Conduit

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.

OCTOBER 2011. ecaq.asn.au

Representing members across Queensland

conduit.

Let ApprenticeConnect Australia manage your apprentice for $99 per month for a limited time only!

find out more Phone: 1300 663 793 or Email [email protected]

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

2011/2012 ECA Council AnnouncedECA’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 Association into 2012. The results were announced at the Annual 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

Bill is currently the Managing Director of CEQ Electrical, which employs a staff of 70, concentrating on medium sized commercial and industrial projects throughout Queensland. Bill has been actively involved in the Queensland electrical

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

Ian Kennedy

Ian has been in the electrical 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 in Brisbane. In 2007, he took over Whiteford Electrical and has been contracting for four years. Ian wants to ensure members get value for money from the services that ECA provides. He also wants to ensure that all contractors are profitable by

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

ECA would like to thank Owen

Blamires who served on the Council

for nine years along with Cameron

Brown who served for one year.

Your time and experience on the

Council has been invaluable for the

organisation.

News from Head Office

Cameron YoungPosition: Workplace Relations

Officer

When did you start at ECA? May

2011

Describe yourself in three

words: Focused, thoughtful,

passionate.

What was your worst job ever?

Kitchen hand at a local Thai

Restaurant, went home smelling

like green curry every time.

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?

If you weren’t doing this job,

what would you be? Exploring

the Atlas Mountains in Morocco.

What does your position involve? I advise and assist members with employee wages, conditions, industry award/enterprise agreement interpretations, and agreement development. I also represent members during Fair Work conferences/conciliation, industrial relation disputes, and wage claim cases.

What do you enjoy most about your role? Helping the smaller businesses to ensure they are complying with current IR and employment legislation, which can be difficult to interpret.

If you could give your 18 year old self one piece of advice, what would it be? Enjoy your time at University it won’t last forever.

ECA Staff Spotlight

conduit. OCTOBER 2011. page 3.

2011 Annual Conference FijiThe 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

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.

Members Bill & Lyn Bartley - Haymans welcome dinner

Traditional Fijian warrior dance - HPM legrand Pirate night

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

Members Ian and Marie Perry - HPM legrand Pirate night

L&H Castaway dinner transport- Adrenalin Jet Boat ride

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

Stuard Gallard from Haymans and ECA President, Richard Flanagan - Official

Welcome by the Chief

Members Leigh and Michelle Stalker - Haymans Welcome Dinner

ECA shares industry concern over poor workplace agreementECA 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.

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”.

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

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.”

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 sub-contractors and labour-hire firms and reporting back to unions on those arrangements.

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.

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

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.

ECA farewells General Manager Paul DalyAfter an impressive tenure of nearly

ten years, the Electrical Contractors

Association (ECA) bids a fond

farewell to senior staff member, Paul

Daly.

Many members would be very

familiar with Paul, and during his

time with the Association, he has

been a key figure across various

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

such as ApprenticeConnect.

Paul will perhaps be most

memorable for his expertise at

hosting many of the organisation’s

various functions and events,

including the Annual Conference

and Awards Nights.

Paul has made the decision to

further his career by moving on

to take on the position of Chief

Executive Officer at Rail Skills

Australasia, and we wish him all

the best in this new endeavour.


Queenslanders embrace solar energy technologiesEnergy Minister Stephen Robertson has commended Queenslanders for embracing solar technologies for their homes and businesses, through the government’s solar initiatives.

Mr Robertson said the Solar Bonus Scheme has experienced unprecedented popularity since it was launched in 2008. With more than 107,000 Queensland households enjoying the benefits of solar energy. The scheme has become the most successful of its type in Australia.

The Solar Bonus Scheme offers

size a more comprehensive technical

assessment needs to take place.

“This is done to ensure the solar PV

system does not adversely affect

operation of the network, or the

customer’s or neighbours’ premises.

“Our number one priority is to make

sure the electricity network and

individual premises are not put at

risk and as such Ergon Energy and

Energex can refuse an application

on these grounds.

If you would like to take advantage

of this Solar Bonus Scheme and

become a qualified solar installer

contact SkillsConnect Australia to

find out when they are running a

course near you.

householders 44 cents per kilowatt hour for any surplus electricity 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 has thrown some challenges for the Queensland Government, Ergon Energy and Energex to ensure the electricity network can keep up with the demand for solar connections”.

He went on to comment about recent reports suggesting that the solar scheme was at risk of stalling stating, “I would like to assure Queenslanders that this is not the case, the vast majority of all PV systems applications for household continue to be approved by Ergon and Energex.

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

Competency based apprenticeships to tackle skills crisisKey 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 competency-based 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.

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

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

trade skills in coming years, and

it’s time our training system was

reviewed to take account of those

new challenges.”

SkillsConnect Australia Email: [email protected]: 1300 907 209

Workers compensation law and psychological injuriesWorkers 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 be a significant contributing factor to the injury.

Psychological injury

The issue with psychological injury is not necessarily the injury itself, but whether it arose from the worker’s course of employment, and if the employment was a significant contributing factor.

Psychological injuries can include, but are not limited to, stress, anxiety, depression and panic disorder.

If someone has a pre-existing psychological injury they can still claim compensation if the injury has re-occurred during the course of their employment if work was a contributing factor to the injury re-occurring.

Exemptions: Reasonable management action

Compensation is not payable if an injury was caused wholly, or predominantly, as a result of reasonable management action taken on reasonable grounds.

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

psychological injury and put in a claim for workers compensation. The manager stated the injury was a result of the following events:

• Replacement of older staff with newer and less experienced staff

• Pressures of working with unsuitable staff and lack of support from executive management

• Inappropriate conduct by management

The employer was able to supply evidence of reasonable management action for each of these events.

The claim was dismissed after President Hall, of the Industrial Commission, stated that reasonable management action applied as the injury arose from the first two incidents which “exhausted the managers coping mechanisms to the point where the third incident led to his final decomposition”.

What to do if there is a workplace injury?

1. The injured employee will need to provide a workers’ compensation medical certificate

2. If the injury is serious you must contact WorkCover, Workplace

Health and Safety and the

Electrical Safety Office (usually

within 48 hours).

3. Request the employee to fill out

a worker’s compensation form

4. 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

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

to challenge a claim. You need to

state your objection to the claim on

the claim form before it is lodged

with WorkCover, so your objections

will be reviewed while the claim is

being assessed.

Alternatively, if a claim is

approved by WorkCover you

may ask for a review of the claim

through Q-Comp, the Workers’

Compensation Regulatory Authority.

Workplace Relations

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

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

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.

Employee unfairly dismissed despite failure to fulfil inherent requirementsFair 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

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

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

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

Technical & Safety

Test equipment requirementsTesting is a high-risk activity

that can be carried out safely by

following the appropriate standards

(eg AS/NZS 4836:2011 Safe working

on or near low-voltage electrical

installations and equipment) and

regulations.

When purchasing testing equipment,

or choosing the right test equipment

for the job, it is important to

determine both whether the device

is fit for purpose, and if the operator

has been trained in the correct

operation of the device.

For test equipment verification

and suitability of equipment please

check the following:

• Category ratings of test

equipment (including test

leads)

• Check the device is within test

• Does the test equipment

operate correctly?

• Is the selected instrument

correct for the job?

• Is the equipment in good

condition, is clean and has no

cracks or broken components?

• Is the insulation on leads,

probes and clips of test

equipment in good condition?

Category ratings

Look for the correct category

ratings on test tools. If the wrong

tester is used for the job, there is

a high risk of serious burns to the

person using the tester or destroyed

testers.

CAT ratings on test tools are

different than hazard/ risk category

ratings that you find on PPE gear.

Cat ratings are determined by the

prospective fault current (KA) in

the workplace that a connected

test tool might experience. PPE

requirements are determined by the

surface energy level a user might

experience.

Instruments designed with the

correct category rating have

sufficient clearance between

critical parts to prevent an arc from

creating the initial breakdown when

a transient occurs.

NB: Please be aware that category

rating could vary with the voltage

rating of the test equipment eg.

Cat III at 300V may only be Cat II at

600V.

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Category

II

III

IV

Circuit energy level

Low

Medium

High

Prospective fault current kA

≤5

≤25

>25

Applications

Home + o�ce power outlets + lighting circuits

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

Between main switch-boards and transformers (>1 MVA)

Categories and Typical Use


There are the four Categories:

Cat I

Test tools are used for electronic items eg. protected electronic equipment, equipment connected to circuits in which transient over voltages are limited to an appropriately low level, and any high voltage / low energy source derived from a high-winding resistance transformer.

Cat II

Test tools are used for single phase receptacle connected loads eg. appliances, portable tools, and other household and similar loads.

Cat III

Test tools are used for three phase distribution, including single phase commercial lighting 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, lighting systems in larger buildings and appliance outlets with short

connections to service entrance.

Cat IV

Test tools are used for three phase at utility connection, any outdoor conductors eg. refers to the “origin of installation” i.e where low-voltage connection is made to utility power, electricity meters, primary over current protection equipment and outside

NB: Not only should you check the test equipment category ratings, you must also check the test leads are the correct rating.

Is the device within test dates and/or has the item been tested for correct operation?

QLD Electrical Safety Regulation 2002 - Part 2 - Division 5: Requirements applying to employers and self employed persons, Number 18 Employer or self-employed persons to ensure suitability of testing instruments states:

1. This section applies to the following:

a) An employer of a person

required to perform tests

on electrical work or safety

equipment

b) A self-employed person

required to perform tests

on electrical work or safety

equipment.

2. The employer or self-employed

person must ensure:

a) The test instruments used for

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—

that the instrument is tested at

least every six months to ensure

it is in proper working order

c) Records of tests performed

under paragraph (b) are kept for

at least five years.

Maximum penalty—40 penalty units.

Category IV

Prospective fault current > 25kA

Category III

≤ 25

Category II

≤ 5

Category I

MeterBoard

Distribution Lines

Outlet Isolating Device

Online tele-communication courses launched to fast-track your careerThe 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 non-electricians 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 [email protected]

ecaq.asn.au

When: Friday 4 November 2011

Location: Sebel Citigate

Cnr Ann & Roma Street Brisbane

Time: 7pm for 7:30 start

Dress: Cocktail/ lounge wear

RSVP Tuesday 1 November 2011

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

Award categories

Apprentice of the Year

Business Woman of the Year

Master Electrician of the Year

Domestic Project of the Year

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

The Electrical Contractors Association and Master Electricians Australia proudly present

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

Proudly brought to you by:

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

Limited places

available

BOOK NOW!

Conduit

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