AN120098 – Butter, Cheese & Other Dairy Products (State) Award
23.1 An employee will be engaged as a weekly employee, a casual employee or as a part-time employee and each employee will be notified at the beginning of employment and before commencing work whether he/she is a weekly, part-time or casual employee.
23.2 A weekly employee will be paid by the week and, except in the case of misconduct justifying summary dismissal, the employment may be terminated by one week’s notice on either side given on any working day, or/with the right to the payment or forfeiture of one week’s wages in lieu thereof, as the case may be.
23.3 The employer may:
23.3.1 deduct payment for any day or portion thereof during which an employee is stood down by the employer as a result of refusal of duty, malingering, inefficiency, neglect of duty or misconduct on the part of the employee;
23.3.2 deduct payment for any day during which an employee cannot be usefully employed because of any strike or through any breakdown of machinery or due to any cause for which the employer cannot reasonably be held responsible;
23.3.3 dismiss an employee without notice for refusal of duty, malingering, inefficiency, neglect of duty or misconduct, and in such cases wages will be payable up to the time of dismissal only.
NOTATION : Section 170CM of the Workplace Relations Act 1996 requires an employer to give a full-time or part-time employees the following periods of notice:
Employees Period of Continuous Service with the Employer |
Period of Notice |
Not more than 1 year |
At least 1 week |
More than 1 year but not more than 3 years |
At least 2 weeks |
More than 3 years but not more than 5 years |
At least 3 weeks |
More than 5 years |
At least 4 weeks |
In addition to the notice above, employees over 45 years old who has completed at least 2 years continuous service with the employer will be entitled to an additional week’s notice.
