; and

2.4 binding on the Australian Municipal, Administrative, Clerical and Services Union and the registered organisations respondent to the award.

3. The following clauses of the award are not included in the Travel Industry - Agencies - General Victorian Common Rule Declaration 2005:

3.1 clause 5 - Date the award starts; and

3.2 clause 6.1.1 - Who is bound by this award.

4. The Travel Industry - Agencies - General Victorian Common Rule Declaration 2005 shall not apply to:

4.1 inbound tour operators.

5. Subject to 5.1 to 5.5 below, all provisions in the Travel Industry - Agencies - General Victorian Common Rule Declaration are to operate from 1 January 2005.

5.1 With respect to annual leave, only periods of annual leave commencing on or after 31 January 2005 attract leave loading.

5.2 With respect to redundancy payments for employees of employers who have fewer than 15 employees, only service on or after 1 January 2005 is to be taken into account for the purpose of calculating service .

5.3 With respect to redundancy payments for employees of employers who have 15 employees or more, only service on or after 1 January 2004 is to be taken into account for the purpose of calculating service . [Note: the agreement in respect of this issue is without prejudice to the position a party may put in roping-in proceedings.]

5.4 Any accident make-up pay clause is to apply in relation to any injury on or after 3 August 2004.

5.5 The wages clauses (including all allowances and penalty payments) are to commence operation from the first pay period on or after Monday, 3 January 2005, provided that in all cases the wages clauses commence operation no later than 5 January 2005.

6. The Travel Industry - Agencies - General Victorian Common Rule Declaration 2005 shall not apply to employers respondent by any means to any other award of the Commission in respect of the employment by them of employees covered by that award. 7. This declaration shall not apply to a person with a disability who is eligible for a Disability Support Pension and who is employed by a supported employment service that receives funding under the Disability Services Act 1986 (Cth) to provide support for that person. [See Note 1 below.] 8. An employer who is making superannuation contributions into a complying superannuation fund, within the meaning of the Superannuation Industry (Supervision) Act 1993 (Cth), on behalf of an employee covered by this declaration, prior to the date of effect of this declaration is exempt from any provision in the award which specifies the fund or funds into which superannuation contributions are to be paid. [See Note 2 below.] 9. In the event of a dispute about the entitlement of an employer to set-off entitlements and benefits provided under a contract of employment made prior to the date of this declaration against entitlements and benefits required to be provided under the Travel Industry - Agencies - General Victorian Common Rule Declaration 2005, the matter may be referred to a Board of Reference, consisting of a member of the Commission, which shall determine whether or not such a set-off should be permitted having regard to what is fair and equitable in all the circumstances of the case, without regard to technicalities and legal forms.

9.1 An appeal lies from a decision of a Board of Reference to a Full Bench of the Commission.

9.2 This clause shall apply for a period of twelve months from the commencement date of the Travel Industry - Agencies - General Victorian Common Rule Declaration 2005.

9.3 Any registered organisation bound by the terms of the Travel Industry - Agencies - General Victorian Common Rule Declaration 2005 shall be notified of the time and date of hearing in relation to any application made pursuant to this provision.

10. Nothing in this declaration reduces or in any way detracts from any accrued rights to any forms of leave including sick leave, annual leave, long service leave or parental leave to which employees or any of them have become entitled by accrual or otherwise prior to the commencement date in clause 11 below. 11. This declaration shall be an award of the Commission, shall come into force on 1 January 2005 and shall remain in force for a period of three months and thereafter in accordance with the Act. [See Note 3 below.] Note 1 1. Disability Support Pension means the Commonwealth pension scheme to provide income security for persons with a disability as provided for under the Social Security Act 1991 (Cth), as amended from time to time, or any successor to that scheme. 2. The intention of this provision is limited to preventing the award from applying to sheltered workshops (i.e. supported employment services) - it does not prevent the award from applying to employees with disabilities in open employment. 3. Leave is reserved for any party to have this issue reconsidered in the light of any developments in the national process which is currently considering workplace relations issues for sheltered workshops. This national process includes the Disability Sector National Industry Consultative Council and any related applications that seek award coverage for sheltered workshops. Note 2 1. The purpose of the exception above is to maintain the status quo in respect of employers who, as at the date of effect of the common rule declaration, are making superannuation contributions into a complying superannuation fund. These employers will not be required to change their existing arrangements. Nor will there be any requirement for the existing arrangements to be the subject of an agreement between the employer and employees. For the avoidance of doubt, the exception continues to apply to employers who are making superannuation contributions to complying superannuation funds which are successor funds (as defined in Regulation 1.03 of the Superannuation Industry (Supervision) Regulations 1994 (Cth), or as amended or replaced by other legislation) into which benefits are transferred, after the date of effect of the common rule declaration, in accordance with the Superannuation Industry (Supervision) Act 1993 (Cth) and the Regulations thereunder. Further, “existing arrangements” includes the making of contributions to such funds. 2. The exception is in respect of current and future employees of the employers who are entitled to the benefit of the exemption. 3. The exception does not apply to new businesses which are established after the date on which the award is declared to have effect as a common rule. 4. The exception only applies to employers who are required to apply the terms of the award by virtue of the Common Rule declaration. It does not apply to employers who are named respondents to the award or who are parties bound by virtue of the membership of an employer organisation. 5. The exception applies subject to any Commonwealth legislation to the contrary. Note 3 Subject to s.113 of the Workplace Relations Act 1996 and any order of the Commission, an award dealing with particular matters continues in force until a new award is made dealing with the same matters (see s.148 of the Workplace Relations Act 1996 ). ** end of text **

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