Conduit

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conduit. OCTOBER 2011. ecaq.asn.au

News from Head Office Industry concern over poor workplace agreement Fast-track apprenticeships to tackle skills crisis Queenslanders embrace solar energy technologies Workplace Relations Technical & Safety SkillsConnect Training Calendar

Let ApprenticeConnect Australia manage your apprentice for $99 per month for a limited time only! ApprenticeConnect Australia is excited to announce it has received funding from Skills Queensland to subsidise management fees for a limited time. ApprenticeConnect Australia and Skills Queensland are committed to addressing the skills shortage that Queensland is facing, and recognise the value of a quality monitoring and mentoring service for members and apprentices. So how does it work? For any new apprentice, you can take advantage of the program for $99 per apprentice, per month for the period of engagement. There are 165 places available and they are filling fast. After 12 months you have the option to continue the ApprenticeConnect service at the usual fee amount, or discontinue the service. As this initiative is based on a strategic goal to combat the skills shortage and encourage new apprentices to the industry, this

offer is only available for new apprentices, and unfortunately not for any existing ApprenticeConnect apprentices. Although, if an ApprenticeConnect member would like to take advantage of this opportunity, they can do so by employing a new apprentice.

What services are included?

Navigating through a needlessly complex and confusing apprenticeship system is not what anyone ‘signs up’ for and ApprenticeConnect Australia essentially does this for you. All ApprenticeConnect services are included and tailored to suit the needs of your business. These can include: •

Recruitment

Induction

Sign up with the Australian Apprenticeship Centre, Registered Training Organisation and eProfiling

Management of all incentives

Mentoring including pastoral visits every six months

Temporary placement of apprentices as required

Access to tools such as supervision and workforce development Facilitation of all completion processes and paperwork

Here is what one of our current clients has to say: “We have been clients of the ApprenticeConnect Program for four years. The service we receive is first rate, cost effective and saves us a great deal of grief in dealing in a system that is forever evolving. In our 36 years we have trained over 90 apprentices and with the help of ApprenticeConnect it has never been easier. Thank you for your continued assistance” Tony Arnold, Director, Arnold Electrical & Data Installations. find out more Phone: 1300 663 793 or Email info@apprenticeconnect.com.au

Representing members across Queensland


News from Head Office 2011/2012 ECA Council Announced

contracting Industry since 1969, when he started his apprenticeship with Kennedy & Middleton. He has held senior positions as General Manager of John Goss Projects and joint Managing Director of Logan

ECA’s Council performs an important role in the strategic direction of the Association. You were given the opportunity to choose the team who will lead the

City Electrical. Bill has attained certificates in contract law, contract administration, management practices and team building.

Association into 2012. The results

Ian Kennedy

were announced at the Annual

Ian has been in the electrical

General Meeting at the ECA/MEA Annual Conference in Fiji last month. ECA would like to extend a warm welcome to two new Councillors; William (Bill) Bartley

industry his whole career. Ian completed his apprenticeship at the then SEQEB, now Energex, and has worked in mines in the Pilbara and Northern Queensland regions. Ian then spent many years working with engineering firms

education in financial systems. Your Council for 2011/2012 are: Richard Flanagan – President Geoff Baldwin – Immediate Past President Tony Divertie – Senior Vice President Vince Whelan – Junior Vice President Steve Downey – Treasurer Tony Arnold – Councillor Chris Lehmann – Councillor Tammy Stanton – Councillor Bill Bartley – Councillor Ian Kennedy - Councillor

Bill is currently the Managing

in Brisbane. In 2007, he took over

ECA would like to thank Owen

Director of CEQ Electrical, which

Whiteford Electrical and has been

Blamires who served on the Council

employs a staff of 70, concentrating

contracting for four years. Ian wants

for nine years along with Cameron

on medium sized commercial and

to ensure members get value for

Brown who served for one year.

industrial projects throughout

money from the services that ECA

Your time and experience on the

Queensland. Bill has been actively

provides. He also wants to ensure

Council has been invaluable for the

involved in the Queensland electrical

that all contractors are profitable by

organisation.

ECA Staff Spotlight What does your position involve?

Describe yourself in three

I advise and assist members with

words: Focused, thoughtful,

employee wages, conditions,

passionate.

industry award/enterprise agreement interpretations, and

What was your worst job ever?

agreement development. I also

Kitchen hand at a local Thai

represent members during Fair

Restaurant, went home smelling

Work conferences/conciliation,

like green curry every time.

industrial relation disputes, and wage claim cases. What do you enjoy most about your role? Helping the smaller businesses to ensure they are complying

Cameron Young Position: Workplace Relations Officer

with current IR and employment legislation, which can be difficult to interpret. If you could give your 18 year old

Dead or alive, who would you like most to meet? Author James Joyce. One question you would ask that person? What state of mind do I need to be in to understand any of your books?

self one piece of advice, what

If you weren’t doing this job,

When did you start at ECA? May

would it be? Enjoy your time at

what would you be? Exploring

2011

University it won’t last forever.

the Atlas Mountains in Morocco.


2011 Annual Conference Fiji The 2011 Annual Conference was a huge success with over 350 delegates experiencing a once in a lifetime escape to the tropical island paradise of Fiji. The festivities began to the sounds of traditional Fijian drums as

Traditional Fijian warrior dance - HPM legrand Pirate night

Members Bill & Lyn Bartley - Haymans welcome dinner

ECA Councillor Tammy Stanton - L&H Castaway dinner

ECA staff: Julie Anderson, Nadia Holt, Paul Daly, Kylie Robinson, Sarah Musk and Gail Vaughn - HPM legrand Pirate night

L&H Castaway dinner transport- Adrenalin Jet Boat ride

Members Ian and Marie Perry - HPM legrand Pirate night

Stuard Gallard from Haymans and ECA President, Richard Flanagan - Official Welcome by the Chief

Members Ruth Webb, Kylie Georgiou and Andrew Georgiou - L&H Castaway dinner

Members Leigh and Michelle Stalker Haymans Welcome Dinner

Group CEO Malcolm Richards with Sam Kekovich - L&H Castaway dinner

the local Chief officially welcomed everyone to Fiji. This was followed by a progressive journey through Fiji, from traditional Fijian warrior dancers, to sampling local Kava. Throughout the conference delegates attended various business sessions covering a wide range of topics from branding and media advice, to industry updates and emerging technologies. Delegates were treated to many leisure activities throughout the conference including; private island snorkelling, garden of the sleeping giant tour, jet-boat rides and various dinners where delegates enjoyed sumptuous feasts and danced the night away. ECA would like to thank its sponsors for their continued support: Energy Super, Clipsal, Comsure, Concept Benefit Planning, Contracting Industry Redundancy Trust, Ee -oz, Electro Group, Extreme Safety, Haymans, HPM legrand, L&H Auslec, Matchmaster, McKays Solicitors, NHP, Schneider and Simpro Software.

L&H delegates - L&H Castaway dinner

conduit. OCTOBER 2011. page 3.


ECA farewells General Manager Paul Daly After an impressive tenure of nearly ten years, the Electrical Contractors Association (ECA) bids a fond

roles. These roles have included, manager of industrial relations/ workplace relations, manager of events, and most recently General Manager of ECA. Paul was instrumental in creating a strong organisation through his tireless dedication, hard work, and in engineering services for members

and Awards Nights.

farewell to senior staff member, Paul

such as ApprenticeConnect.

Daly.

Paul will perhaps be most

further his career by moving on

Many members would be very

memorable for his expertise at

to take on the position of Chief

familiar with Paul, and during his

hosting many of the organisation’s

Executive Officer at Rail Skills

time with the Association, he has

various functions and events,

Australasia, and we wish him all

been a key figure across various

including the Annual Conference

the best in this new endeavour.

ECA shares industry concern over poor workplace agreement ECA has endorsed concerns aired in The Australian over an electrical industry workplace agreement signed in Victoria earlier this year. In July, ECA threw its support behind a Fair Work Australia appeal against the ADJ Contracting collective agreement negotiated between the Electrical Services Union and the National Electrical and Communications Association (NECA). At the time, ECA warned the agreement would set a precedent that would drive up costs in the construction, mining and civil engineering sectors, because of three dangerous clauses. These are: •

Clause 4.3(b)iii which requires employers to inform unions about the industrial arrangements pertaining to sub-contractors or labour hire

employees •

Clause 15.2(k) which gives unions unfettered rights of entry to work sites, and

Clause 16.6(b) which requires employers to actively promote union membership.

Taken together, these three clauses represent a significant power shift back towards the bad old days when union officials effectively controlled access to a construction site.

Paul has made the decision to

ECA backed the appeal in July because it was concerned about the extraordinary amount of power the agreement handed to unions. They reduce the control business owners have over their own affairs, and significantly increase administration costs due to the amount of time needed for extra checks into the backgrounds of subcontractors and labour-hire firms and reporting back to unions on those arrangements.

These concerns have been vindicated in an article by industrial relations consultant and author Grace Collier, who said “some employer groups are letting their members and the country down”.

It will also limit free market competition in the affected sectors because all suppliers will be required to work at the same rate under a “no ticket no start” mentality.

“Shamefully, the reasons why are nothing to do with legislation and all to do with the symbiosis between them and the unions.”

ECA is seeing more and more of these arrangements coming through the IR system, and they are causing deep concern among other employers.

Ms Collier said in negotiating with the ETU, NECA had ignored “the many mechanisms in the legislation” designed to help and protect employers. “The agreement was approved and it was left to the Australian Industry Group to appeal against the approval in front of the entire full bench. At the appeal hearing, NECA didn’t even turn up.”

In order to maintain and create jobs, businesses need flexible workplace arrangements and the freedom to operate without having to report to union bosses. At a time when the construction industry is already struggling, this will add additional cost to projects and further reduce the viability of businesses in the sector.


Competency based apprenticeships to tackle skills crisis Key players in the energy industry are calling on the Federal Government to adapt a competency based system for apprenticeships to combat high drop-out rates and the national skills shortage. The fast-track system would be awarded based on competency rather than the number of years spent training, a system that has been running in New Zealand for the past 16 years. This means that some apprentices could spend as little as two years training. ECA Group CEO Malcolm Richards said the proposal would help meet the massive demand for skilled electrical workers expected in coming years without compromising

safety or skill levels. “We fully support competencybased apprenticeships, and believe apprentices should progress through the stages as they pass the appropriate on-and-off job competencies,” Mr Richards said. A spokesperson for the Department of Education said that funding application and assessment process for the $100 million Accelerated Australian Apprenticeships initiative is expected to get underway in the “near future”. The government is working with industry stakeholders to promote competency based progression in modern awards, he said. Mr Richards said the existing training scheme was devised decades ago to suit the training and industrial methods of the Australia of that time.

keep up with the changing nature of the industry. “ECA believes this looming skills shortage can be eased by reforming the apprenticeship system to allow workers who have demonstrated the necessary skills and competencies to advance through their training more quickly. “Sticking rigidly to time-based training short-changes talented and enthusiastic apprentices who prove themselves ready and able to move to higher duties. While we would be very concerned to ensure apprentices were not cutting corners in their training, we believe this can be managed through adequate industry involvement and supervision. “Australia faces a range of new challenges in relation to electrical

“Training methods and the demands of the workplace have changed significantly, and it’s time the apprenticeship system was revised to

trade skills in coming years, and

Queenslanders embrace solar energy technologies

householders 44 cents per kilowatt

size a more comprehensive technical

hour for any surplus electricity

assessment needs to take place.

Energy Minister Stephen Robertson

has thrown some challenges for the

“Our number one priority is to make

has commended Queenslanders

Queensland Government, Ergon

sure the electricity network and

for embracing solar technologies

Energy and Energex to ensure the

for their homes and businesses,

electricity network can keep up with

individual premises are not put at

through the government’s solar

the demand for solar connections”.

initiatives.

generated by their roof-top solar panels that is fed back into the electricity grid. Mr Robertson said that “the high level of uptake towards the scheme

He went on to comment about

it’s time our training system was reviewed to take account of those new challenges.”

“This is done to ensure the solar PV system does not adversely affect operation of the network, or the customer’s or neighbours’ premises.

risk and as such Ergon Energy and Energex can refuse an application on these grounds.

Mr Robertson said the Solar

recent reports suggesting that the

Bonus Scheme has experienced

solar scheme was at risk of stalling

unprecedented popularity since

stating, “I would like to assure

of this Solar Bonus Scheme and

it was launched in 2008. With

Queenslanders that this is not the

become a qualified solar installer

more than 107,000 Queensland

case, the vast majority of all PV

contact SkillsConnect Australia to

households enjoying the benefits

systems applications for household

find out when they are running a

of solar energy. The scheme has

continue to be approved by Ergon

course near you.

become the most successful of its

and Energex.

type in Australia. The Solar Bonus Scheme offers

“However in some instances where a solar system is particularly large in

If you would like to take advantage

SkillsConnect Australia Email: info@skillsconnect.edu.au Phone: 1300 907 209

conduit. OCTOBER 2011. page 5.


Workplace Relations Workers compensation law and psychological injuries Workers compensation, or WorkCover, is a form of insurance compensation payable to an employee who endures a personal injury arising out of, or in the course of, their employment. What is an injury? Under the Workers Compensation and Rehabilitation Act 2003 (Qld) an injury must be: • •

A personal injury Arising out of, or in the course of a worker’s employment, and

The worker’s employment must

psychological injury and put in a

Health and Safety and the

claim for workers compensation.

Electrical Safety Office (usually

The manager stated the injury was a

within 48 hours).

result of the following events: •

Psychological injury

staff •

is not necessarily the injury itself,

management

worker’s course of employment, and if the employment was a significant

Inappropriate conduct by

The employer was able to

Psychological injuries can include,

management action for each of

depression and panic disorder. If someone has a pre-existing

supply evidence of reasonable these events. The claim was dismissed after President Hall, of the Industrial

Confirm (in writing) that you have received the form (in the form of a letter to the employee and put a copy on the employee’s file)

5.

Complete the employer section of the claim form

management

contributing factor.

but are not limited to, stress, anxiety,

4.

unsuitable staff and lack of support from executive

Request the employee to fill out a worker’s compensation form

Pressures of working with

The issue with psychological injury but whether it arose from the

3.

newer and less experienced

be a significant contributing factor to the injury.

Replacement of older staff with

6.

Send your form to WorkCover

7.

WorkCover will assess the claim and notify you and the employee if the claim has been accepted

As an employer you have the right

psychological injury they can still

Commission, stated that reasonable

claim compensation if the injury

management action applied as

to challenge a claim. You need to

has re-occurred during the course

the injury arose from the first two

state your objection to the claim on

of their employment if work was a

incidents which “exhausted the

the claim form before it is lodged

contributing factor to the injury re-

managers coping mechanisms to

with WorkCover, so your objections

occurring.

the point where the third incident

will be reviewed while the claim is

led to his final decomposition”.

being assessed.

What to do if there is a workplace

Alternatively, if a claim is

Exemptions: Reasonable management action Compensation is not payable

injury?

approved by WorkCover you

The injured employee will

may ask for a review of the claim

or predominantly, as a result of

need to provide a workers’

through Q-Comp, the Workers’

reasonable management action

compensation medical

Compensation Regulatory Authority.

taken on reasonable grounds.

certificate

if an injury was caused wholly,

In one case, a manager for an automotive dealership suffered a

1.

2.

If the injury is serious you must contact WorkCover, Workplace

If you have any questions on your WorkCover policy or premium call: WorkCover on 1300 362 128 or Q-Comp on 1300 739 021.


Do I need to pay a living away from home allowance? The Workplace Relations Department has recently had an influx of calls regarding the payment of a living away from home allowance (LAHA) to employees. What is a living away from home allowance? This is an allowance provided by the Electrical, Electronic & Communications Contracting Award 2010 (Modern Award) that is paid to an employee when living and working away on distant work (Clause 17.6 – Living away on distant work). Do I need to pay the allowance? The Modern Award specifies that an employer must provide reasonable board (meals) and

Employee unfairly dismissed despite failure to fulfil inherent requirements Fair Work Australia (FWA) has heard that an employee was unfairly dismissed because the employer did not conduct the dismissal in a satisfactory manner, even though the employee was unable to

lodging (accommodation) or pay a living away from home allowance of $398.80 per week to the employee. For broken parts of a week, the allowance will simply be “all living expenses, actually and reasonably incurred, but not exceeding the said amount”. What if I am covering the cost of accommodation? If you are covering the cost of the employee’s accommodation, then you will also need to cover the meals which aren’t included in the accommodation, at three meals a day. For example, a bed and breakfast will supply breakfast so this only leaves two meals per day to be covered. How much should I pay for meals? The minimum meal allowance under the Modern Award is $13.18 per meal. If you are happy to pay/ reimburse a higher amount per meal then this arrangement should be in writing to avoid disputes. Can I reimburse the employee after

perform the inherent requirements of the job. The employee was a stock picker and also performed clerical duties. The employee injured his back and began performing restricted and alternative duties on a return to work plan. The employer dismissed the employee by relying on medical advice that stated he was not able to fulfil the inherent requirements of the job. The employee wrote to the employer a few days later raising concerns (about the medical report) however the employer did not respond. FWA found the employer had a

they return? Yes. However any agreement to reimburse an employee must be in writing, signed by both parties, and clarify the conditions under which a reimbursement will be made. For example, the maximum amount that will be reimbursed per meal (cannot be less than the meal allowance of $13.18 per meal). Do I need to pay an ‘incentive’ allowance while the employee is living away? No. Many employers choose to pay an incentive to the employee by way of an additional allowance while they are living away. However this is an incentive to encourage an employee to work away, as opposed to an entitlement that the employee must receive. No employer is under any obligation to pay an incentive allowance to their employees whilst living and working away on distant work. If you are covered by an Enterprise Agreement, please check the relevant provisions of your agreement as these will override the Awards Provision.

valid reason for dismissal as he was unable to pick for extended periods, an essential part of his role. The employee had been notified of this reason and provided an opportunity to respond. However, FWA found that given the size of the employer’s business, a further meeting should have been arranged with the employee to discuss their concerns over the medical report and a response given to the employee’s initial letter. The dismissal was therefore held to be unfair. Mr David Mitchell v Coles Group Supply Chain Pty Ltd T/A Coles Liquor Group [2011] FWA 3162

If you would like any further information or advice, please contact the Workplace Relations Department on 1300 657 488 for a confidential discussion. conduit. OCTOBER 2011. page 7.


Technical & Safety Test equipment requirements Testing is a high-risk activity that can be carried out safely by

condition, is clean and has no

prospective fault current (KA) in

cracks or broken components?

the workplace that a connected

Is the insulation on leads, probes and clips of test equipment in good condition?

test tool might experience. PPE requirements are determined by the surface energy level a user might experience.

following the appropriate standards

Category ratings

(eg AS/NZS 4836:2011 Safe working

Look for the correct category

correct category rating have

on or near low-voltage electrical

ratings on test tools. If the wrong

sufficient clearance between

installations and equipment) and

tester is used for the job, there is

critical parts to prevent an arc from

regulations.

a high risk of serious burns to the

creating the initial breakdown when

person using the tester or destroyed

a transient occurs.

When purchasing testing equipment, or choosing the right test equipment

Instruments designed with the

testers.

NB: Please be aware that category

for the job, it is important to

CAT ratings on test tools are

rating could vary with the voltage

determine both whether the device

different than hazard/ risk category

rating of the test equipment eg.

is fit for purpose, and if the operator

ratings that you find on PPE gear.

Cat III at 300V may only be Cat II at

has been trained in the correct

Cat ratings are determined by the

600V.

operation of the device. For test equipment verification

Categories and Typical Use

and suitability of equipment please check the following: •

Category ratings of test equipment (including test

Category Circuit energy level Prospective fault current kA II

Low

≤5

Home + office power outlets + lighting circuits

III

Medium

≤25

Motor control centres, distribution boards, main switchboards, up to (1 MVA transformer LV terminals)

IV

High

>25

Between main switchboards and transformers (>1 MVA)

leads) •

Check the device is within test

Does the test equipment operate correctly?

Is the selected instrument correct for the job?

Applications

Is the equipment in good

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Distribution Lines

Outlet

Isolating Device

Meter Board

Category IV

Category III

Prospective fault current > 25kA

≤ 25

Category II ≤5

Category I

a) An employer of a person

There are the four Categories:

connections to service entrance.

Cat I

Cat IV

Test tools are used for electronic

Test tools are used for three phase

items eg. protected electronic

at utility connection, any outdoor

equipment, equipment connected

conductors eg. refers to the “origin

b) A self-employed person

to circuits in which transient

of installation” i.e where low-voltage

required to perform tests

over voltages are limited to an

connection is made to utility power,

appropriately low level, and any high

electricity meters, primary over

on electrical work or safety

voltage / low energy source derived

current protection equipment and

from a high-winding resistance

outside

transformer. Cat II Test tools are used for single phase receptacle connected loads eg.

equipment in fixed installations, such as switchgear and polyphase motors, bus and feeder in industrial plants, feeders and short branch circuits, distribution panel devices,

2. The employer or self-employed

a) The test instruments used for

you must also check the test leads are the correct rating.

or has the item been tested for

phase commercial lighting eg.

equipment.

test equipment category ratings,

household and similar loads.

distribution, including single

equipment

person must ensure:

Is the device within test dates and/

Test tools are used for three phase

on electrical work or safety

NB: Not only should you check the

appliances, portable tools, and other

Cat III

required to perform tests

correct operation? QLD Electrical Safety Regulation 2002 - Part 2 - Division 5:

the testing are designed for, and capable of correctly performing, the required tests b) If a testing instrument cannot be visually confirmed as being correctly functioning and safe—

Requirements applying to

that the instrument is tested at

employers and self employed

least every six months to ensure

persons, Number 18 Employer or

it is in proper working order

self-employed persons to ensure suitability of testing instruments states:

lighting systems in larger buildings

1. This section applies to the

and appliance outlets with short

following:

c) Records of tests performed under paragraph (b) are kept for at least five years. Maximum penalty—40 penalty units. conduit. OCTOBER 2011. page 9.


Online telecommunication courses launched to fast-track your career The rollout of the National Broadband Network (NBN) could create work for an additional 10,000 cablers/datacomms and digital installers, according to recent industry statistics, and now SkillsConnect Australia is helping members fast track their communications training by launching new online courses. Over the next ten years, the NBN will connect 93 per cent of Australian homes, about 12 million premises, to the high-speed broadband network using fibre optic cable. At its peak, the rollout of fibre optic cable will pass 6,000 premises per day. The bulk of the fibre rollout is expected to be underground utilising Telstra ducts and pits to avoid duplicating infrastructure. All communications cabling work must be done by a registered cabler, this includes: •

Rewiring communications cabling during a home or office renovation

Installing an additional phone lines

Installing a monitored security or fire alarm

Installing data cabling for computer networks that connect to the telecommunications network

Cabling that is installed incorrectly can result in phones, faxes and internet or alarm systems not working properly. Faulty cabling can also increase the risk of safety hazards such as electrocution. If you are a contractor and considering undertaking communications cabling work, you will need to obtain either a restricted or open cabling registration from an ACMA-accredited registrar, such as TITAB or Australian Cabler Registration Association. You will need to provide evidence of competency, such as a relevant training certificate/s from a registered training organisation. SkillsConnect Australia is a registered training organisation that provides training for electricians and nonelectricians to become registered cablers. The Certificate II and Certificate III in Telecommunications courses provide pathways to the restricted registration and open registration respectively. And now you can fast-track your telecommunications training by completing some of the core competencies online. Subjects that have recently been launched online by SkillsConnect Australia include:

ICTTC170A Follow OHS and environmental policy and procedures

ICTTC140B Use hand and power tools

BSBSUS201A Participate in environmentally sustainable work practices

BSBSUS301A: Implement and monitor environmentally sustainable work practices

Veronica Mauri, SkillsConnect Australia General Manager, says the new online courses highlight the growing importance for online learning in the education and training industry, which will only be enhanced by the NBN. “Online learning breaks down the usual barriers of distance and time, which is very helpful for working electricians because you don’t need to take time off work, or be located in a capital city to complete a course. This is why we are looking to launch more online courses in the future” SkillsConnect Australia runs open registration cabling training workshops every month in its Brisbane training rooms and schedules training in other areas based on demand. An endorsements course is also available for current cablers with an open registration to upgrade their skills in structured, coaxial and optic fibre cabling installations.


SkillsConnect Training Calendar Safety & Electrical 13 October

CPR/ LVR

Full

10 November

CPR/ LVR

Places Available

15 December

CPR/ LVR

Places Available

9 November

Testing Installation

Full

10 November

Testing Installation

Full

2 December

Testing Installation

Places Available

12 December

Testing Installation

Places Available

Data & Communications 14 - 18 November

Telecommunications PT2 – of the Cert III

For current enrolled clients

12 - 16 December

Telecommunications PT1 – of the Cert III

For current enrolled clients

19 - 23 December

Telecommunications PT2 – of the Cert III

For current enrolled clients

13 - 17 February

Open cabling registration course

Places vailable

20 - 24 February

Telecommunications – Endorsement course

Limited available places left

Renewable Energy 24 - 26 October

PV workshop

For current enrolled clients

23 - 25 November

PV workshop

For current enrolled clients

Business October – ongoing

Training and Assessment (TAE)

For current enrolled clients

October – ongoing

Diploma of Management

For current enrolled clients

October – ongoing

Diploma of Project Management

For current enrolled clients

24 - 25 November

Estimating course

Places Available

November – ongoing

Training and Assessment (TAE)

For current enrolled clients

November – ongoing

Diploma of Management

For current enrolled clients

November – ongoing

Diploma of Project Management

For current enrolled clients

Please note: All courses mentioned above will be conducted in Brisbane

Available Online - start at any time Participate in environmentally sustainable work practices Implement and monitor environmentally sustainable work practices Work safely in the construction industry (Construction Industry White Card) Follow occupational health and safety and environmental policy and procedures Use Hand and Power Tools To find out more about these courses, or if you would like to speak to someone about your business’s training needs, please contact SkillsConnect Australia on 1300 907 209 or email info@skillsconnect.edu.au

conduit. OCTOBER 2011. page 11.


The Electrical Contractors Association and Master Electricians Australia proudly present

2011 Annual Excellence Awards Your invitation to attend the 2011 Annual Excellence Awards Gala Dinner

Come and help celebrate the success within our industry. These awards encourage and recognise outstanding achievement throughout the electrical industry. Join us for a fun filled night of entertainment and celebration as we honour the 2011 nominees and winners.

Details

When:

Friday 4 November 2011

Location: Sebel Citigate Cnr Ann & Roma Street Brisbane

Award categories Apprentice of the Year Business Woman of the Year Master Electrician of the Year Domestic Project of the Year

Time: Dress:

RSVP

7pm for 7:30 start Cocktail/ lounge wear Tuesday 1 November 2011

Proudly brought to you by:

Commercial Project of the Year Innovative Product of the Year Data Project of the Year Industrial Project of the Year Green Project of the Year President’s Award

s lace p d ite Lim ailable av ! NOW K BOO

To register download the booking form from the ‘Whats on’ section of the ECA website ecaq.asn.au

ecaq.asn.au


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