Embedded Files
Scolaros plastering
Business hours:
Monday to Saturday 7 am to 3:30 pm. Sunday closed
Business Summary:
Scolaro plastering is a family run business that manages the installation of foam cladding, rendering, and texturing. based in hoppers crossing, majority of work being in the western suburbs, has been open since 1998.
Job opportunities:
Administration
Installing foam cladding
Renderer/Texturing
Maintenance
Site manager
Administration - 2-3 people
The administration has office experience and basic computer training. They are the social connection part of the business, the front office and line to the work and contractors.
Tasks and Duties
answering and making calls
sending and receiving emails
quoting and invoicing
Photocopying and faxes documents
Prepares reports of a routine nature
Records issue of equipment to staff
Provides customer service and information about services
Performs receptionist duties
accounts payable and receivable
orders of materials.
Records, prepares, sorts and distributes and classifies and files information
Skills, knowledge and attributes
Skills can be improved through training and experience.
Active listening skills, asking questions and not interrupting customers.
Reading comprehension, understanding work related information.
Communication and social skills.
Writing and english abilities, writing things for co-workers or customers.
Critical thinking, thinking of the different ways to solve a problem.
Clerical acknowledgement
Job Longevity https://labourmarketinsights.gov.au/
10,900 people employed
71% Female share compared to male
Average age 38
Full-time share 49%
Occupations in NSW (36.8%) and VIC (23.7%), NSW has the highest percentages of people employed compared to victoria
Payscale
Average $61,986
Entry level $57,676
Most experienced workers $65,440
Entitlements
Clerks—Private Sector Award 2020
Breaks
Column 1
Hours worked
Column 2
Breaks
More than 3 but not more than 8 ordinary hours
One 10 minute paid rest break (to be taken at a time determined by the employer)
More than 8 ordinary hours
Two 10 minute paid rest breaks (to be taken at a time determined by the employer)
More than 4 hours overtime on a Saturday morning
One 10 minute paid rest break
An employee who works more than 5 hours at a time is entitled to one 30 to 60 minute unpaid meal break,to be taken within the first 5 hours of work and within 5 hours after resuming work after a meal break.
An employer must pay an employee who is required to work through their meal break 200% of the minimum hourly rate from when the meal break would have commenced until a meal break is allowed.
Where suitable to business requirements,the employer may arrange for an employee who is entitled to 2 paid rest breaks to take one rest break before,and one rest break after,their unpaid meal break.
Superannuation
Superannuation legislation,including the Superannuation Guarantee (Administration) Act 1992 (Cth),the Superannuation Guarantee Charge Act 1992 (Cth),the Superannuation Industry (Supervision) Act 1993 (Cth) and the Superannuation (Resolution of Complaints) Act 1993 (Cth),deals with the superannuation rights and obligations of employers and employees. Under superannuation legislation individual employees generally have the opportunity to choose their own superannuation fund. If an employee does not choose a superannuation fund,any superannuation fund nominated in the award covering the employee applies.
Employer contributions
An employer must make such superannuation contributions to a superannuation fund for the benefit of an employee as will avoid the employer being required to pay the superannuation guarantee charge under superannuation legislation with respect to that employee.
Voluntary employee contributions
Subject to the governing rules of the relevant superannuation fund,an employee may,in writing,authorise their employer to pay on behalf of the employee a specified amount from the post-taxation wages of the employee into the same superannuation fund as the employer makes the superannuation contributions provided for in clause 20.2.
An employee may adjust the amount the employee has authorised their employer to pay from the wages of the employee from the first of the month following the giving of 3 months written notice to their employer.
The employer must pay the amount authorised under clauses 20.3(a) or 20.3(b) no later than 28 days after the end of the month in which the deduction authorised under clauses 20.3(a) or 20.3(b) was made.
Superannuation fund
Unless,to comply with superannuation legislation,the employer is required to make the superannuation contributions provided for in clause 20.2 to another superannuation fund that is chosen by the employee,the employer must make the superannuation contributions provided for in clause 20.2 and pay the amount authorised under clauses 20.3(a) or 20.3(b) to one of the following superannuation funds or its successor:
(a) CareSuper;
(b) AustralianSuper;
(c) SunSuper;
(d) HESTA;
(e) Statewide Superannuation;
(f) Tasplan;
(g) REI Super;
(h) MTAA Superannuation Fund;
(i) Kinetic Superannuation;
(j) any superannuation fund to which the employer was making superannuation contributions for the benefit of its employees before 12 September 2008,provided the superannuation fund is an eligible choice fund and is a fund that offers a MySuper product or is an exempt public sector superannuation scheme;or a superannuation fund or scheme which the employee is a defined benefit member of.
Absence from work
Subject to the governing rules of the relevant superannuation fund,the employer must also make the superannuation contributions provided for in clause 20.2 and pay the amount authorised under clauses 20.3(a) or 20.3(b):
Paid leave—while the employee is on any paid leave.
Work-related injury or illness—For the period of absence from work (subject to a maximum of 52 weeks) of the employee due to work-related injury or work-related illness provided that:
the employee is receiving workers compensation payments or is receiving regular payments directly from the employer in accordance with the statutory requirements;and
(ii) the employee remains employed by the employer.
Leave
Annual leave
NOTE: Where an employee is receiving over-award payments resulting in the employee’s base rate of pay being higher than the rate specified under this award,the employee is entitled to receive the higher rate while on a period of paid annual leave (see sections 16 and 90 of the Act).
Annual leave is provided for in the NES.
Rostering
Ordinary hours of work and rostering for shift work
The maximum number of ordinary hours that can be worked in a week is:
an average of 38 hours over a 4 week period;or
an average of 38 hours over a roster period,not exceeding 12 months,as agreed between an employer and the majority of employees concerned.
The maximum number of ordinary hours that can be worked in any day is 10,including paid breaks.
The following rostering arrangements apply to an employee who works ordinary hours on shift work:
a maximum of 6 shifts can be worked over the period of a week;and a Sunday may be included.
Changes to the times at which the employee will start and finish a shift may be made:
by the employer giving the employee at least 7 days notice of the change;or
at any time by the employer and employee by mutual agreement.
The employer and an employee may agree that the employee may take a period of ordinary hours as time off and make up that time off by working at another time during which the employee may work ordinary hours.
Cladding (Carpentry) - 3-4 people
certificate in carpentry, although not a requirement.
Tasks and Duties
measuring and cutting foam
screwing foam to stud walls of the house
filling in gaps where the panels don't meet.
Skills, knowledge and attributes
Coordination with others
Critical thinking skills
Monitoring, keeping track of how well work is progressing so you can make changes or improvements.
Quality control analysis
Active listening, asking relevant questions and not interrupting others.
Building and construction knowledge
Mechanicals understanding of machines and tools.
Technical design, using the principles and techniques of blueprints and models.
Mathematics, including algebra, geometry, calculus or statistics
Education and training, Curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
White Card Mandatory
First Aid Preferred
Vehicle Preferred
Physically Fit - Strong Hands - Working Outdoors
Entitlements
Building and Construction General On-site Award 2020
Breaks
Meal break—day workers
For the purpose of a meal on each day,there must be a cessation of work and of working time of not less than 30 minutes,to be taken between noon and 1.00 pm,or as otherwise agreed between an employer and a majority of employees.
An employee must not be required to work more than 5 hours without a break for a meal.
Where,because of the area or location of a project,the majority of on-site employees on the project request,and agreement is reached,the period of the meal break may be extended to not more than 45 minutes with a consequential adjustment to the daily time of finishing of work.
NOTE:Penalty rates apply in circumstances where an employer requires an employee to work through a meal break –see clause 29.6.
Meal break—shift workers
At no later than 5 hours after the start of each shift there must be a cessation of work of 30 minutes duration to allow shift workers to take a meal break which will count as time worked.
Rest periods and crib time
A paid rest period of 10 minutes must be allowed between 9.00 am and 11.00 am.
When an employee is required to work overtime for 2 hours or more after their usual finishing time of the day or shift,the employee must be allowed to take a paid crib time of 20 minutes duration immediately after their finishing time and,after each 4 hours of continuous work,a paid crib time of 30 minutes duration.
In the event of an employee remaining at work after their usual finishing time without taking the crib time of 20 minutes and continuing at work for a period of 2 hours or more,the employee will be regarded as having worked 20 minutes more than the time worked and be paid accordingly.
For the purposes of clause 18.3,usual finishing time is at the end of ordinary hours inclusive of time worked for accrual purposes as prescribed in clauses 16—Ordinary hours of work and 17—Shiftwork.
Where shiftwork comprises 3 continuous and consecutive shifts of 8 hours per day inclusive of time worked for accrual purposes as prescribed in clauses 16—Ordinary hours of work and 17—Shiftwork,paid crib time of 20 minutes duration must be allowed in each shift. Crib time in each shift will be instead of any other rest period or cessation of work elsewhere prescribed by this award.
The provisions of clauses 18.3(b),18.3(c),and 18.3(e) will not apply to an employee who is entitled to the rest periods prescribed in clauses 18.6 and 18.7.Breaks
Superannuation
Superannuation legislation
(a) Superannuation legislation,including the Superannuation Guarantee (Administration) Act 1992 (Cth),the Superannuation Guarantee Charge Act 1992 (Cth),the Superannuation Industry (Supervision) Act 1993 (Cth) and the Superannuation (Resolution of Complaints) Act 1993 (Cth),deals with the superannuation rights and obligations of employers and employees. Under superannuation legislation individual employees generally have the opportunity to choose their own superannuation fund. If an employee does not choose a superannuation fund,any superannuation fund nominated in the award covering the employee applies.
The rights and obligations in these clauses supplement those in superannuation legislation.
Employer contributions
An employer must make such superannuation contributions to a superannuation fund for the benefit of an employee as will avoid the employer being required to pay the superannuation guarantee charge under superannuation legislation with respect to that employee.
Voluntary employee contributions
Subject to the governing rules of the relevant superannuation fund,an employee may,in writing,authorise their employer to pay on behalf of the employee a specified amount from the post-taxation wages of the employee into the same superannuation fund as the employer makes the superannuation contributions provided for in clause 28.2.
An employee may adjust the amount the employee has authorised their employer to pay from the wages of the employee from the first of the month following the giving of three months written notice to their employer.
The employer must pay the amount authorised under clauses 28.3(a) or 28.3(b) no later than 28 days after the end of the month in which the deduction authorised under clauses 28.3(a) or 28.3(b) was made.
Superannuation fund
Unless,to comply with superannuation legislation,the employer is required to make the superannuation contributions provided for in clause 28.2 to another superannuation fund that is chosen by the employee,the employer must make the superannuation contributions provided for in clause 28.2 and pay the amount authorised under clauses 28.3(a) or 28.3(b) to one of the following superannuation funds or its successor:
(a) Construction and Building Industry Super (Cbus);
(b) Building Unions Superannuation (Queensland) (BUSS(Q));
(c) AUST(Q);
(d) AustralianSuper;
(e) CareSuper;
(f) Tasplan;
(g) SunSuper;
(h) Statewide Superannuation Trust;
any superannuation fund to which the employer was making superannuation contributions for the benefit of its employees before 12 September 2008,provided the superannuation fund is an eligible choice fund and is a fund that offers a MySuper product or is an exempt public sector superannuation scheme;or
a superannuation fund or scheme which the employee is a defined benefit member of.
Leave
Annual leave
10 days of paid sick leave
Personal/carer’s leave and compassionate leave
Parental leave and related entitlements
Community service leave
Unpaid family and domestic violence leave
Public holidays
Rostering
Shifts must be worked according to a roster which will provide for rotation of shifts unless all the employees concerned agree otherwise;
provide for not more than 8 shifts to be worked in any 9 consecutive days;and specify the starting and finishing times of each shift.
The ordinary hours of work for shift workers will not exceed an average of 38 per week over a cycle of 2,3 or 4 weeks.
A shift will consist of not more than 8 consecutive hours inclusive of a break time of 30 minutes which will be counted as time worked.
Rostered off shift, 24 minutes of each 8 hour shift worked during a shift cycle will accrue as an entitlement to take a rostered off shift after each 19 shifts worked.
Job Longevity https://labourmarketinsights.gov.au/
147,600 people employed
Female share is only 1%
Average age 32
Full-time share 84%
NSW (32.4%) and VIC (28.9%) NWS has the highest percentage of people employed compared to victoria.
Payscale
Weekly earnings $1,432
The average annual salary for Cladding Installer jobs in Melbourne ranges from $70,000 to $80,000
Rendering and texture - 4-5 people
apprenticeship in rendering - apprenticeship in texturing.
Tasks and duties
tapping up
mixing buckets of texture
applying it to the walls that have previously been rendered
using float to finish off the render.
installing corners to brick work
mixing the render and buying render to apply render using a hawk and trowel
bating render to make it smooth.
Skills, knowledge and attributes
Teamwork
Apprenticeship in rendering and texturing
Computer skills
Communication skills
critical thinking
Monitoring and maintaining progress.
Active involvement and listening
Building and construction knowledge
Mathematical skills
Educational and training skills
Good work ethic
White Card Mandatory
Elevator Work Platform (EWP - to work on boom lift preferred)
Heavy Rig (HR) licence preferred
First Aid Preferred
Vehicle Preferred
Physically Fit - Strong Hands - Working Outdoors
Confined Spaces preferred
entitlements
Building and Construction General On-site Award 2020
Breaks
Meal break—day workers
For the purpose of a meal on each day,there must be a cessation of work and of working time of not less than 30 minutes,to be taken between noon and 1.00 pm,or as otherwise agreed between an employer and a majority of employees.
An employee must not be required to work more than 5 hours without a break for a meal.
Where,because of the area or location of a project,the majority of on-site employees on the project request,and agreement is reached,the period of the meal break may be extended to not more than 45 minutes with a consequential adjustment to the daily time of finishing of work.
NOTE:Penalty rates apply in circumstances where an employer requires an employee to work through a meal break –see clause 29.6.
Meal break—shift workers
At no later than 5 hours after the start of each shift there must be a cessation of work of 30 minutes duration to allow shift workers to take a meal break which will count as time worked.
Rest periods and crib time
A paid rest period of 10 minutes must be allowed between 9.00 am and 11.00 am.
When an employee is required to work overtime for 2 hours or more after their usual finishing time of the day or shift,the employee must be allowed to take a paid crib time of 20 minutes duration immediately after their finishing time and,after each 4 hours of continuous work,a paid crib time of 30 minutes duration.
In the event of an employee remaining at work after their usual finishing time without taking the crib time of 20 minutes and continuing at work for a period of 2 hours or more,the employee will be regarded as having worked 20 minutes more than the time worked and be paid accordingly.
For the purposes of clause 18.3,usual finishing time is at the end of ordinary hours inclusive of time worked for accrual purposes as prescribed in clauses 16—Ordinary hours of work and 17—Shiftwork.
Where shiftwork comprises 3 continuous and consecutive shifts of 8 hours per day inclusive of time worked for accrual purposes as prescribed in clauses 16—Ordinary hours of work and 17—Shiftwork,paid crib time of 20 minutes duration must be allowed in each shift. Crib time in each shift will be instead of any other rest period or cessation of work elsewhere prescribed by this award.
The provisions of clauses 18.3(b),18.3(c),and 18.3(e) will not apply to an employee who is entitled to the rest periods prescribed in clauses 18.6 and 18.7.Breaks
Superannuation
Superannuation legislation
(a) Superannuation legislation,including the Superannuation Guarantee (Administration) Act 1992 (Cth),the Superannuation Guarantee Charge Act 1992 (Cth),the Superannuation Industry (Supervision) Act 1993 (Cth) and the Superannuation (Resolution of Complaints) Act 1993 (Cth),deals with the superannuation rights and obligations of employers and employees. Under superannuation legislation individual employees generally have the opportunity to choose their own superannuation fund. If an employee does not choose a superannuation fund,any superannuation fund nominated in the award covering the employee applies.
The rights and obligations in these clauses supplement those in superannuation legislation.
Employer contributions
An employer must make such superannuation contributions to a superannuation fund for the benefit of an employee as will avoid the employer being required to pay the superannuation guarantee charge under superannuation legislation with respect to that employee.
Voluntary employee contributions
Subject to the governing rules of the relevant superannuation fund,an employee may,in writing,authorise their employer to pay on behalf of the employee a specified amount from the post-taxation wages of the employee into the same superannuation fund as the employer makes the superannuation contributions provided for in clause 28.2.
An employee may adjust the amount the employee has authorised their employer to pay from the wages of the employee from the first of the month following the giving of three months written notice to their employer.
The employer must pay the amount authorised under clauses 28.3(a) or 28.3(b) no later than 28 days after the end of the month in which the deduction authorised under clauses 28.3(a) or 28.3(b) was made.
Superannuation fund
Unless,to comply with superannuation legislation,the employer is required to make the superannuation contributions provided for in clause 28.2 to another superannuation fund that is chosen by the employee,the employer must make the superannuation contributions provided for in clause 28.2 and pay the amount authorised under clauses 28.3(a) or 28.3(b) to one of the following superannuation funds or its successor:
(a) Construction and Building Industry Super (Cbus);
(b) Building Unions Superannuation (Queensland) (BUSS(Q));
(c) AUST(Q);
(d) AustralianSuper;
(e) CareSuper;
(f) Tasplan;
(g) SunSuper;
(h) Statewide Superannuation Trust;
any superannuation fund to which the employer was making superannuation contributions for the benefit of its employees before 12 September 2008,provided the superannuation fund is an eligible choice fund and is a fund that offers a MySuper product or is an exempt public sector superannuation scheme;or
a superannuation fund or scheme which the employee is a defined benefit member of.
Leave
Annual leave
10 days of paid sick leave
Personal/carer’s leave and compassionate leave
Parental leave and related entitlements
Community service leave
Unpaid family and domestic violence leave
Public holidays
Rostering
Shifts must be worked according to a roster which will provide for rotation of shifts unless all the employees concerned agree otherwise;
provide for not more than 8 shifts to be worked in any 9 consecutive days;and specify the starting and finishing times of each shift.
The ordinary hours of work for shift workers will not exceed an average of 38 per week over a cycle of 2,3 or 4 weeks.
A shift will consist of not more than 8 consecutive hours inclusive of a break time of 30 minutes which will be counted as time worked.
Rostered off shift, 24 minutes of each 8 hour shift worked during a shift cycle will accrue as an entitlement to take a rostered off shift after each 19 shifts worked.
Job longevity
People employed in this trade 147,600
Future growth of the job is -0.6%, meaning in 5 years time the percentage is low for a rise in the job opportunities.
The full time share is 84%
The average age in this area is 32 years old.
Payscale
The weekly earnings average at $1,432.
The average Annual salary ranges at $74,464 per year.
Maintenance (1-2 people)
Tasks and Duties
Perform cleaning activities such as dusting, mopping etc.
Perform minor fixes such as repairing broken locks, filling gaps on walls etc.
Check control panels and electrical wiring to identify issues.
Install appliances and equipment.
Skills, knowledge and attributes
Coordination with others
Critical thinking skills
Monitoring, keeping track of how well work is progressing so you can make changes or improvements.
Quality control analysis
Active listening, asking relevant questions and not interrupting others.
Building and construction knowledge
Mechanicals understanding of machines and tools.
Technical design, using the principles and techniques of blueprints and models.
Mathematics, including algebra, geometry, calculus or statistics
Education and training, Curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
White Card Mandatory
First Aid Preferred
Vehicle Preferred
Physically Fit - Strong Hands - Working Outdoors
Entitlements
Building and Construction General On-site Award 2020
Breaks
Meal break—day workers
For the purpose of a meal on each day,there must be a cessation of work and of working time of not less than 30 minutes,to be taken between noon and 1.00 pm,or as otherwise agreed between an employer and a majority of employees.
An employee must not be required to work more than 5 hours without a break for a meal.
Where,because of the area or location of a project,the majority of on-site employees on the project request,and agreement is reached,the period of the meal break may be extended to not more than 45 minutes with a consequential adjustment to the daily time of finishing of work.
NOTE:Penalty rates apply in circumstances where an employer requires an employee to work through a meal break –see clause 29.6.
Meal break—shift workers
At no later than 5 hours after the start of each shift there must be a cessation of work of 30 minutes duration to allow shift workers to take a meal break which will count as time worked.
Rest periods and crib time
A paid rest period of 10 minutes must be allowed between 9.00 am and 11.00 am.
When an employee is required to work overtime for 2 hours or more after their usual finishing time of the day or shift,the employee must be allowed to take a paid crib time of 20 minutes duration immediately after their finishing time and,after each 4 hours of continuous work,a paid crib time of 30 minutes duration.
In the event of an employee remaining at work after their usual finishing time without taking the crib time of 20 minutes and continuing at work for a period of 2 hours or more,the employee will be regarded as having worked 20 minutes more than the time worked and be paid accordingly.
For the purposes of clause 18.3,usual finishing time is at the end of ordinary hours inclusive of time worked for accrual purposes as prescribed in clauses 16—Ordinary hours of work and 17—Shiftwork.
Where shiftwork comprises 3 continuous and consecutive shifts of 8 hours per day inclusive of time worked for accrual purposes as prescribed in clauses 16—Ordinary hours of work and 17—Shiftwork,paid crib time of 20 minutes duration must be allowed in each shift. Crib time in each shift will be instead of any other rest period or cessation of work elsewhere prescribed by this award.
The provisions of clauses 18.3(b),18.3(c),and 18.3(e) will not apply to an employee who is entitled to the rest periods prescribed in clauses 18.6 and 18.7.Breaks
Superannuation
Superannuation legislation
Superannuation legislation,including the Superannuation Guarantee (Administration) Act 1992 (Cth),the Superannuation Guarantee Charge Act 1992 (Cth),the Superannuation Industry (Supervision) Act 1993 (Cth) and the Superannuation (Resolution of Complaints) Act 1993 (Cth),deals with the superannuation rights and obligations of employers and employees. Under superannuation legislation individual employees generally have the opportunity to choose their own superannuation fund. If an employee does not choose a superannuation fund,any superannuation fund nominated in the award covering the employee applies.
The rights and obligations in these clauses supplement those in superannuation legislation.
Employer contributions
An employer must make such superannuation contributions to a superannuation fund for the benefit of an employee as will avoid the employer being required to pay the superannuation guarantee charge under superannuation legislation with respect to that employee.
Voluntary employee contributions
Subject to the governing rules of the relevant superannuation fund,an employee may,in writing,authorise their employer to pay on behalf of the employee a specified amount from the post-taxation wages of the employee into the same superannuation fund as the employer makes the superannuation contributions provided for in clause 28.2.
An employee may adjust the amount the employee has authorised their employer to pay from the wages of the employee from the first of the month following the giving of three months written notice to their employer.
The employer must pay the amount authorised under clauses 28.3(a) or 28.3(b) no later than 28 days after the end of the month in which the deduction authorised under clauses 28.3(a) or 28.3(b) was made.
Superannuation fund
Unless,to comply with superannuation legislation,the employer is required to make the superannuation contributions provided for in clause 28.2 to another superannuation fund that is chosen by the employee,the employer must make the superannuation contributions provided for in clause 28.2 and pay the amount authorised under clauses 28.3(a) or 28.3(b) to one of the following superannuation funds or its successor:
(a) Construction and Building Industry Super (Cbus);
(b) Building Unions Superannuation (Queensland) (BUSS(Q));
(c) AUST(Q);
(d) AustralianSuper;
(e) CareSuper;
(f) Tasplan;
(g) SunSuper;
(h) Statewide Superannuation Trust;
any superannuation fund to which the employer was making superannuation contributions for the benefit of its employees before 12 September 2008,provided the superannuation fund is an eligible choice fund and is a fund that offers a MySuper product or is an exempt public sector superannuation scheme;or
a superannuation fund or scheme which the employee is a defined benefit member of.
Leave
Annual leave
10 days of paid sick leave
Personal/carer’s leave and compassionate leave
Parental leave and related entitlements
Community service leave
Unpaid family and domestic violence leave
Public holidays
Rostering
Shifts must be worked according to a roster which will provide for rotation of shifts unless all the employees concerned agree otherwise;
provide for not more than 8 shifts to be worked in any 9 consecutive days;and specify the starting and finishing times of each shift.
The ordinary hours of work for shift workers will not exceed an average of 38 per week over a cycle of 2,3 or 4 weeks.
A shift will consist of not more than 8 consecutive hours inclusive of a break time of 30 minutes which will be counted as time worked.
Rostered off shift, 24 minutes of each 8 hour shift worked during a shift cycle will accrue as an entitlement to take a rostered off shift after each 19 shifts worked.
Job Longevity https://labourmarketinsights.gov.au/
147,600 people employed
Female share is only 1%
Average age 32
Full-time share 84%
NSW (32.4%) and VIC (28.9%) NWS has the highest percentage of people employed compared to victoria.
Payscale
Weekly earnings $1,432
The average annual salary for maintenance
ranges from $55,000 to $65,000
Site manager (1 person)
Tasks and duties
hiring subcontractors.
Buying materials for each phase of the project.
Managing the employers of the site
Monitoring build costs and project progress.
Conducting quality and safety inspections.
Skills, knowledge and attributes
Teamwork
Apprenticeship in rendering and texturing
Computer skills
Communication skills
critical thinking
Monitoring and maintaining progress.
Active involvement and listening
Building and construction knowledge
Mathematical skills
Educational and training skills
Good work ethic
White Card Mandatory
Elevator Work Platform (EWP - to work on boom lift preferred)
Heavy Rig (HR) licence preferred
First Aid Preferred
Vehicle Preferred
Physically Fit - Strong Hands - Working Outdoors
entitlements
Building and Construction General On-site Award 2020
Breaks
Meal break—day workers
For the purpose of a meal on each day,there must be a cessation of work and of working time of not less than 30 minutes,to be taken between noon and 1.00 pm,or as otherwise agreed between an employer and a majority of employees.
An employee must not be required to work more than 5 hours without a break for a meal.
Where,because of the area or location of a project,the majority of on-site employees on the project request,and agreement is reached,the period of the meal break may be extended to not more than 45 minutes with a consequential adjustment to the daily time of finishing of work.
NOTE:Penalty rates apply in circumstances where an employer requires an employee to work through a meal break –see clause 29.6.
Meal break—shift workers
At no later than 5 hours after the start of each shift there must be a cessation of work of 30 minutes duration to allow shift workers to take a meal break which will count as time worked.
Rest periods and crib time
A paid rest period of 10 minutes must be allowed between 9.00 am and 11.00 am.
When an employee is required to work overtime for 2 hours or more after their usual finishing time of the day or shift,the employee must be allowed to take a paid crib time of 20 minutes duration immediately after their finishing time and,after each 4 hours of continuous work,a paid crib time of 30 minutes duration.
In the event of an employee remaining at work after their usual finishing time without taking the crib time of 20 minutes and continuing at work for a period of 2 hours or more,the employee will be regarded as having worked 20 minutes more than the time worked and be paid accordingly.
For the purposes of clause 18.3,usual finishing time is at the end of ordinary hours inclusive of time worked for accrual purposes as prescribed in clauses 16—Ordinary hours of work and 17—Shiftwork.
Where shiftwork comprises 3 continuous and consecutive shifts of 8 hours per day inclusive of time worked for accrual purposes as prescribed in clauses 16—Ordinary hours of work and 17—Shiftwork,paid crib time of 20 minutes duration must be allowed in each shift. Crib time in each shift will be instead of any other rest period or cessation of work elsewhere prescribed by this award.
The provisions of clauses 18.3(b),18.3(c),and 18.3(e) will not apply to an employee who is entitled to the rest periods prescribed in clauses 18.6 and 18.7.Breaks
Superannuation
Superannuation legislation
Superannuation legislation,including the Superannuation Guarantee (Administration) Act 1992 (Cth),the Superannuation Guarantee Charge Act 1992 (Cth),the Superannuation Industry (Supervision) Act 1993 (Cth) and the Superannuation (Resolution of Complaints) Act 1993 (Cth),deals with the superannuation rights and obligations of employers and employees. Under superannuation legislation individual employees generally have the opportunity to choose their own superannuation fund. If an employee does not choose a superannuation fund,any superannuation fund nominated in the award covering the employee applies.
Employer contributions
An employer must make such superannuation contributions to a superannuation fund for the benefit of an employee as will avoid the employer being required to pay the superannuation guarantee charge under superannuation legislation with respect to that employee.
Voluntary employee contributions
Subject to the governing rules of the relevant superannuation fund,an employee may,in writing,authorise their employer to pay on behalf of the employee a specified amount from the post-taxation wages of the employee into the same superannuation fund as the employer makes the superannuation contributions provided for in clause 28.2.
An employee may adjust the amount the employee has authorised their employer to pay from the wages of the employee from the first of the month following the giving of three months written notice to their employer.
The employer must pay the amount authorised under clauses 28.3(a) or 28.3(b) no later than 28 days after the end of the month in which the deduction authorised under clauses 28.3(a) or 28.3(b) was made.
Superannuation fund
Unless,to comply with superannuation legislation,the employer is required to make the superannuation contributions provided for in clause 28.2 to another superannuation fund that is chosen by the employee,the employer must make the superannuation contributions provided for in clause 28.2 and pay the amount authorised under clauses 28.3(a) or 28.3(b) to one of the following superannuation funds or its successor:
(a) Construction and Building Industry Super (Cbus);
(b) Building Unions Superannuation (Queensland) (BUSS(Q));
(c) AUST(Q);
(d) AustralianSuper;
(e) CareSuper;
(f) Tasplan;
(g) SunSuper;
(h) Statewide Superannuation Trust;
any superannuation fund to which the employer was making superannuation contributions for the benefit of its employees before 12 September 2008,provided the superannuation fund is an eligible choice fund and is a fund that offers a MySuper product or is an exempt public sector superannuation scheme
Leave
Annual leave
10 days of paid sick leave
Personal/carer’s leave and compassionate leave
Parental leave and related entitlements
Community service leave
Unpaid family and domestic violence leave
Public holidays
Rostering
Shifts must be worked according to a roster which will provide for rotation of shifts unless all the employees concerned agree otherwise;
provide for not more than 8 shifts to be worked in any 9 consecutive days;and specify the starting and finishing times of each shift.
The ordinary hours of work for shift workers will not exceed an average of 38 per week over a cycle of 2,3 or 4 weeks.
A shift will consist of not more than 8 consecutive hours inclusive of a break time of 30 minutes which will be counted as time worked.
Rostered off shift, 24 minutes of each 8 hour shift worked during a shift cycle will accrue as an entitlement to take a rostered off shift after each 19 shifts worked.
Job longevity
People employed in this trade 147,600
Future growth of the job is -0.6%, meaning in 5 years time the percentage is low for a rise in the job opportunities.
The full time share is 84%
The average age in this area is 32 years old.
Payscale
The weekly earnings average at $2,211.
The average Annual salary ranges at $115,000 per year
OHS Roles and responsibilities
- Role of employer, have a duty to protect and maintain the health and safety of employees, as far as reasonably practicable. They aim to produce a working environment that is safe and without risks.
- Role of Manager/ health and safety representative,
- Role of Worker, employees must take reasonable care for their own and others including clients health and safety. To ensure this they must abide by the act of occupational health and safety 2004. They should also follow Material Data Safety Sheet and risk assessments to reduce the level of risk.
Communicating OHS Information
The methods of communication of OHS at Scolaro Plastering.
The occupational safety act of 2004 provides regulations to improve standards of health and safety within work and help the environment to be a safe jobsite for all staff and clients.
identifying or assessing hazards or risks
Consultation between employers, workers and HSR essential
Posters for the workplace, promoting safety in a variety of ways and languages, providing information.
Using Material safety data sheets
Reporting incidents and using hierarchy of control
OHS policy and procedures
- Occupational Health and
Safety Act and Regulations, for the employers to safely maintain a protected work environment to work in, they ensure that employees are safe, and able to work safely, under the health and safety act of 2004.
- Role of Worksafe, is the organisation that gets called if there is breach of OHS, they provide essential support and they enforce the act of 2004 to all occupations.
- Procedure if an incident
Occurs, follow these steps;
Is the situation still dangerous or high-risk?
If the situation is still dangerous or high-risk, call emergency services immediately on 000
Confirm if the incident is notifiable
Find out what type of incidents must be notified.
Criteria for reportable incidents
Ensure the incident scene is not disturbed until a WorkSafe inspector arrives
However, incident scenes can be disturbed if necessary to:
protect a person's health or safety
help someone who is injured
make the area safe (for example, if a person with a confirmed diagnosis of coronavirus (COVID-19) has attended the workplace during the infectious period, it is essential the site is cleaned and disinfected, in order to prevent further transmission of the virus)
Notify WorkSafe immediately by calling 13 23 60
We'll lodge details of the incident and email you a link to an online incident notification form.
WorkSafe will then advise if an inspector will make a site visit and whether the incident scene can be disturbed before the inspector's attendance.
Call 13 23 60.
Report the incident in writing within 48 hours
Once you have completed and submitted the online incident notification form, you will receive a confirmation email with a copy of your records.
Save a copy of the incident notification form
You are required to keep a record of the form for at least five years.
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