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Toyota Revs Up Lineup with New 302-Horsepower RAV4 Prime
TOKYO, Nov 20, 2019 – (JCN Newswire) – The fifth-generation Toyota RAV4, on the market for barely a year, is going more places than it has ever gone before. The arrival of the first-ever RAV4 TRD Off-Road model was announced earlier this year, and today, at the Los Angeles Auto Show, Toyota debuts a new premium, fun-to-drive RAV4 performance model with an estimated 302-horsepower, advanced all-wheel drive, sport-tuned suspension and exclusive design features.
It just happens to also be the first-ever RAV4 plug-in hybrid electric vehicle (PHEV). And so, in addition to an ability to do 0-60 mph in a projected 5.8 seconds, which is the second quickest acceleration time in the Toyota lineup, it can drive an estimated 39 miles on battery alone on a single charge, which is the highest EV range of any PHEV SUV on the market. The RAV4 Prime also has a manufacturer-estimated 90 combined MPGe. Welcome to a new chapter of Toyota SUV performance.
The Toyota RAV4 Prime, a 2021 model that will arrive in summer 2020, breaks ground as the most powerful and quickest RAV4 ever while also being the most fuel-efficient.
The 2021 RAV4 Prime will be available in SE and XSE grades, both emphasizing athletic on-road performance and premium comfort and style. With its plug-in hybrid technology advancing, Toyota sees such vehicles as critical to an overall electrification strategy that will also include standard hybrids and battery electric vehicles (BEVs), along with fuel cell electric vehicles (FCEVs) like the second-generation Mirai unveiled in October.
Think Faster
The Toyota RAV4 Prime builds on the RAV4 Hybrid, which is currently the most powerful and most fuel-efficient model in the line with sales up 72% over last year and currently the best-selling hybrid vehicle on the market. The RAV4 Prime amplifies both performance and efficiency, reflecting Toyota’s 20+ years of hybrid vehicle leadership.
With more powerful motor-generators, a newly developed high-capacity Lithium-Ion battery and a booster converter, the 2021 RAV4 Prime yields an 83-horsepower (hp) jump in total system output over the RAV4 Hybrid and has the most horsepower in its segment. The resulting boost in performance is striking: Toyota projects 0-60 mph acceleration in 5.8 seconds which is quicker than the RAV4 Hybrid (7.8 sec.) and in a league with luxury/performance SUVs that come nowhere near this Toyota’s remarkable fuel economy. And, notably, the RAV4 Prime uses regular-grade gasoline–just not much of it.
A comparison with an older RAV4 offers a vivid illustration of the march of technology. The 2006-2012 RAV4 offered an optional 269-hp, 3.5-liter gas V6 engine that reached 0-60 mph in 6.3-seconds, which is a half-second slower than the RAV4 Prime. And, that model’s 21 combined MPG fuel economy rating simply pales in comparison.
Sporty and Sportier
Toyota engineered the 2021 RAV4 Prime for the performance-oriented driver and is therefore offering it in the sporty SE and XSE grades. The SE grade is new for the fifth-generation RAV4 Prime, and the XSE is currently exclusive to the RAV4 Hybrid. The SE flaunts its sporty attitude with 18-in. painted and machined alloy wheels and an exclusive front grille design and front lower spoiler. Piano black exterior accents and a painted grille/diffuser complete the premium look.
The SE’s equipment is quite comprehensive, with standard heated front seats, 8-way power driver’s seat with lumbar adjustment, 7-in. Multi-Information Display, Blind Spot Monitor, a leather steering wheel and shift knob, power liftgate, and Audio with 8-in. touch-screen and Amazon Alexa, as well as Android Auto and Apple CarPlay compatibility. The available Weather & Moonroof Package lets in the sun, moon and stars while keeping the cold at bay with a heated steering wheel, heated rear outboard seats, and windshield wiper de-icer, while rain-sensing windshield wipers add to convenience.
As on the current RAV4 Hybrid XSE, the Prime version of this grade stands apart with a two-tone exterior paint scheme pairing a black roof with select colors, including the striking new-to-RAV4 Supersonic Red. Exclusive 19-in. alloy wheels, the largest ever offered on a hybrid RAV4, have a unique two-tone design. Vertical LED accent lights give the XSE a distinct look, while the optional Adaptive Front Lighting System (AFS) with headlamp auto-leveling partially aims the beams into turns as the driver steers.
Inside, XSE steps up the sport, luxury and tech with RAV4’s first-ever paddle shifters, along with moonroof, unique SofTex synthetic leather seat surfaces, wireless smartphone charging, ambient lighting, auto-dimming rearview mirror with integrated garage door opener and the largest multimedia screen in any RAV4 ever. The standard Audio Plus system comes with a 9-in. touch-screen and there is an available Premium Audio that includes Dynamic Navigation and JBL speaker system.
An available Premium Package pushes the RAV4 Prime XSE further with Premium Audio with Dynamic Navigation and JBL speakers, perforated and ventilated SofTex front seats, RAV4’s first head-up display, heated rear SofTex outboard seats, heated steering wheel, panoramic moonroof, digital rear-view mirror, memory driver’s seat, 4-way power passenger seat, 5-door SmartKey system, kick-type power rear liftgate, Bird’s Eye View Monitor and yes, more.
How Does It Do That?
Toyota hybrids have for years demonstrated high performance with low fuel consumption, and now the 2021 RAV4 Prime makes one of the strongest cases yet. The RAV4 Prime uses a differently tuned version of the RAV4 Hybrid’s 2.5-liter four-cylinder Atkinson-cycle gas engine. It produces the same 176 hp as in the hybrid, but with 168 lb.-ft. of peak torque at 2,800 rpm vs. the RAV4 Hybrid’s 163 lb.-ft. at 3,600-5,200 rpm.
That makes a useful difference in lower-speed performance, while using more powerful electric motor-generators really juice the RAV4 Prime’s responses. As in the RAV4 Hybrid, the gas engine and a motor generator work together to deliver dynamic performance, while both motor generators charge the battery.
The RAV4 Prime’s interior space isn’t compromised by the larger Lithium-Ion battery, as it is mounted under the floor. The mounting position also gives the RAV4 Prime a lower center of gravity and enhanced driving stability.
The RAV4 Prime’s enhanced heat pump HVAC system, based on Prius Prime’s and tailored to fit RAV4 Prime, contributes to an increasing EV range, as energy consumption for cabin temperature control can significantly decrease EV driving range.
Electrified Traction
The RAV4 Prime employs the same version of Electronic On-Demand All-Wheel Drive (AWD) as the RAV4 Hybrid. In both models, a separate rear-mounted electric motor powers the rear wheels when needed, including proactively on acceleration startup and also in reduced-traction conditions.
The AWD system also reduces understeer during cornering for enhanced steering stability. Off-pavement, AWD enhances hill-climbing performance. A driver-selectable Trail mode makes it possible to get unstuck by braking a spinning wheel and sending torque to the grounding wheel.
With available paddle shifters, the driver can “downshift” to increase the regenerative braking in steps, which fosters greater control when driving in hilly areas, for example.
As on the RAV4 Hybrid, the innovative Predictive Efficient Drive feature acts like an invisible “hyper-miler” co-driver. Using the available navigation system, Predictive Efficient Drive essentially reads the road and learns driver patterns to optimize hybrid battery charging and discharging operations based on driving conditions. The system accumulates data as the vehicle is driven and “remembers” road features such as hills and stoplights and adjusts the hybrid powertrain operation to maximize efficiency.
All Toyota RAV4 models come equipped with standard Toyota Safety Sense (TSS 2.0), which groups a long roster of active-safety technologies and capabilities
– Pre-Collision System with Pedestrian Detection (PCS w/PD)
– Full-Speed Range Dynamic Radar Cruise Control (DRCC)
– Lane Departure Alert with Steering Assist (LDA w/SA)
– Automatic High Beam (AHB)
– Lane Tracing Assist (LTA)
– Road Sign Assist (RSA)
The XSE Premium Package adds Rear Cross Traffic Braking (RCTB) and Front and Rear Parking Assist with Automated Braking (PA w/AB).
Starting with the 2020 model year, every Toyota Hybrid Battery Warranty is being increased from 8 years or 100,000 miles to 10 years from original date of first use, or 150,000 miles, whichever comes first.
About Toyota Motor Corporation
Toyota Motor Corporation (TMC) is the global mobility company that introduced the Prius hybrid-electric car in 1997 and the first mass-produced fuel cell sedan, Mirai, in 2014. Headquartered in Toyota City, Japan, Toyota has been making cars since 1937. Today, Toyota proudly employs 370,000 employees in communities around the world. Together, they build around 10 million vehicles per year in 29 countries, from mainstream cars and premium vehicles to mini-vehicles and commercial trucks, and sell them in more than 170 countries under the brands Toyota, Lexus, Daihatsu and Hino. For more information, please visit www.toyota-global.com.
Public Affairs Division
Global Communications Department
Copyright 2019 JCN Newswire. All rights reserved. www.jcnnewswire.com
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Big announcements from Apple – macOS 11 and ARM-based Macs
Apple held their virtual WWDC2020 overnight and there were a raft of announcements.
Two of the biggest however that will affect all Mac users were the announcement of macOS 11 and Apple are making their own ARM-based CPUs for Macs.
macOS 11 Big Sur is a huge one – this will be the first ARM-native version of macOS and represents the first time in 15 years that Apple have increased the major version number in their operating system. We have had Mac OS X version 10.0 all the way through to macOS 10.15, and now with the release of ARM, it’s getting bumped to 11.
Apple using their own custom ARM-based processors in Macs however is even bigger news. First there was the shift from Motorola M68k to PowerPC CPUs in the late 90s, then the change from Classic Mac OS to Mac OS X in the early 2000s and the change from PowerPC to Intel x86 CPUs in 2006. These have been some massive changes, and I’ve dealt with the fallout of each and every one of them. In every case, Apple have had backwards compatibility for a period of time, however there is always disruption during the transition period.
Like with the transition from PowerPC to Intel, with Rosetta adding a translation layer so that the new CPUs could execute code for the outgoing architecture, Apple have Rosetta 2 which will emulate Intel x86 code on ARM CPUs. My experiences with Rosetta back in 2006 was that the performance was adequate, but not stellar. Although Apple’s ARM CPUs will reportedly have higher performance than their Intel equivalents, there will always be a hit to performance running emulated code. I’m sure that this time around the hit will be minimal, as Apple will have likely built functionality into their CPUs to aid emulation performance.
Ars Technica have some good roundups of the announcements:
Apple’s Roadmap for moving from Intel to ARM.
macOS 11 Big Sur (which, you can see from the slug was originally assumed to be macOS 10.16)
tvOS, AirPods and other tech announcements.
Posted in System Administration
Kai Howells on Installing PowerShell on macOS for remote administration of Microsoft 365
Edgar on Installing PowerShell on macOS for remote administration of Microsoft 365
Stefan on Hacking the Bose Sleepbuds
Kai Howells on Hacking the Bose Sleepbuds
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Table of Contents - MA000065
Professional Employees Award 2010
Part 1—Application and Operation
2. Commencement and transitional
4. Coverage
5. Access to the award and the National Employment Standards
6. The National Employment Standards and this award
7. Award flexibility
8. Facilitative provision
9. Consultation
Part 2—Types of Employment and Termination of Employment
11. Types of employment
12. Termination of employment
13. Redundancy
Part 3—Minimum Wages and Related Matters
14. Classifications
15. Minimum wages
16. Allowances
16A. Payment of wages
17. Superannuation
Part 4—Hours of Work and Related Matters
18. Ordinary hours of work and rostering
Part 5—Leave and Public Holidays
19. Annual leave
20. Personal/carer’s leave and compassionate leave
21. Community service leave
22. Public holidays
23. Leave to deal with Family and Domestic Violence
SCHEDULE A—TRANSITIONAL PROVISIONS
SCHEDULE B—CLASSIFICATION STRUCTURE AND DEFINITIONS
SCHEDULE C—AGREEMENT TO TAKE ANNUAL LEAVE IN ADVANCE
SCHEDULE D—AGREEMENT TO CASH OUT ANNUAL LEAVE
This Fair Work Commission consolidated modern award incorporates all amendments up to and including 16 October 2018 (PR610093).
Clause(s) affected by the most recent variation(s):
16A—Payment of wages
Current review matter(s):AM2014/47;AM2014/190;AM2014/196;AM2014/197;AM2014/281;AM2014/300;AM2014/301;AM2015/1;AM2015/2;AM2015/6;AM2016/15;AM2016/8
[Varied by PR991573,PR546288,PR583057,PR609383, PR610093]
This award is the Professional Employees Award 2010.
[Varied by PR991573,PR542185]
2.1 This award commences on 1 January 2010.
2.2 The monetary obligations imposed on employers by this award may be absorbed into overaward payments. Nothing in this award requires an employer to maintain or increase any overaward payment.
2.3 This award contains transitional arrangements which specify when particular parts of the award come into effect. Some of the transitional arrangements are in clauses in the main part of the award. There are also transitional arrangements in Schedule A. The arrangements in Schedule A deal with:
●minimum wages and piecework rates
●casual or part-time loadings
●Saturday,Sunday,public holiday,evening or other penalties
●shift allowances/penalties.
[2.4 varied by PR542185 ppc 04Dec13]
2.4 Neither the making of this award nor the operation of any transitional arrangements is intended to result in a reduction in the take-home pay of employees covered by the award. On application by or on behalf of an employee who suffers a reduction in take-home pay as a result of the making of this award or the operation of any transitional arrangements,the Fair Work Commission may make any order it considers appropriate to remedy the situation.
2.5 The Fair Work Commission may review the transitional arrangements in this award and make a determination varying the award.
2.6 The Fair Work Commission may review the transitional arrangements:
(a) on its own initiative;or
(b) on application by an employer,employee,organisation or outworker entity covered by the modern award;or
(c) on application by an organisation that is entitled to represent the industrial interests of one or more employers or employees that are covered by the modern award;or
(d) in relation to outworker arrangements,on application by an organisation that is entitled to represent the industrial interests of one or more outworkers to whom the arrangements relate.
[Varied by PR991335,PR994537,PR997772,PR503697,PR546041]
3.1 In this award,unless the contrary intention appears:
Act means the Fair Work Act 2009 (Cth)
[Definition of agreement-based transitional instrument inserted by PR994537 from 01Jan10]
agreement-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
award-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
carry includes transmit,switch or receive
communications includes any communication whether between persons and persons,things and things or persons and things,and whether in the form of:
(a) speech,music,or other sounds;
(b) data;
(c) text;
(d) visual images,whether or not animated;or
(e) signals,
in any other form or other combination of forms
core competency standards means the competency standards developed for a graduate’s relevant professional discipline. Progress by a graduate towards attaining core competency standards will be assessed by comparison with the specified performance criteria.
[Definition of default fund employee inserted by PR546041 ppc 01Jan14]
default fund employee means an employee who has no chosen fund within the meaning of the Superannuation Guarantee (Administration) Act 1992 (Cth)
[Definition of defined benefit member inserted by PR546041 ppc 01Jan14]
defined benefit member has the meaning given by the Superannuation Guarantee (Administration) Act 1992 (Cth)
diplomate means a Qualified scientist who has completed the requirements for the award of an institute of technology diploma qualifying a person in accordance with the Academic Schedule
[Definition of Division 2B State award inserted by PR503697 ppc 01Jan11]
Division 2B State award has the meaning in Schedule 3A of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
[Definition of Division 2B State employment agreement inserted by PR503697 ppc 01Jan11]
Division 2B State employment agreement has the meaning in Schedule 3A of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
[Definition of employee substituted by PR997772 from 01Jan10]
employee means national system employee within the meaning of the Act
[Definition of employer substituted by PR997772 from 01Jan10]
employer means national system employer within the meaning of the Act
enterprise award-based instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
[Definition of exempt public sector superannuation scheme inserted by PR546041 ppc 01Jan14]
exempt public sector superannuation scheme has the meaning given by the Superannuation Industry (Supervision) Act 1993 (Cth)
in-service training means the formal and/or informal work-related learning activities undertaken by a technology based graduate through opportunities provided by the employer,which contribute to professional development and efficiency. This includes supervised and unsupervised work experience to increase the breadth and/or depth of knowledge and the skills acquired by the graduate in specific areas of professional practice.
[Definition of MySuper product inserted by PR546041 ppc 01Jan14]
MySuper product has the meaning given by the Superannuation Industry (Supervision) Act 1993 (Cth)
NES means the National Employment Standards as contained in sections 59 to 131 of the Fair Work Act 2009 (Cth)
[Definition of on-hire inserted by PR994537 from 01Jan10]
on-hire means the on-hire of an employee by their employer to a client,where such employee works under the general guidance and instruction of the client or a representative of the client
supervision means the oversight,direction,instruction,guidance and/or support provided to a graduate by the experienced professional responsible for ensuring the graduate is not placed in situations where required to function beyond their competence
[Definition of transitional minimum wage instrument inserted by PR994537 from 01Jan10]
transitional minimum wage instrument has the meaning in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
3.2 Engineering stream
Experienced engineer means a Professional engineer with the undermentioned qualifications engaged in any particular employment where the adequate discharge of any portion of the duties requires qualifications of the employee as (or at least equal to those of) a member of Engineers Australia. The qualifications are as follows:
(a) membership of Engineers Australia;or
(b) having graduated in a four or five year course at a university recognised by Engineers Australia,four years’experience on professional engineering duties since becoming a Qualified engineer;or
(c) not having so graduated,five years of such experience.
Graduate engineer means a person who is the holder of a university degree (four or five year course) recognised by Engineers Australia or is the holder of a degree,diploma or other testamur which:
(d) has been issued by a technical university,an institute of technology,a European technical high school (technische hochschule) or polytechnic or other similar educational establishment;and
(e) is recognised by Engineers Australia as attaining a standard similar to a university degree;and has been issued following:
(i) a course of not less than four years duration for a full-time course after a standard of secondary education not less than the standard of examination for matriculation to an Australian university;or
(ii) a part-time course of sufficient duration to obtain a similar standard as a four year full-time course after a similar standard of secondary education.
Professional engineer means a person qualified to carry out professional engineering duties as defined. The term Professional engineer will embrace and include Graduate engineer and Experienced engineer as defined in this clause.
professional engineering duties means duties carried out by a person in any particular employment,the adequate discharge of any portion of which duties requires qualifications of the employee as (or at least equal to those of) a graduate member of Engineers Australia
3.3 Information technology and telecommunications services stream
information technology industry means:
(a) the design and manufacture of computers and computer peripherals;
(b) the design and manufacture of telecommunications equipment;
(c) the design and manufacture of computer software;
(d) computer system installation,repair and maintenance;
(e) computer consultancy services;
(f) computer programming;
(g) system analysis services;
(h) the design,development and maintenance of online internet architecture and the facilitation of online content management;or
(i) activities which are incidental,ancillary or complementary to the activities set out in this definition.
Experienced information technology employee means a professional information technology employee with the undermentioned qualifications in any particular employment the adequate discharge of any portion of the duties of which employment requires:
(a) that they have graduated with a university degree,with a science or information technology major (three,four or five year course) and had four years’experience on professional information technology duties since graduating;or
(b) that they,not having so graduated,have sufficient qualifications and experience to be eligible for admission as a member of the Australian Computer Society plus a further four years’experience on professional information technology duties.
Graduate information technology employee means a person who:
(a) holds a university degree with a science or information technology major (three,four or five year course) accredited by the Australian Computer Society at professional level;or
(b) has sufficient qualifications and experience to be eligible for admission as a member of the Australian Computer Society.
professional information technology duties means duties carried out by a person in any particular employment the adequate discharge of any portion of which duties requires a person to:
(a) hold a university degree with a science or information technology major (three,four or five year course) accredited by the Australian Computer Society at professional level;or
(b) have sufficient qualifications and experience to be eligible for admission as a member of the Australian Computer Society.
Professional information technology employee means an adult person qualified to carry out professional information technology duties as defined. The term Professional information technology employee will embrace and include Graduate information technology employee and Experienced information technology employee as defined.
telecommunications service means a service for carrying communications by means of guided or unguided electromagnetic energy or both
telecommunications services industry means:
(a) the supply and/or installation and/or maintenance of telecommunications services;or
(b) the supply and/or installation and/or maintenance of value added telecommunications services;or
(c) incidental,ancillary or complementary to the supply and/or installation and/or maintenance of telecommunications services;or
(d) the installation and/or maintenance of telecommunications equipment and line.
3.4 Scientist Stream
Experienced scientist means a Professional scientist possessing the following qualifications and engaged in any particular employment,the adequate discharge of any portion of the duties of which,requires the possession of such qualifications.
The qualifications are:
(a) that they will have had further experience on professional scientific duties,after obtaining their degree or diploma,as follows:
(i) when a graduate (four or five year course) –four years’experience;
(ii) when a graduate (three year course) –five years’experience,or
(b) that they possess qualifications acceptable to:
(i) the Royal Australian Chemical Institute for admission to the grade of Associate member;or
(ii) the Australian Institute of Physics for admission to the grade of member;or
(iii) the Australasian Institute of Mining and Metallurgy for admission to the grade of Associate member;or
(iv) the Australian Institute of Food Science and Technology for admission to the grade of Associate member.
Professional scientist means a person qualified to carry out professional scientific duties as defined. The term Professional scientist will embrace and include Qualified scientist and Experienced scientist as defined.
professional scientific duties means duties carried out by a person in any particular employment,the adequate discharge of any portion of which duties requires academic qualifications of the employee as specified in the academic schedule below:
[Academic schedule inserted by PR994537 from 01Jan10]
(a) A degree in science from an Australian,New Zealand or United Kingdom university or from an Australian tertiary educational institution.
(b) Academic qualifications acceptable to the Royal Australian Chemical Institute for admission to the grade of corporate membership.
(c) Academic qualifications acceptable to The Australian Institute of Physics for admission to the grades of graduate membership or corporate membership.
(d) Academic qualifications in metallurgy,metallurgical engineering or technology acceptable to either the Australasian Institute of Mining and Metallurgy for admission to the grade of junior or corporate membership,or the Institution of Metallurgists (London) for admission to the grades of graduate or associate membership.
(e) Academic qualifications acceptable to the Australian Institute of Agricultural Science for admission to the grade of corporate membership.
(f) Academic qualifications acceptable to the Australian Institute of Food Science and Technology for admission to the grades of graduate or corporate membership.
(g) Academic qualifications acceptable to a pharmacy board or council within the Commonwealth of Australia provided that the award will not apply to pharmacists employed in a retail pharmacy shop.
[3.4(c) deleted by PR994537 from 01Jan10]
3.5 Qualified scientist means a Professional scientist other than an Experienced scientist as defined,that is,a person possessing academic qualifications as specified in the academic schedule
3.6 Quality auditing stream
quality auditing industry means that industry the participants in which provide advisory,auditing and assessment services to companies which are pursuing quality improvement programs (in compliance with the International Standards Organisations quality standards)
quality auditor/senior (lead) quality auditor means for the purposes of this award the classifications as outlined in Schedule B—Classification Structure and Definitions
Quality auditing means the duties carried out by a person in any particular employment within the quality auditing industry,the adequate discharge of any portion of which duties requires qualifications.
The educational qualifications and experiences are as follows:
(a) Auditors will have successfully completed a course of study,after completing secondary education,involving a minimum of 600 hours direct contact and leading to an award from a recognised body,college or university. Equivalent distance learning courses or corporate/professional membership of a recognised professional institution will also be recognised.
(b) In all cases,documentary evidence of the educational standard claimed will be required. Copies of degrees or certificates will be required as objective evidence to satisfy the educational requirement. Verification of the awards will be as follows:
(i) originals (which are to be returned after sighting by an officer of the auditor certification body);
(ii) photocopies which have been signed as verified by one of the applicant’s sponsors;or
(iii) a letter from the qualifying authority,e.g. university or college,confirming the award made.
(c) As an alternative,auditors may be considered for certification if they can demonstrate eight years full-time work experience and satisfy the auditor certification body they have achieved a satisfactory educational standard including communication oral and written skills necessary to conduct and/or manage audits.
Auditors will have a minimum of two years’relevant experience in the implementation and/or application of quality management systems which provides the practical knowledge necessary to effectively audit such systems. The quality management system experience required may be concurrent with work experience,but must have been achieved in the six years prior to initial certification.
Auditing experience requirement
(a) All levels of auditor will maintain an audit log in order to demonstrate that their auditing experience was gained under the prescribed conditions and within the required time frame.
(b) For all levels of auditor,only independent audits satisfy the auditing experience requirements. The auditor and the auditor’s organisation will have independent management and operating structure from the audited organisation. Examples of acceptable relationships are:
(i) a head office audit of a plant or division;
(ii) one division of plant auditing another division or plant;
(iii) a customer organisation auditing a supplier;
(iv) a third party certification audit;or
(v) a consultant contracted to provide an independent audit.
3.7 Where this award refers to a condition of employment provided for in the NES,the NES definition applies.
4.1 This award covers employers throughout Australia with respect to their employees performing professional engineering and professional scientific duties who are covered by the classifications in Schedule B—Classification Structure and Definitions of the award and those employees.
4.2 This award covers employers throughout Australia principally engaged in the information technology industry,the quality auditing industry or the telecommunications services industry and their employees who are covered by the classifications in Schedule B.
[4.3 varied by PR992791 from 22Jan10]
4.3 The award does not cover employees who are covered by the following awards:
(a) Airport Employees Award 2010;
(b) Black Coal Mining Industry Award 2010;
(c) Electrical Power Industry Award 2010;
(d) Port Authorities Award 2010;
(e) Rail Industry Award 2010;
(f) State Government Agencies Administration Award 2010;and
(g) Water Industry Award 2010.
4.4 The award does not cover employees of a local government covered by another award.
4.5 The award does not cover an employee excluded from award coverage by the Act.
4.6 The award does not cover employees who are covered by a modern enterprise award,or an enterprise instrument (within the meaning of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)),or employers in relation to those employees.
[New 4.7,4.8 and 4.9 inserted by PR994537 from 01Jan10]
4.7 The award does not cover employees who are covered by a State reference public sector modern award,or a State reference public sector transitional award (within the meaning of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 (Cth)),or employers in relation to those employees.
4.8 This award covers any employer which supplies labour on an on-hire basis in the industries set out in clauses 4.1 and 4.2 in respect of on-hire employees in classifications covered by this award,and those on-hire employees,while engaged in the performance of work for a business in those industries. This subclause operates subject to the exclusions from coverage in this award.
4.9 This award covers any employer which supplies on-hire employees in classifications set out in Schedule B and those on-hire employees,if the employer is not covered by another modern award containing a classification which is more appropriate to the work performed by the employee. This subclause operates subject to the exclusions from coverage in this award.
[4.7 renumbered as 4.10 by PR994537 from 01Jan10]
4.10 Where an employer is covered by more than one award,an employee of that employer is covered by the award classification which is most appropriate to the work performed by the employee and to the environment in which the employee normally performs the work.
NOTE:Where there is no classification for a particular employee in this award it is possible that the employer and that employee are covered by an award with occupational coverage.
The employer must ensure that copies of this award and the NES are available to all employees to whom they apply either on a noticeboard which is conveniently located at or near the workplace or through electronic means,whichever makes them more accessible.
The NES and this award contain the minimum conditions of employment for employees covered by this award.
[Varied by PR542185]
7.1 Notwithstanding any other provision of this award,an employer and an individual employee may agree to vary the application of certain terms of this award to meet the genuine individual needs of the employer and the individual employee. The terms the employer and the individual employee may agree to vary the application of are those concerning:
(a) arrangements for when work is performed;
(b) overtime rates;
(c) penalty rates;
(d) allowances;and
(e) leave loading.
7.2 The employer and the individual employee must have genuinely made the agreement without coercion or duress. An agreement under this clause can only be entered into after the individual employee has commenced employment with the employer.
7.3 The agreement between the employer and the individual employee must:
(a) be confined to a variation in the application of one or more of the terms listed in clause 7.1;and
[7.3(b) varied by PR542185 ppc 04Dec13]
(b) result in the employee being better off overall at the time the agreement is made than the employee would have been if no individual flexibility agreement had been agreed to.
7.4 The agreement between the employer and the individual employee must also:
(a) be in writing,name the parties to the agreement and be signed by the employer and the individual employee and,if the employee is under 18 years of age,the employee’s parent or guardian;
(b) state each term of this award that the employer and the individual employee have agreed to vary;
(c) detail how the application of each term has been varied by agreement between the employer and the individual employee;
(d) detail how the agreement results in the individual employee being better off overall in relation to the individual employee’s terms and conditions of employment;and
(e) state the date the agreement commences to operate.
7.5 The employer must give the individual employee a copy of the agreement and keep the agreement as a time and wages record.
7.6 Except as provided in clause 7.4(a) the agreement must not require the approval or consent of a person other than the employer and the individual employee.
7.7 An employer seeking to enter into an agreement must provide a written proposal to the employee. Where the employee’s understanding of written English is limited the employer must take measures,including translation into an appropriate language,to ensure the employee understands the proposal.
7.8 The agreement may be terminated:
[7.8(a) varied by PR542185 ppc 04Dec13]
(a) by the employer or the individual employee giving 13 weeks’notice of termination,in writing,to the other party and the agreement ceasing to operate at the end of the notice period;or
(b) at any time,by written agreement between the employer and the individual employee.
[Note inserted by PR542185 ppc 04Dec13]
Note:If any of the requirements of s.144(4),which are reflected in the requirements of this clause,are not met then the agreement may be terminated by either the employee or the employer,giving written notice of not more than 28 days (see s.145 of the Fair Work Act 2009 (Cth)).
[New 7.9 inserted by PR542185 ppc 04Dec13]
7.9 The notice provisions in clause 7.8(a) only apply to an agreement entered into from the first full pay period commencing on or after 4 December 2013. An agreement entered into before that date may be terminated in accordance with clause 7.8(a),subject to four weeks’notice of termination.
[7.9 renumbered as 7.10 by PR542185 ppc 04Dec13]
7.10 The right to make an agreement pursuant to this clause is in addition to,and is not intended to otherwise affect,any provision for an agreement between an employer and an individual employee contained in any other term of this award.
8.1 This award contains facilitative provisions which allow agreement between an employer and/or majority of employees on how the award provisions are to apply at the workplace or enterprise level.
8.2 The following lists the facilitative provisions and the level of agreement required:
Ordinary hours of duty work rostered,by individual agreement
22.2(a)
Public holidays,by majority agreement
22.2(b)
Public holidays,by individual agreement
8.3 Agreements made pursuant to clause 8.2 must be recorded in writing and be available to every affected employee on request.
8.4 Facilitative provisions are not to be used as a device to avoid award obligations nor should they result in unfairness to an employee or employees covered by this award.
[9—Consultation regarding major workplace change renamed and substituted by PR546288 ppc 01Jan14]
9.1 Consultation regarding major workplace change
(a) Employer to notify
(i) Where an employer has made a definite decision to introduce major changes in production,program,organisation,structure or technology that are likely to have significant effects on employees,the employer must notify the employees who may be affected by the proposed changes and their representatives,if any.
(ii) Significant effects include termination of employment;major changes in the composition,operation or size of the employer’s workforce or in the skills required;the elimination or diminution of job opportunities,promotion opportunities or job tenure;the alteration of hours of work;the need for retraining or transfer of employees to other work or locations;and the restructuring of jobs. Provided that where this award makes provision for alteration of any of these matters an alteration is deemed not to have significant effect.
(b) Employer to discuss change
(i) The employer must discuss with the employees affected and their representatives,if any,the introduction of the changes referred to in clause 9.1(a),the effects the changes are likely to have on employees and measures to avert or mitigate the adverse effects of such changes on employees and must give prompt consideration to matters raised by the employees and/or their representatives in relation to the changes.
(ii) The discussions must commence as early as practicable after a definite decision has been made by the employer to make the changes referred to in clause 9.1(a).
(iii) For the purposes of such discussion,the employer must provide in writing to the employees concerned and their representatives,if any,all relevant information about the changes including the nature of the changes proposed,the expected effects of the changes on employees and any other matters likely to affect employees provided that no employer is required to disclose confidential information the disclosure of which would be contrary to the employer’s interests.
9.2 Consultation about changes to rosters or hours of work
(a) Where an employer proposes to change an employee’s regular roster or ordinary hours of work,the employer must consult with the employee or employees affected and their representatives,if any,about the proposed change.
(b) The employer must:
(i) provide to the employee or employees affected and their representatives,if any,information about the proposed change (for example,information about the nature of the change to the employee’s regular roster or ordinary hours of work and when that change is proposed to commence);
(ii) invite the employee or employees affected and their representatives,if any,to give their views about the impact of the proposed change (including any impact in relation to their family or caring responsibilities);and
(iii) give consideration to any views about the impact of the proposed change that are given by the employee or employees concerned and/or their representatives.
(c) The requirement to consult under this clause does not apply where an employee has irregular,sporadic or unpredictable working hours.
(d) These provisions are to be read in conjunction with other award provisions concerning the scheduling of work and notice requirements.
10.1 In the event of a dispute about a matter under this award,or a dispute in relation to the NES,in the first instance the parties must attempt to resolve the matter at the workplace by discussions between the employee or employees concerned and the relevant supervisor. If such discussions do not resolve the dispute,the parties will endeavour to resolve the dispute in a timely manner by discussions between the employee or employees concerned and more senior levels of management as appropriate.
[10.2 varied by PR542185 ppc 04Dec13]
10.2 If a dispute about a matter arising under this award or a dispute in relation to the NES is unable to be resolved at the workplace,and all appropriate steps under clause 10.1 have been taken,a party to the dispute may refer the dispute to the Fair Work Commission.
10.3 The parties may agree on the process to be utilised by the Fair Work Commission including mediation,conciliation and consent arbitration.
10.4 Where the matter in dispute remains unresolved,the Fair Work Commission may exercise any method of dispute resolution permitted by the Act that it considers appropriate to ensure the settlement of the dispute.
10.5 An employer or employee may appoint another person,organisation or association to accompany and/or represent them for the purposes of this clause.
10.6 While the dispute resolution procedure is being conducted,work must continue in accordance with this award and the Act. Subject to applicable occupational health and safety legislation,an employee must not unreasonably fail to comply with a direction by the employer to perform work,whether at the same or another workplace,that is safe and appropriate for the employee to perform.
11.1 Contract of employment
Employment may be full-time,part-time or casual.
11.2 Full-time employment
Any person not specifically engaged as being a part-time or casual employee is for all purposes of this award a full-time employee unless otherwise specified.
11.3 Part-time employment
(a) An employee may be engaged for a specified number of ordinary hours each week being less than those hours prescribed in clause 18—Ordinary hours of work and rostering.
(b) Such an employee will be paid pro rata the appropriate annual rate for the classification prescribed in clause 15—Minimum wages and will receive other conditions under this award at the same pro rata rate.
(c) Any employee engaged on a full-time basis will not be converted to a part-time basis as set out in this clause without the employee’s written agreement.
11.4 Casual employment
(a) An employee may be engaged as a casual and must be paid an hourly rate calculated by converting the appropriate annual rate for the classification prescribed in clause 15 to an hourly rate and adding a loading of 25%.
(b) Such loading is paid to compensate such casual employees for lack of continuity in employment,paid leave,termination and other employment benefits of a full-time or part-time employee.
[11.4(c) inserted by PR700677 ppc 01Oct18]
(c) A casual employee must be engaged and paid for at least 2 consecutive hours of work on each occasion they are required to attend work.
11.5 Right to request casual conversion
[New 11.5 inserted by PR700602 ppc 01Oct18]
(a) A person engaged by a particular employer as a regular casual employee may request that their employment be converted to full-time or part-time employment.
(b) A regular casual employee is a casual employee who has in the preceding period of 12 months worked a pattern of hours on an ongoing basis which,without significant adjustment,the employee could continue to perform as a full-time employee or part-time employee under the provisions of this award.
(c) A regular casual employee who has worked equivalent full-time hours over the preceding period of 12 months’casual employment may request to have their employment converted to full-time employment.
(d) A regular casual employee who has worked less than equivalent full-time hours over the preceding period of 12 months’casual employment may request to have their employment converted to part-time employment consistent with the pattern of hours previously worked.
(e) Any request under this subclause must be in writing and provided to the employer.
(f) Where a regular casual employee seeks to convert to full-time or part-time employment,the employer may agree to or refuse the request,but the request may only be refused on reasonable grounds and after there has been consultation with the employee.
(g) Reasonable grounds for refusal include that:
(i) it would require a significant adjustment to the casual employee’s hours of work in order for the employee to be engaged as a full-time or part-time employee in accordance with the provisions of this award –that is,the casual employee is not truly a regular casual employee as defined in paragraph (b);
(ii) it is known or reasonably foreseeable that the regular casual employee’s position will cease to exist within the next 12 months;
(iii) it is known or reasonably foreseeable that the hours of work which the regular casual employee is required to perform will be significantly reduced in the next 12 months;or
(iv) it is known or reasonably foreseeable that there will be a significant change in the days and/or times at which the employee’s hours of work are required to be performed in the next 12 months which cannot be accommodated within the days and/or hours during which the employee is available to work.
(h) For any ground of refusal to be reasonable,it must be based on facts which are known or reasonably foreseeable.
(i) Where the employer refuses a regular casual employee’s request to convert,the employer must provide the casual employee with the employer’s reasons for refusal in writing within 21 days of the request being made. If the employee does not accept the employer’s refusal,this will constitute a dispute that will be dealt with under the dispute resolution procedure in clause 10. Under that procedure,the employee or the employer may refer the matter to the Fair Work Commission if the dispute cannot be resolved at the workplace level.
(j) Where it is agreed that a casual employee will have their employment converted to full-time or part-time employment as provided for in this clause,the employer and employee must discuss and record in writing:
(i) the form of employment to which the employee will convert –that is,full-time or part-time employment;and
(ii) if it is agreed that the employee will become a part-time employee,the employee’s hours of work fixed in accordance with clause 11.3.
(k) The conversion will take effect from the start of the next pay cycle following such agreement being reached unless otherwise agreed.
(l) Once a casual employee has converted to full-time or part-time employment,the employee may only revert to casual employment with the written agreement of the employer.
(m) A casual employee must not be engaged and re-engaged (which includes a refusal to re-engage),or have their hours reduced or varied,in order to avoid any right or obligation under this clause.
(n) Nothing in this clause obliges a regular casual employee to convert to full-time or part-time employment,nor permits an employer to require a regular casual employee to so convert.
(o) Nothing in this clause requires an employer to increase the hours of a regular casual employee seeking conversion to full-time or part-time employment.
(p) An employer must provide a casual employee,whether a regular casual employee or not,with a copy of the provisions of this subclause within the first 12 months of the employee’s first engagement to perform work. In respect of casual employees already employed as at 1 October 2018,an employer must provide such employees with a copy of the provisions of this subclause by 1 January 2019.
(q) A casual employee’s right to request to convert is not affected if the employer fails to comply with the notice requirements in paragraph (p).
11.6 Notification of conditions of employment
[11.5 renumbered as 11.6 by PR700602 ppc 01Oct18]
Employees engaged or employed by an employer covered by this award must be advised in writing by the employer of the conditions under which the employee is to be employed.
11.7 Notification of responsibility level
An employee must on appointment and/or upon request be informed by their employer of the responsibility level as described in Schedule B—Classification Structure and Definitions which the employer considers relevant to the employee’s employment having regard to the duties performed by the employee concerned.
11.8 Evidence of qualifications
(a) An employee who is employed under this award or who is an applicant for employment covered by this award,must if and when required to do so by the employer,produce to the employer written evidence that they possess or have acquired the qualifications of a Qualified engineer,Experienced engineer,Qualified scientist,Experienced scientist,Graduate information technology employee or Experienced information technology employee.
(b) Where an employee has failed to produce to the employer written evidence that they possess or have acquired the relevant qualifications and the employee subsequently claims to be entitled to payment at a rate prescribed by this award,it will be a defence to the employer if the employer establishes that during the said period the employer did not know and had no reason to believe that the employee had acquired the qualifications of a Qualified engineer,Experienced engineer,Qualified scientist,Experienced scientist,Graduate information technology employee or Experienced information technology employee.
11.9 Professional development
(a) It is understood and accepted that it is the responsibility of the employees to keep themselves informed of developments in their profession and to develop their professional knowledge and ability,and that it is appropriate for employees to be encouraged to undertake self-development programs.
(b) Where the employee and the employer agree that an activity be undertaken by the employee as a component of a structured training program,the employer will meet all costs associated with the training.
12.1 Notice of termination is provided for in the NES.
12.2 Instead of s.117(3)(a) of the Act,in order to terminate the employment of an employee the employer must give the employee one month’s notice.
12.3 Notice of termination by an employee
The notice of termination required to be given by an employee is the same as that required of an employer except that there is no requirement on the employee to give additional notice based on the age of the employee concerned. If an employee fails to give the required notice the employer may withhold from any monies due to the employee on termination under this award or the NES,an amount not exceeding the amount the employee would have been paid under this award in respect of the period of notice required by this clause less any period of notice actually given by the employee.
12.4 Job search entitlement
Where an employer has given notice of termination to an employee,an employee must be allowed up to one day’s time off without loss of pay for the purpose of seeking other employment. The time off is to be taken at times that are convenient to the employee after consultation with the employer.
[Varied by PR994537,PR503697,PR561478]
13.1 Redundancy pay is provided for in the NES.
13.2 Transfer to lower paid duties
Where an employee is transferred to lower paid duties by reason of redundancy,the same period of notice must be given as the employee would have been entitled to if the employment had been terminated and the employer may,at the employer’s option,make payment instead of an amount equal to the difference between the former ordinary time rate of pay and the ordinary time rate of pay for the number of weeks of notice still owing.
13.3 Employee leaving during notice period
An employee given notice of termination in circumstances of redundancy may terminate their employment during the period of notice. The employee is entitled to receive the benefits and payments they would have received under this clause had they remained in employment until the expiry of the notice,but is not entitled to payment instead of notice.
(a) An employee given notice of termination in circumstances of redundancy must be allowed up to one day’s time off without loss of pay during each week of notice for the purpose of seeking other employment.
(b) If the employee has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment,the employee must,at the request of the employer,produce proof of attendance at an interview or they will not be entitled to payment for the time absent. For this purpose a statutory declaration is sufficient.
(c) This entitlement applies instead of clause 12.4.
13.5 Transitional provisions –NAPSA employees
[13.5 varied by PR994537;renamed by PR503697;13.5 deleted by PR561478 ppc 05Mar15]
13.6 Transitional provisions –Division 2B State employees
[13.6 inserted by PR503697;13.6 deleted by PR561478 ppc 05Mar15]
The classification definitions in Schedule B—Classification Structure and Definitions will apply.
[15 varied by PR997943,PR509096,PR522927,PR536730,PR551653,PR566741,PR579835,PR592163,PR606390 ppc 01Jul18]
The minimum annual wages payable to full-time employees in the classifications defined in Schedule B—Classification Structure and Definitions are:
Annual wages
Level 1 Graduate professional
Pay point 1.1 (3 year degree)
Pay point 1.1 (4 or 5 year degree)
Pay point 1.2
Level 2 Experienced professional/quality auditor
Level 3 Professional/senior (lead) quality auditor
Level 4 Professional
To view the current monetary amounts of work-related allowances refer to the Allowances Sheet.
[Varied by PR994537,PR523048,PR536851,PR551774]
16.1 Travelling expenses and travelling time
An employee will be reimbursed all reasonable expenses (including accommodation,meals and out-of-pocket expenses directly related to their employment) incurred while travelling on their employer’s business. Reasonable compensation for excess travel time will be agreed upon.
16.2 Vehicle allowance
[16.2 varied by PR523048,PR536851,PR551774 ppc 01Jul14]
In cases where it is mutually agreed that an employee will be required to use their private vehicle on the employer’s business,the employee will be paid reasonable compensation,but in no case will the employee receive payment at a rate less than $0.78 per kilometre travelled.
16.3 Equipment and special clothing
Except where an employee elects to provide equipment and special clothing,the employer will provide free of cost,all such equipment and special clothing reasonably required for the adequate discharge of duties. Such equipment or clothing will remain the property of the employer.
16.4 Adjustment of expense related allowances
[16.4(a) substituted by PR994537 from 01Jan10]
(a) At the time of any adjustment to wages as a result of an annual wage review,each expense related allowance will be increased by the relevant adjustment factor. The relevant adjustment factor for this purpose is the percentage movement in the applicable index figure most recently published by the Australian Bureau of Statistics since the allowance was last adjusted.
(b) The applicable index figure is the index figure published by the Australian Bureau of Statistics for the Eight Capitals Consumer Price Index (Cat No. 6401.0),as follows:
Applicable Consumer Price Index figure
Vehicle allowance
Private motoring sub-group
[16A inserted by PR610093 ppc 01Nov18]
16A.1 Payment on termination of employment
(a) The employer must pay an employee no later than 7 days after the day on which the employee’s employment terminates:
(i) the employee’s wages under this award for any complete or incomplete pay period up to the end of the day of termination;and
(ii) all other amounts that are due to the employee under this award and the NES.
(b) The requirement to pay wages and other amounts under paragraph (a) is subject to further order of the Commission and the employer making deductions authorised by this award or the Act.
Note 1:Section 117(2) of the Act provides that an employer must not terminate an employee’s employment unless the employer has given the employee the required minimum period of notice or “has paid”to the employee payment instead of giving notice.
Note 2:Paragraph (b) allows the Commission to make an order delaying the requirement to make a payment under this clause. For example,the Commission could make an order delaying the requirement to pay redundancy pay if an employer makes an application under s.120 of the Act for the Commission to reduce the amount of redundancy pay an employee is entitled to under the NES.
Note 3:State and Territory long service leave laws or long service leave entitlements under s.113 of the Act,may require an employer to pay an employee for accrued long service leave on the day on which the employee’s employment terminates or shortly after.
17.1 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.
(b) The rights and obligations in these clauses supplement those in superannuation legislation.
17.2 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.
17.3 Voluntary employee contributions
(a) 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 17.2.
(b) 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.
(c) The employer must pay the amount authorised under clauses 17.3(a) or (b) no later than 28 days after the end of the month in which the deduction authorised under clauses 17.3(a) or (b) was made.
17.4 Superannuation fund
[17.4 varied by PR994537 from 01Jan10]
Unless,to comply with superannuation legislation,the employer is required to make the superannuation contributions provided for in clause 17.2 to another superannuation fund that is chosen by the employee,the employer must make the superannuation contributions provided for in clause 17.2 and pay the amount authorised under clauses 17.3(a) or (b) to one of the following superannuation funds or its successor:
(a) AustralianSuper;
(b) Tasplan;
(c) Statewide Superannuation Trust;
[17.4(d) varied by PR546041 ppc 01Jan14]
(d) 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 scheme;or
[17.4(e) inserted by PR546041 ppc 01Jan14]
(e) a superannuation fund or scheme which the employee is a defined benefit member of.
18.1 For the purpose of the NES,ordinary hours of work under this award are 38 per week. An employee who by agreement with their employer is working a regular cycle (including shorter or longer hours) must not have ordinary hours of duty which exceed an average of 38 hours per week over the cycle.
18.2 Employers will compensate for:
(a) time worked regularly in excess of ordinary hours of duty;
(b) time worked on call-backs;
(c) time spent standing by in readiness for a call-back;
(d) time spent carrying out professional engineering duties or professional scientific/information technology duties outside of the ordinary hours of duty over the telephone or via remote access arrangements;or
(e) time worked on afternoon,night or weekend shifts.
18.3 Compensation may include:
(a) granting special additional leave;
(b) granting special additional remuneration;
(c) taking this factor into account in the fixation of annual remuneration;or
(d) granting a special allowance or loading.
Provided that,where relevant,such compensation or remuneration will include consideration of the penalty rate or equivalent and the conditions as applicable from time to time to the majority of employees employed in a particular establishment in which the employee is employed.
18.4 The compensation and/or remuneration will be reviewed annually to ensure that it is set at an appropriate level having regard to the factors listed in this clause.
18.5 Transfers
Where an employee is transferred permanently from day work to shiftwork or from shiftwork to day work,such employee should receive at least one month’s notice. However,the employer and the employee may agree on a lesser period of notice.
19.1 Annual leave is provided for in the NES.
19.2 An employee must be paid a loading calculated at the rate of 17.5% of their base rate of pay,provided that:
(a) In no case will there be an entitlement to an amount in excess of the ABS average weekly earnings for all males (Australia) for the preceding September quarter of the year preceding the year in which the date of the accrual of the annual leave falls.
(b) Where an employee is in receipt of remuneration from their employer which is related to their annual leave loading and which is established as being of equivalent value to or greater value than the loading provided by this clause,no further entitlement will accrue. Where the benefit is of a lesser value than equivalent value then the employer must make up the benefit to that value.
19.3 Definition of shiftworker
[19.3 substituted by PR567245 ppc 27May15]
For the purpose of the additional week of annual leave provided for in the NES,a shiftworker is a seven day shiftworker who is regularly rostered to work on Sundays and public holidays.
19.4 Annual close-down
Where an employer closes down the enterprise,or a section or sections thereof,for the purposes of allowing annual leave to all or the majority of employees in the enterprise,section,or sections concerned,the same conditions which apply to the other employees of the enterprise,section or sections may also apply to employees covered by this award.
19.5 Annual leave in advance
[19.5 inserted by PR583057 ppc 29Jul16]
(a) An employer and employee may agree in writing to the employee taking a period of paid annual leave before the employee has accrued an entitlement to the leave.
(b) An agreement must:
(i) state the amount of leave to be taken in advance and the date on which leave is to commence;and
(ii) be signed by the employer and employee and,if the employee is under 18 years of age,by the employee’s parent or guardian.
Note:An example of the type of agreement required by clause 19.5 is set out at Schedule C. There is no requirement to use the form of agreement set out at Schedule C.
(c) The employer must keep a copy of any agreement under clause 19.5 as an employee record.
(d) If,on the termination of the employee’s employment,the employee has not accrued an entitlement to all of a period of paid annual leave already taken in accordance with an agreement under clause 19.5,the employer may deduct from any money due to the employee on termination an amount equal to the amount that was paid to the employee in respect of any part of the period of annual leave taken in advance to which an entitlement has not been accrued.
19.6 Cashing out of annual leave
(a) Paid annual leave must not be cashed out except in accordance with an agreement under clause 19.6.
(b) Each cashing out of a particular amount of paid annual leave must be the subject of a separate agreement under clause 19.6.
(c) An employer and an employee may agree in writing to the cashing out of a particular amount of accrued paid annual leave by the employee.
(d) An agreement under clause 19.6 must state:
(i) the amount of leave to be cashed out and the payment to be made to the employee for it;and
(ii) the date on which the payment is to be made.
(e) An agreement under clause 19.6 must be signed by the employer and employee and,if the employee is under 18 years of age,by the employee’s parent or guardian.
(f) The payment must not be less than the amount that would have been payable had the employee taken the leave at the time the payment is made.
(g) An agreement must not result in the employee’s remaining accrued entitlement to paid annual leave being less than 4 weeks.
(h) The maximum amount of accrued paid annual leave that may be cashed out in any period of 12 months is 2 weeks.
(i) The employer must keep a copy of any agreement under clause 19.6 as an employee record.
Note 1:Under section 344 of the Fair Work Act,an employer must not exert undue influence or undue pressure on an employee to make,or not make,an agreement under clause 19.6.
Note 2:Under section 345(1) of the Fair Work Act,a person must not knowingly or recklessly make a false or misleading representation about the workplace rights of another person under clause 19.6.
Note 3:An example of the type of agreement required by clause 19.6 is set out at Schedule D. There is no requirement to use the form of agreement set out at Schedule D.
19.7 Excessive leave accruals:general provision
Note:Clauses 19.7 to 19.9 contain provisions,additional to the National Employment Standards,about the taking of paid annual leave as a way of dealing with the accrual of excessive paid annual leave. See Part 2.2,Division 6 of the Fair Work Act.
(a) An employee has an excessive leave accrual if the employee has accrued more than 8 weeks’paid annual leave (or 10 weeks’paid annual leave for a shiftworker,as defined by clause 19.3).
(b) If an employee has an excessive leave accrual,the employer or the employee may seek to confer with the other and genuinely try to reach agreement on how to reduce or eliminate the excessive leave accrual.
(c) Clause 19.8 sets out how an employer may direct an employee who has an excessive leave accrual to take paid annual leave.
(d) Clause 19.9 sets out how an employee who has an excessive leave accrual may require an employer to grant paid annual leave requested by the employee.
19.8 Excessive leave accruals:direction by employer that leave be taken
(a) If an employer has genuinely tried to reach agreement with an employee under clause 19.7(b) but agreement is not reached (including because the employee refuses to confer),the employer may direct the employee in writing to take one or more periods of paid annual leave.
(b) However,a direction by the employer under paragraph (a):
(i) is of no effect if it would result at any time in the employee’s remaining accrued entitlement to paid annual leave being less than 6 weeks when any other paid annual leave arrangements (whether made under clause 19.7,19.8 or 19.9 or otherwise agreed by the employer and employee) are taken into account;and
(ii) must not require the employee to take any period of paid annual leave of less than one week;and
(iii) must not require the employee to take a period of paid annual leave beginning less than 8 weeks,or more than 12 months,after the direction is given;and
(iv) must not be inconsistent with any leave arrangement agreed by the employer and employee.
(c) The employee must take paid annual leave in accordance with a direction under paragraph (a) that is in effect.
(d) An employee to whom a direction has been given under paragraph (a) may request to take a period of paid annual leave as if the direction had not been given.
Note 1:Paid annual leave arising from a request mentioned in paragraph (d) may result in the direction ceasing to have effect. See clause 19.8(b)(i).
Note 2:Under section 88(2) of the Fair Work Act,the employer must not unreasonably refuse to agree to a request by the employee to take paid annual leave.
19.9 Excessive leave accruals:request by employee for leave
[19.9 inserted by PR583057;substituted by PR583057 ppc 29Jul17]
(a) If an employee has genuinely tried to reach agreement with an employer under clause 19.7(b) but agreement is not reached (including because the employer refuses to confer),the employee may give a written notice to the employer requesting to take one or more periods of paid annual leave.
(b) However,an employee may only give a notice to the employer under paragraph (a) if:
(i) the employee has had an excessive leave accrual for more than 6 months at the time of giving the notice;and
(ii) the employee has not been given a direction under clause 19.8(a) that,when any other paid annual leave arrangements (whether made under clause 19.7,19.8 or 19.9 or otherwise agreed by the employer and employee) are taken into account,would eliminate the employee’s excessive leave accrual.
(c) A notice given by an employee under paragraph (a) must not:
(i) if granted,result in the employee’s remaining accrued entitlement to paid annual leave being at any time less than 6 weeks when any other paid annual leave arrangements (whether made under clause 19.7,19.8 or 19.9 or otherwise agreed by the employer and employee) are taken into account;or
(ii) provide for the employee to take any period of paid annual leave of less than one week;or
(iii) provide for the employee to take a period of paid annual leave beginning less than 8 weeks,or more than 12 months,after the notice is given;or
(iv) be inconsistent with any leave arrangement agreed by the employer and employee.
(d) An employee is not entitled to request by a notice under paragraph (a) more than 4 weeks’paid annual leave (or 5 weeks’paid annual leave for a shiftworker,as defined by clause 19.3) in any period of 12 months.
(e) The employer must grant paid annual leave requested by a notice under paragraph (a).
Personal/carer’s leave and compassionate leave are provided for in the NES.
Community service leave is provided for in the NES.
22.1 Public holidays are provided for in the NES.
22.2 Substitution of public holidays by agreement at the enterprise
(a) Substitution of public holidays by majority agreement
[22.2(a) varied by PR994537 from 01Jan10]
An employer and its employees may agree to substitute another day for any of the prescribed days in this clause. For this purpose,the consent of the majority of the affected employees will constitute agreement.
(b) Substitution of public holidays by individual agreement
An employer and individual employee may agree to the employee taking another day as the public holiday instead of the day which is being observed as the public holiday in the enterprise or relevant section or sections of it.
[23 inserted by PR609383 ppc 01Aug18]
23.1 This clause applies to all employees,including casuals.
23.2 Definitions
(a) In this clause:
family and domestic violence means violent,threatening or other abusive behaviour by a family member of an employee that seeks to coerce or control the employee and that causes them harm or to be fearful.
family member means:
(i) a spouse,de facto partner,child,parent,grandparent,grandchild or sibling of the employee;or
(ii) a child,parent,grandparent,grandchild or sibling of a spouse or de facto partner of the employee;or
(iii) a person related to the employee according to Aboriginal or Torres Strait Islander kinship rules.
(b) A reference to a spouse or de facto partner in the definition of family member in clause 23.2(a) includes a former spouse or de facto partner.
23.3 Entitlement to unpaid leave
An employee is entitled to 5 days’unpaid leave to deal with family and domestic violence,as follows:
(a) the leave is available in full at the start of each 12 month period of the employee’s employment;and
(b) the leave does not accumulate from year to year;and
(c) is available in full to part-time and casual employees.
Note:1. A period of leave to deal with family and domestic violence may be less than a day by agreement between the employee and the employer.
2. The employer and employee may agree that the employee may take more than 5 days’unpaid leave to deal with family and domestic violence.
23.4 Taking unpaid leave
An employee may take unpaid leave to deal with family and domestic violence if the employee:
(a) is experiencing family and domestic violence;and
(b) needs to do something to deal with the impact of the family and domestic violence and it is impractical for the employee to do that thing outside their ordinary hours of work.
Note:The reasons for which an employee may take leave include making arrangements for their safety or the safety of a family member (including relocation),attending urgent court hearings,or accessing police services.
23.5 Service and continuity
The time an employee is on unpaid leave to deal with family and domestic violence does not count as service but does not break the employee’s continuity of service.
23.6 Notice and evidence requirements
(a) Notice
An employee must give their employer notice of the taking of leave by the employee under clause 23. The notice:
(i) must be given to the employer as soon as practicable (which may be a time after the leave has started);and
(ii) must advise the employer of the period,or expected period,of the leave.
(b) Evidence
An employee who has given their employer notice of the taking of leave under clause 23 must,if required by the employer,give the employer evidence that would satisfy a reasonable person that the leave is taken for the purpose specified in clause 23.4.
Note:Depending on the circumstances such evidence may include a document issued by the police service,a court or a family violence support service,or a statutory declaration.
23.7 Confidentiality
(a) Employers must take steps to ensure information concerning any notice an employee has given,or evidence an employee has provided under clause 23.6 is treated confidentially,as far as it is reasonably practicable to do so.
(b) Nothing in clause 23 prevents an employer from disclosing information provided by an employee if the disclosure is required by an Australian law or is necessary to protect the life,health or safety of the employee or another person.
Note:Information concerning an employee’s experience of family and domestic violence is sensitive and if mishandled can have adverse consequences for the employee. Employers should consult with such employees regarding the handling of this information.
23.8 Compliance
An employee is not entitled to take leave under clause 23 unless the employee complies with clause 23.
A.1 General
A.1.1 The provisions of this schedule deal with minimum obligations only.
A.1.2 The provisions of this schedule are to be applied:
(a) when there is a difference,in money or percentage terms,between a provision in a relevant transitional minimum wage instrument (including the transitional default casual loading) or award-based transitional instrument on the one hand and an equivalent provision in this award on the other;
(b) when a loading or penalty in a relevant transitional minimum wage instrument or award-based transitional instrument has no equivalent provision in this award;
(c) when a loading or penalty in this award has no equivalent provision in a relevant transitional minimum wage instrument or award-based transitional instrument;or
(d) when there is a loading or penalty in this award but there is no relevant transitional minimum wage instrument or award-based transitional instrument.
A.2 Minimum wages –existing minimum wage lower
A.2.1 The following transitional arrangements apply to an employer which,immediately prior to 1 January 2010:
(a) was obliged,
(b) but for the operation of an agreement-based transitional instrument or an enterprise agreement would have been obliged,or
(c) if it had been an employer in the industry or of the occupations covered by this award would have been obliged
by a transitional minimum wage instrument and/or an award-based transitional instrument to pay a minimum wage lower than that in this award for any classification of employee.
A.2.2 In this clause minimum wage includes:
(a) a minimum wage for a junior employee,an employee to whom training arrangements apply and an employee with a disability;
(b) a piecework rate;and
(c) any applicable industry allowance.
A.2.3 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the minimum wage in the relevant transitional minimum wage instrument and/or award-based transitional instrument for the classification concerned.
A.2.4 The difference between the minimum wage for the classification in this award and the minimum wage in clause A.2.3 is referred to as the transitional amount.
A.2.5 From the following dates the employer must pay no less than the minimum wage for the classification in this award minus the specified proportion of the transitional amount:
First full pay period on or after
A.2.6 The employer must apply any increase in minimum wages in this award resulting from an annual wage review.
A.2.7 These provisions cease to operate from the beginning of the first full pay period on or after 1 July 2014.
A.3 Minimum wages –existing minimum wage higher
by a transitional minimum wage instrument and/or an award-based transitional instrument to pay a minimum wage higher than that in this award for any classification of employee.
A.3.5 From the following dates the employer must pay no less than the minimum wage for the classification in this award plus the specified proportion of the transitional amount:
A.3.6 The employer must apply any increase in minimum wages in this award resulting from an annual wage review. If the transitional amount is equal to or less than any increase in minimum wages resulting from the 2010 annual wage review the transitional amount is to be set off against the increase and the other provisions of this clause will not apply.
A.4 Loadings and penalty rates
For the purposes of this schedule loading or penalty means a:
●casual or part-time loading;
●Saturday,Sunday,public holiday,evening or other penalty;
●shift allowance/penalty.
A.5 Loadings and penalty rates –existing loading or penalty rate lower
by the terms of a transitional minimum wage instrument or an award-based transitional instrument to pay a particular loading or penalty at a lower rate than the equivalent loading or penalty in this award for any classification of employee.
A.5.2 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the loading or penalty in the relevant transitional minimum wage instrument or award-based transitional instrument for the classification concerned.
A.5.3 The difference between the loading or penalty in this award and the rate in clause A.5.2 is referred to as the transitional percentage.
A.5.4 From the following dates the employer must pay no less than the loading or penalty in this award minus the specified proportion of the transitional percentage:
A.6 Loadings and penalty rates –existing loading or penalty rate higher
by the terms of a transitional minimum wage instrument or an award-based transitional instrument to pay a particular loading or penalty at a higher rate than the equivalent loading or penalty in this award,or to pay a particular loading or penalty and there is no equivalent loading or penalty in this award,for any classification of employee.
A.6.2 Prior to the first full pay period on or after 1 July 2010 the employer must pay no less than the loading or penalty in the relevant transitional minimum wage instrument or award-based transitional instrument.
A.6.3 The difference between the loading or penalty in this award and the rate in clause A.6.2 is referred to as the transitional percentage. Where there is no equivalent loading or penalty in this award,the transitional percentage is the rate in A.6.2.
A.6.4 From the following dates the employer must pay no less than the loading or penalty in this award plus the specified proportion of the transitional percentage:
A.7 Loadings and penalty rates –no existing loading or penalty rate
A.7.1 The following transitional arrangements apply to an employer not covered by clause A.5 or A.6 in relation to a particular loading or penalty in this award.
A.7.2 Prior to the first full pay period on or after 1 July 2010 the employer need not pay the loading or penalty in this award.
A.7.3 From the following dates the employer must pay no less than the following percentage of the loading or penalty in this award:
A.8 Former Division 2B employers
[A.8 inserted by PR503697 ppc 01Jan11]
A.8.1 This clause applies to an employer which,immediately prior to 1 January 2011,was covered by a Division 2B State award.
A.8.2 All of the terms of a Division 2B State award applying to a Division 2B employer are continued in effect until the end of the full pay period commencing before 1 February 2011.
A.8.3 Subject to this clause,from the first full pay period commencing on or after 1 February 2011 a Division 2B employer must pay no less than the minimum wages,loadings and penalty rates which it would be required to pay under this Schedule if it had been a national system employer immediately prior to 1 January 2010.
A.8.4 Despite clause A.8.3,where a minimum wage,loading or penalty rate in a Division 2B State award immediately prior to 1 February 2011 was lower than the corresponding minimum wage,loading or penalty rate in this award,nothing in this Schedule requires a Division 2B employer to pay more than the minimum wage,loading or penalty rate in this award.
A.8.5 Despite clause A.8.3,where a minimum wage,loading or penalty rate in a Division 2B State award immediately prior to 1 February 2011 was higher than the corresponding minimum wage,loading or penalty rate in this award,nothing in this Schedule requires a Division 2B employer to pay less than the minimum wage,loading or penalty rate in this award.
A.8.6 In relation to a Division 2B employer this Schedule commences to operate from the beginning of the first full pay period on or after 1 January 2011 and ceases to operate from the beginning of the first full pay period on or after 1 July 2014.
For employment involving the performance of professional duties,the following classification definitions apply:
B.1 Professional responsibility levels
B.1.1 Level 1—Graduate professional engineer,Professional scientist and Information technology employee
(a) An employee at this level undertakes initial professional tasks of limited scope and complexity,such as minor phases of broader assignments,in office,plant,field or laboratory work.
(b) Under supervision from higher level Professional engineers,Professional scientists or Professional information technology employees as to method of approach and requirements,the employee performs normal professional work and exercises individual judgment and initiative in the application of principles,techniques and methods.
(c) In assisting more senior Professional engineers,Professional scientists or Professional information technology employees by carrying out tasks requiring accuracy and adherence to prescribed methods of professional engineering or professional scientific/information technology analysis,design or computation,the employee draws upon advanced techniques and methods learned during and after the undergraduate course.
(d) Training,development and experience using a variety of standard procedures,enable the employee to develop increasing professional judgment and apply it progressively to more difficult tasks at Level 2.
(e) Decisions are related to tasks performed,relying upon precedent or defined procedures for guidance. Recommendations are related to solution of problems in connection to the tasks performed.
(f) Work is reviewed by higher level Professional engineers,Professional scientists or Professional information technology employees for validity,adequacy,methods and procedures. With professional development and experience,work receives less review,and the employee progressively exercises more individual judgment until the level of competence at Level 2 is achieved.
(g) The employee may assign and check work of technical staff assigned to work on a common project.
B.1.2 Graduate professional—appointment and progression
(a) Pay Point 1.1
Means the pay point to which a graduate will be appointed where they possess and may be required to utilise a level of professional skill and knowledge based on either the completion of an accredited three or four year tertiary professional technology based qualification in Australia or equivalent.
(b) Pay Point 1.2
Means the pay point to which a graduate will be appointed or will progress from Pay Point 1.1 having been assessed as being competent at Pay Point 1.1,where the graduate possesses and may be required to utilise a level of professional skill and knowledge based on:
(i) Training and experience
In addition to the experience,skill and knowledge requirements for Pay Point 1.1 not more than one further year of practical professional experience,with supervision as appropriate,and the undertaking of in-service training,subject to its provision by the employer.
(ii) Core competency standards
The development of core competency standards in the practice setting/s undertaken since being assessed as competent at Pay Point 1.1 measured against the prescribed performance criteria.
(c) Pay Point 1.3
Means the pay point to which a graduate will be appointed or will progress from Pay Point 1.2 having been assessed as being competent at this Pay Point,where the graduate possesses and may be required to utilise a level of professional skill and knowledge based on:
In addition to the experience,skill and knowledge requirements for Pay Point 1.2,not more than one further year of practical professional experience,with supervision as appropriate,and the undertaking of in-service training,subject to its provision by the employer.
In addition to the core competency standards developed at Pay Point 1.2,the further development of core competency standards in the practice setting/s undertaken since being assessed as competent at Pay Point 1.2 measured against the prescribed performance criteria.
(d) Pay Point 1.4
B.1.3 Annual review
Subject to the requirements of each Pay Point,each graduate will progress on their annual anniversary date from one Pay Point to the next,having regard to the acquisition and utilisation of core competencies through experience in their practice setting/s over such period. Confirmation of the employee’s progression to the next Pay Point will be provided by the employer in writing.
B.1.4 Deferral
Progression from one Pay Point to the next may be deferred or refused by the employer. Such deferral or refusal of progression will not be unreasonably or arbitrarily imposed by the employer. Any decision to defer or refuse progression to the next pay point will be confirmed in writing.
B.1.5 Appeal and review
An employee may appeal a deferral,provided that where any such appeal results in a revocation of the employer’s decision,Pay Point progression will be deemed to operate and be payable from the employee’s anniversary date for such progression. An appeal or review,for the purpose of this clause,will be undertaken and resolved in accordance with clause 10—Dispute resolution of this award.
B.1.6 Accelerated advancement
Progression from one Pay Point to the next may be advanced by the employer to occur prior to the annual anniversary date provided that any such advancement is referable to the requirements for each Pay Point.
B.1.7 Level 2—Experienced professional
Following development,the Experienced professional plans and conducts professional work without detailed supervision but with guidance on unusual features and is usually engaged on more responsible assignments requiring substantial professional experience.
B.1.8 Quality auditor
A candidate has satisfied the criteria and has demonstrated the ability to perform all or any part of a quality management system audit,solo,or as a member of a team to ISO 10011 Part 2,AS 3911 Part 2,NZS 10011 Part 2.
B.1.9 Level 3—Professional
(a) An employee at this level performs duties requiring the application of mature professional knowledge. With scope for individual accomplishment and coordination of more difficult assignments,the employee deals with problems for which it is necessary to modify established guides and devise new approaches.
(b) The employee may make some original contribution or apply new professional approaches and techniques to the design or development of equipment or products.
(c) Recommendations may be reviewed for soundness of judgement but are usually regarded as technically accurate and feasible. The employee makes responsible decisions on matters assigned,including the establishment of professional standards and procedures. The employee consults,recommends and advises in specialty areas.
(d) Work is carried out within broad guidelines requiring conformity with overall objectives,relative priorities and necessary cooperation with other units. Informed professional guidance may be available.
(e) The employee outlines and assigns work,reviews it for technical accuracy and adequacy,and may plan,direct,coordinate and supervise the work of other professional and technical staff.
B.1.10 Senior (lead) auditor
A candidate has satisfied the criteria and has demonstrated the ability to manage an audit team and co-ordinate all aspects of a complete quality management system audit to ISO 10011 Part 2,AS 3911 Part 2,NZS 10011 Part 2.
B.1.11 Level 4—Professional
(a) An employee at this level performs professional work involving considerable independence in approach,demanding a considerable degree of originality,ingenuity and judgement,and knowledge of more than one field of,or expertise (for example,acts as their organisation's technical reference authority) in a particular field of professional engineering,professional scientific/information technology field or professional information technology field.
(b) An employee at this level:
(i) initiates or participates in short or long range planning and makes independent decisions on professional engineering or professional scientific/information technology policies and procedures within an overall program;
(ii) gives technical advice to management and operating departments;
(iii) may take detailed technical responsibility for product development and provision of specialised professional engineering or professional scientific/information technology systems,facilities and functions;
(iv) coordinates work programs;and
(v) directs or advises on the use of equipment and materials.
(c) An employee at this level makes responsible decisions not usually subject to technical review,decides courses of action necessary to expedite the successful accomplishment of assigned projects,and may make recommendations involving large sums or long range objectives.
(d) Duties are assigned only in terms of broad objectives,and are reviewed for policy,soundness of approach,accomplishment and general effectiveness.
(e) The employee supervises a group or groups including professionals and other staff,or exercises authority and technical control over a group of professional staff. In both instances,the employee is engaged in complex professional engineering or professional scientific/information technology applications.
[Sched C inserted by PR583057 ppc 29Jul16]
Link to PDF copy of Agreement to Take Annual Leave in Advance.
Name of employee:_____________________________________________
Name of employer:_____________________________________________
The employer and employee agree that the employee will take a period of paid annual leave before the employee has accrued an entitlement to the leave:
The amount of leave to be taken in advance is:____ hours/days
The leave in advance will commence on:___/___/20___
Signature of employee:________________________________________
Date signed:___/___/20___
Name of employer representative:________________________________________
Signature of employer representative:________________________________________
[If the employee is under 18 years of age - include:]
I agree that:
if,on termination of the employee’s employment,the employee has not accrued an entitlement to all of a period of paid annual leave already taken under this agreement,then the employer may deduct from any money due to the employee on termination an amount equal to the amount that was paid to the employee in respect of any part of the period of annual leave taken in advance to which an entitlement has not been accrued.
Name of parent/guardian:________________________________________
Signature of parent/guardian:________________________________________
[Sched D inserted by PR583057 ppc 29Jul16]
Link to PDF copy of Agreement to Cash Out Annual Leave.
The employer and employee agree to the employee cashing out a particular amount of the employee’s accrued paid annual leave:
The amount of leave to be cashed out is:____ hours/days
The payment to be made to the employee for the leave is:$_______ subject to deduction of income tax/after deduction of income tax (strike out where not applicable)
The payment will be made to the employee on:___/___/20___
Include if the employee is under 18 years of age:
Hide ►
Modern Award
MA000065 - 31 Oct 2020
MA000065 - 24 Sep 2020
MA000065 - 2 Jul 2020
MA000065 - 30 Apr 2020
MA000065 - 8 Apr 2020
MA000065 - 20 Aug 2019
MA000065 - 20 Jun 2019
MA000065 - 1 Feb 2019
MA000065 - 21 Nov 2018
MA000065 - 27 Jul 2018
MA000065 - 5 Mar 2015
MA000065 - 30 Dec 2013
MA000065 - 4 Dec 2013
MA000065 - 4 Jun 2010
MA000065 - 16 Mar 2010
MA000065 - 22 Jan 2010
PR598787 - Decision - 22 Dec 2017
PR594269 - Decision - 05 Jul 2017
PR590490 - Decision - 23 Feb 2017
PR577551 - Decision - 01 Mar 2016
MA000065 - Decision - 05 Mar 2015
MA000065 - Decision - 24 Dec 2013
MA000065 - Decision - 22 Feb 2013
MA000065 - Decision - 04 Jun 2010
MA000065 - Decision - 22 Jan 2010
PR718539 - Variation - 30 Apr 2020
PR712218 - Variation - 20 Sep 2019
PR711486 - Variation - 20 Aug 2019
PR707478 - Variation - 20 Jun 2019
PR704336 - Variation - 30 Jan 2019
PR701468 - Variation - 21 Nov 2018
PR610093 - Variation - 16 Oct 2018
PR609383 - Variation - 27 Jul 2018
MA000065 - Variation - 18 Jun 2015
MA000065 - Variation - 27 May 2015
MA000065 - Variation - 30 Dec 2013
MA000065 - Variation - 01 Jul 2013
MA000065 - Variation - 01 Jan 2011
MA000065 - Variation - 12 Sep 2008
MAG - MA000065 Professional Employees Award
PCG - MA000065 Professional Employees Award 2010 - AN120334
1.0.11.0 SB
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LED Video Wall Exhibits Marketing Agency’s Artistic Talents
Hogarth is a creative production company with offices worldwide. Founded in 2008, Hogarth has been pivotal in transforming the production landscape over the last 10 years. They are leaders in the field, producing advertising and marketing content for clients across all media and all languages. Their creative production expertise coupled with our powerful workflow and asset management technology deliver high-quality assets, control and savings for global brands.
In 2019, Hogarth completed a top to bottom renovation of its New York City offices. The project included a redesign of the street-level lobby to create a welcoming area where the agency could highlight its work in high-end visual effects and post-production.
Hogarth Worldwide Creative Director Ian St. George Freeman said the main idea behind the new lobby was to establish a space for demonstrating their prowess in creating artistic visual media. “That thinking drove our decision to pursue a video wall,” St. George Freeman said.
Hogarth procured a design bid for a 4x4 LCD video wall but feeling that the proposal lacked the impact they had envisioned, set out to obtain another option and engaged technology solutions provider Diversified.
“Hogarth wanted a solution that was more engaging and visually dynamic,” said Diversified Account Executive Rudy De La Uz. Upon Diversified’s recommendation, Hogarth visited Planar’s nearby New York City Showroom. “Overall, they were very impressed with the range of display technologies that are available,” De La Uz said. “We made our suggestions and worked with Hogarth’s team to formalize a video wall design.”
The engagement resulted in the integration of a nearly 18-foot-long, 8-foot-high Planar® TVF Series LED video wall with a 1.8mm pixel pitch (TVF1.8) in 9x7 configuration. The Planar TVF Series is a family of fine pitch LED video wall displays with a 16:9 aspect ratio that allows every pixel pitch to exactly achieve popular resolutions including Full HD and 4K. With a profile of less than three inches, the Planar TVF Series reduces the overall video wall footprint and is easier to integrate in more spaces compared to other LED video wall solutions.
Building block design streamlines installation
The creative, stackable design of the Planar TVF Series proved beneficial for helping Diversified meet an expedited installation schedule. “From an ingenuity standpoint, the product is fantastic,” De La Uz said. “Efficiency is very important to us as integrators and the way the Planar TVF Series cabinets come together helps make the installation process much simpler.”
Like building blocks, Planar TVF Series video walls are assembled with a single-step process to connect embedded power and signal connectors from cabinet to cabinet by stacking vertically, eliminating cabinet-to-cabinet cabling.
“There are no external jumpers or whips for cabling or power—it’s all done internally within the cabinet itself and because of that there are less failure points,” De La Uz said. “That was a huge advantage for being able to complete the installation on a tight timeframe.”
Digital canvas highlights artistic talents
Integrated in Hogarth’s new lobby entrance, the Planar TVF Series LED video wall is used to show a highlight reel of recent client work from offices around the globe, but a larger purpose involves treating the installation as a digital canvas for displaying custom, experimental and personal work created by Hogarth’s in-house artists. “In terms of content creation, the video wall allows us to showcase the talents of our people,” St. George Freeman said.
With a curtain glass wall built in front of the lobby space, the video wall is visible from the street, creating the sense of a gallery-like environment, according to St. George Freeman. “It’s really about expressing the pride that we have in our work to anyone who might visit or pass by.”
Hogarth involved its artists, animators, editors and compositors in the video wall selection and design process as they would be the ones producing digital content for the video wall.
“Universally, one of the recommendations that everyone gravitated toward was to avoid a standard format,” St. George Freeman said. “Our artists were excited about the prospect of working with an unusual or different-sized digital canvas. Planar was great to work with in this sense because they were so accommodating in allowing us to design the video wall to our own custom specs.”
Planar TVF Series
Model: Planar TVF Series
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Terry OUT, Pedro & Baba STARTS: Chelsea vs Tottenham STRONGEST Possible Line-up
Match PreviewsNews
Chelsea will visit White Hart Lane stadium tomorrow to take on London rival Tottenham Hotspurs in the 14th game of the English Premier League this season.
Nothing but a win would be expected from the Stamford Bridge outfits, if they are to fight back to the top four position on the EPL log.
Chelsea currently sits on 15th position on the EPL table with 15 points behind league leader Manchester City.
Chelsea’s team skipper John Terry is a doubt for the game after suffering an ankle injury in the UEFA champions league match against Maccabi Tel Aviv during the midweek game and as a result, we expect Kurt Zouma to pair with Gary Cahill at the centre of defense.
Ghanaian left back Abdul Baba would be expected in the starting line-up after a superb performance during the midweek game.
Here is how we expect the Portuguese tactician Jose Mourinho to line-up his men against the Spurs with both Hazard and Costa given leading the attack line.
CONFIRMED: 23 Goals Hit Man To Sign For Chelsea In January, Either Falcao Or Oscar To Give Way
Chelsea On The VERGE Of Signing Record Breaker, He Will Earn £100,000-A-Week, To PEN Four Years Deal AHEAD Of January Window (Not Vardy)
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Stand In Li-on: Thirsty pride of lions queue up for a drink
By Bunmi Adigun @Bunmi_Adigun
A PRIDE of thirsty lions formed an orderly queue at their local watering hole
The thirsty lions swiftly made their way to the watering hole
Ignoring a herd of impala, the pride swiftly made their way to the small pool of water, which was steadily evaporating under the hot African sun.
Only the lionesses and the cubs went for a drink of water
The extraordinary moment was snapped by South African and part-time photographer, Siobain Shead, at the famous Kruger National Park, South Africa.
Each member of the pride calmly lined up next to each other for a drink of water
She said: “I have been going to Kruger for many years and have seen large prides together yes, but not all drinking together in single file - this was a first.”
The pictures were taken at the famous Kruger National Park in South Africa
With the adult males no where to be seen the lionesses and cubs of the pride took their time to lap up water.
Taken during a drought, the images show the importance of waterholes, which act as a haven for wildlife in the region.
A drought is currently taking place in the area making waterholes vital for survival
Siobain said: “Sightings in Kruger are all about luck and timing, I don’t think they are ever predictable. Having said that, during times of drought one is more likely to see predators around the waterholes as the game does disperse more in the rainy season.”
Following the movements of the pride with her safari group the photographer was surprised to see the lions walking in single file during the hottest time of the day.
Photographer Siobain Shead, 52, took the pictures of the lion family while on safari
She said: “Whilst driving along our decided route we spotted a lion cub deep in the bush, within a few seconds the rest of the lions started appearing walking almost in single file. At first I found it puzzling that they were walking at midday as it was quite hot and the lions were panting, however, they seemed to have a destination in mind.”
The pride drank at the waterhole for around 25 minutes until they left to sleep in the shade
The waterhole is known locally as Ingwe, which translates to 'leopard in Zulu' and is a common hangout for animals in the area.
Known locally as Ingwe the waterhole is used by most of the animals in the area
Siobain said: “I know the area reasonably well and realised there was a watering point about one kilometre ahead so I just had a feeling that was where they were off to.
“The lions drank at the waterhole for about 20 to 25 minutes then they moved off further back under bushes to lay down and sleep in the shade, they spent a few hours sleeping and eventually moved off and out of sight.” She added.
Man Reunites With Cheetah After A Year Apart
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Kallimachos: The Alexandrian Library and the Origins of
By admin On January 6, 2008 In Reference
So these episodes of nutritional stress and infectious disease were seriously affecting their ability to survive." Since the mental framework of the historian influences his judgments about historical facts, the judgment that Barnes makes here about the historical outlook of the Fathers of the Church raises the question of what he thinks about the existence of the one true God. Indeed, the situation is so bad now that, says Tolstoy, the art which is most admired is that which is understood by no one.
Publisher: University of Wisconsin Press; 1 edition (June 1, 2011)
The Norton Introduction to Literature (Portable Eleventh Edition)
Keywords for Environmental Studies
Edgar Allan Poe A to Z: The Essential Reference to His Life and Work (Literary A to Z)
New Critics like Cleanth Brooks, John Crowe Ransom, Robert Penn Warren and W. Wimsatt placed a similar focus on the metaphysical poets and poetry in general, a genre well suited to New Critical practice. "New Criticism" aimed at bringing a greater intellectual rigor to literary studies, confining itself to careful scrutiny of the text alone and the formal structures of paradox, ambiguity, irony, and metaphor, among others. "New Criticism" was fired by the conviction that their readings of poetry would yield a humanizing influence on readers and thus counter the alienating tendencies of modern, industrial life. "New Criticism" in this regard bears an affinity to the Southern Agrarian movement whose manifesto, I'll Take My Stand, contained essays by two New Critics, Ransom and Warren , e.g. Introduction to the Short read pdf read pdf. Richard Burton reads selections from the novel, Lowry's journal and his letters Modern Fantasy: The 100 Best read here http://oxfordshiretints.co.uk/books/modern-fantasy-the-100-best-novels. Modern liberalism itself was historically a consequence of the weakness of religiously-based societies which, failing to agree on the nature of the good life, could not provide even the minimal preconditions of peace and stability. In the contemporary world only Islam has offered a theocratic state as a political alternative to both liberalism and communism. But the doctrine has little appeal for non-Muslims, and it is hard to believe that the movement will take on any universal significance O. Henry Papers: Some Sketches of His Life Together with an Alphabetical Index to His Complete Works O. Henry Papers: Some Sketches of His.
CliffsNotes on Crane's The Red Badge of Courage (Cliffsnotes Literature Guides)
Catholic form-critics do attempt to distinguish a "historical base" for many of the Bultmannian kinds, specifically with regards to Gospel occasions regarding dogmas of the Church, however the process doesn't enable those exceptions to appear very convincing ref.: Will the Circle Be Unbroken?: Family and Sectionalism in the Virginia Novels of Kennedy, Caruthers, and Tucker, 1830-1845 (Literary Criticism and Cultural Theory) http://cutejapaneselingerie.com/freebooks/will-the-circle-be-unbroken-family-and-sectionalism-in-the-virginia-novels-of-kennedy-caruthers. Johnson, 22 April 1961, Vice Presidential defense dossier, field 17, John F. Kennedy Library; Logsdon, choice to visit the Moon, pp. 59-61, 112-14. 20. Johnson, 29 April 1961, NASA ancient Reference assortment. 21 , e.g. The Work of Michael R. Collings: A Selectively Anotated Bibliography (Volume 1) fassiltakafi.com. there's additionally a fraction of John, from might be the early fourth century, which Kahle referred to as center Egyptian yet Husselman referred to as Fayyumic. This combined textual content is now specific the "Middle Egyptian Fayyumic (mf)" by way of Aland. (The Fayyumic isn't mentioned in NA27; the abbreviation fay is utilized in UBS4.) Given the fragmentary country of the Fayyumic, its textual content has no longer been given a lot attention ref.: Women Writing the Nation: read here Women Writing the Nation: National. the common poet teaches", Sam Hamill, "A Poet's Work", damaged Moon Press, 1990, p.29 "Seizing on a conventional trope of the poet as extraordinary person, yes members receiving health-care who consider themselves to be unheard of it seems that undertake poetic discourse as a part of that role", Fiona Sampson, in "Kicking Daffodils", Vicki Betram (ed), Edinburgh UP, 1997, p.261 "You don't positioned your self into your writing, you end up there", Alan Bennett, "???" "poetry isn't an open method; it is a mix of wierd associations, own networks, hoary traditions, expertise and blind luck , source: The Poet Sa'di: A Persian Humanist The Poet Sa'di: A Persian Humanist.
A Midsummer Night's Dream (Shakespeare in Production)
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Ross's Novel Discoveries: Quotes from Great Works on Men, Women, Romantic Relationships, Love, Sex, and Marriage
The Day-Star of Liberty: William Hazlitt's Radical Style (Literary Studies)
Meaning Of Meaning V 2 (I.A. Richards: Selected Works 1919-1938)
Drama Criticism
Genre (The New Critical Idiom)
Shakespeare's Books: A Dictionary of Shakespeare Sources (Student Shakespeare Library)
The Cry for Justice; An Anthology of the Literature of Social Protest
To Kill a Mockingbird: CliffsNotes
Teaching Modernist Poetry (Teaching the New English)
Contemporary Authors, Vol. 182
Bradley, Greg, Folger: Great Shakespeareans
A Bibliographical Guide to Classical Studies: Literature, Aristotle-Fulgentius (Vol 2)
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Social support and health among older adults – the Singapore Chinese Health Study
Jon Barrenetxea, Yi Yang, Kyriakos S. Markides, An Pan, Woon-Puay Koh, Qiushi Feng
Journal: Ageing & Society , First View
While having social support can contribute to better health, those in poor health may be limited in their capacity to receive social support. We studied the health factors associated with social support among community-dwelling older adults in Singapore. We used data from the third follow-up interviews (2014–2016) of 16,943 participants of the Singapore Chinese Health Study, a population-based cohort of older Singapore Chinese. Participants were interviewed at a mean age of 73 years (range 61–96 years) using the Duke Social Support Scale (DUSOCS). We first applied ordinary least squares regression to DUSOCS scores and found that those with instrumental limitations, poor self-rated health, cognitive impairment and depression had lower social support scores. We then applied latent class analysis to DUSOCS answer patterns and revealed four groups of older adults based on the source and amount of social support. Among them, compared to the ‘overall supported’ group (17%) with the highest social support scores and broad support from family members and non-family individuals, the ‘family restricted’ (50%) group had the lowest social support scores and only received support from children. Health factors associated with being ‘family restricted’ were instrumental limitations (odds ratio (OR) = 1.33, 95% confidence interval (CI) = 1.19–1.49), poor self-rated health (OR = 1.40, 95% CI = 1.28–1.53), cognitive impairment (OR = 1.19, 95% CI = 1.04–1.37) and depression (OR = 2.50, 95% CI = 2.22–2.82). We found that while older adults in poor health have lower social support scores, they were more likely to receive a lot of support from children. Our results showed that lower social support scores among Singaporean older adults in poor health may not indicate lack of social support, but rather that social support is restricted in scope and intensified around children. These results may apply to other Asian societies where family plays a central role in elder-care.
Effect of fulvic acid on barnyardgrass (Echinochloa crus-galli) seedling growth under flooding conditions
Shangfeng Zhou, Yi Tang, Lang Pan, Cong Wang, Yanan Guo, Haona Yang, Zuren Li, Lianyang Bai, Lifeng Wang
Journal: Weed Science / Accepted manuscript
Barnyardgrass [Echinochloa crus-galli (L.) P. Beauv.] is a problematic weed that grows in rice (Oryza sativa L.) fields. Over-applying herbicide caused environmental pollution and the emergence of resistant weeds, and integrated weed management method can reduce the dependence on herbicides. The growth of E. crus-galli and rice seedlings could be significantly inhibited by high concentrations of fulvic acid (FA, C14H12O8) under flooding conditions (HF, 0.80 g/L) (p < 0.05). In contrast, the growth of seedlings could be promoted by the application of very low-concentration FA (LF, 0.02 g/L). The activities of glutathione S-transferase (GSTs) and antioxidant enzymes, including total superoxide dismutase (T-SOD), peroxidase (POD), and catalase (CAT) in E. crus-galli seedlings were enhanced by LF treatment; while the POD activity was decreased, the GSTs, T-SOD, and CAT activities were not significantly changed by HF treatment. The metabolomic and transcriptomic analyses showed that FA regulated E. crus-galli seedling growth by affecting the synthesis of indole derivatives and flavonoid compounds. Compared with the blank control (CK, 0 g/L), the levels of four indole derivatives were up-regulated under HF treatment, and the indole derivatives mentioned above were slightly down-regulated under LF treatment. The flavonoids, including naringenin, naringenin chalcone, eriodictyol, kaempferol, and epigallocatechin, were down-regulated under HF treatment, and the growth of E. crus-galli was restrained. In contrast, the metabolism and transcription of flavonoids were not significantly changed under LF treatment. Under the addition of 0.80 g/L FA, the growth of newly sprouted E. crus-galli was obviously inhibited, and the growth of rice was significantly promoted after eight days of rice planting (p < 0.05). The application of FA, therefore, might be a potential integrated weed management method to control the damage caused by E. crus-galli in paddy fields.
Cortical excitability in temporal lobe epilepsy with bilateral tonic-clonic seizures
Lingli Hu, Houmin Yin, Linling Yang, Cong Chen, Chenmin He, Yi Chen, Junming Zhu, Yao Ding, Shuang Wang, Meiping Ding, Shan Wang
Journal: Canadian Journal of Neurological Sciences / Accepted manuscript
Journal: British Journal of Political Science , First View
Selective amplification of the chirped attosecond pulses produced from relativistic electron mirrors
Fang Tan, Shao Yi Wang, Bo Zhang, Zhi Meng Zhang, Bin Zhu, Yu Chi Wu, Ming Hai Yu, Yue Yang, Gang Li, Tian Kui Zhang, Yong Hong Yan, Feng Lu, Wei Fan, Wei Ming Zhou, Yu Qiu Gu
Journal: Laser and Particle Beams / Volume 38 / Issue 4 / December 2020
Published online by Cambridge University Press: 22 December 2020, pp. 287-292
In this paper, the generation of relativistic electron mirrors (REMs) and the reflection of an ultra-short laser off this mirrors are discussed, applying two-dimensional particle-in-cell (2D-PIC) simulations. REMs with ultra-high acceleration and expanding velocity can be produced from a solid nanofoil illuminated normally by an ultra-intense femtosecond laser pulse with a sharp rising edge. Chirped attosecond pulse can be produced through the reflection of a counter-propagating probe laser off the accelerating REM. In the electron moving frame, the plasma frequency of the REM keeps decreasing due to its rapidly expanding. The laser frequency, on the contrary, keeps increasing due to the acceleration of REM and the relativistic Doppler shift from the lab frame to the electron moving frame. Within an ultra-short time interval, the two frequencies will be equal in the electron moving frame, which leads the resonance between laser and REM. The reflected radiation near this interval and the corresponding spectra will be amplified due to the resonance. Through adjusting the arriving time of the probe laser, certain part of the reflected field could be selectively amplified or depressed, leading to the selectively adjusting of the corresponding spectra.
Culturally adapted and lay-delivered cognitive behaviour therapy for older adults with depressive symptoms in rural China: a pilot trial
Jiaqi Yuan, Yi Yin, Xinfeng Tang, Tan Tang, Qinshu Lian, Xuemei Yang, Yun Xiao, Fahui Yang, Zhiyong Qu
Journal: Behavioural and Cognitive Psychotherapy , First View
Published online by Cambridge University Press: 29 October 2020, pp. 1-5
Late-life depression issues in developing countries are challenging because of understaffing in mental health. Cognitive behavioural therapy (CBT) is effective for treating depression.
This pilot trial examined the adherence and effectiveness of an eight-session adapted CBT delivered by trained lay health workers for older adults with depressive symptoms living in rural areas of China, compared with the usual care.
Fifty with screen-positive depression were randomly assigned to the CBT arm or the care as usual (CAU) arm. The primary outcomes were the session completion of older adults and changes in depressive symptoms, assessed using the Geriatric Depression Scale (GDS).
The majority (19/24) of participants in the CBT arm completed all sessions. Mixed-effect linear regression showed that the CBT reduced more GDS scores over time compared with CAU.
Lay-delivered culturally adapted CBT is potentially effective for screen-positive late-life depression.
CFAP43-mediated intra-manchette transport is required for sperm head shaping and flagella formation
Yi Yu, Jiaxiong Wang, Liming Zhou, Haibo Li, Bo Zheng, Shenmin Yang
Journal: Zygote / Volume 29 / Issue 1 / February 2021
Published online by Cambridge University Press: 13 October 2020, pp. 75-81
Print publication: February 2021
Mutation in CFAP43 leads to severe asthenozoospermia and multiple morphological abnormalities of the sperm flagellum (MMAF) in both human and mouse. Previous studies have shown that disruption of intra-manchette transport (IMT) caused failure of flagellum assembly and sperm head shaping. In a previous study, therefore, we postulated that disruption of IMT may contribute to the failure of sperm flagellum formation and result in MMAF, however the mechanisms underlying these defects are still poorly understood. Cfap43-deficient mice were studied here to reveal the cellular mechanisms of abnormal sperm head morphology and MMAF. Depletion of Cfap43 led to abnormal spermiogenesis and caused MMAF, sperm head abnormality and oligozoospermia. Furthermore, both abnormal manchette and disorganized ectoplasmic specialization (ES) could be observed at the elongated spermatids in Cfap43-deficient mice. Therefore, our findings demonstrated that, in mice, CFAP43-mediated IMT is essential for sperm head shaping and sperm flagellum formation.
Molecular analysis of five rice blast resistant genes in landraces from Myanmar and Laos
Jiqiong Ma, Yiding Sun, Yi Yang, Cuifeng Tang, Xinxiang A, Minghui Xu
Journal: Plant Genetic Resources / Volume 18 / Issue 4 / August 2020
Published online by Cambridge University Press: 07 September 2020, pp. 287-293
In order to understand rice blast resistance gene patterns in rice landraces from Myanmar and Laos, we analysed the Pita, Pib, Pikh, Pi9 and Pi5 genes in 80 landraces through the use of functional molecular markers and functional fragment sequencing. These landraces were separated into four haplotypes (H1–H4) based upon three mutations identified in the Pita sequence. All four haplotypes were detected among landraces from Myanmar, whereas only the H1 and H2 haplotypes were detected among landraces from Laos. We additionally grouped landraces carrying 0–4 resistance genes into 18 genotypes based upon their resistance-susceptibility patterns and found that 16 of these genotypes were detected among Myanmar landraces at relative frequencies ranging from 2.50–12.50%, while 10 were detected among landraces from Laos at relative frequencies of 2.50–42.50%. The ‘Pib( + ) pikh(−) pi9(−) pi5(−) pita(−)’ genotype was found to be dominant, accounting for 12.5 and 42.5% of landraces from Myanmar and Laos, respectively. The Pib, Pikh, Pi5 and Pita genes were detected in 52.50, 32.50, 37.50 and 30.00% of landraces from Myanmar respectively, whereas they were detected in 52.50, 12.50, 30.00 and 17.50% of landraces from Laos, respectively. The Pi9 gene was rarely detected among analysed landraces and was particularly rare in those from Laos. These findings suggest that rice landraces from Myanmar are more genetically diverse than those from Laos, with clear differences in blast resistance gene patterns between landraces from these two countries.
One-dimensional steady-state model for stimulated Raman and Brillouin backscatter processes in laser-irradiated plasmas
Zhe Yi Ge, Guo Bo Zhang, Yan Zhao Ke, Xiao Hu Yang, Fu Yuan Wu, Shi Jia Chen, Yan Yun Ma
Journal: Laser and Particle Beams / Volume 38 / Issue 3 / September 2020
Print publication: September 2020
A one-dimensional steady-state model for stimulated Raman backscatter (SRS) and stimulated Brillouin backscatter (SBS) processes in laser-irradiated plasmas is presented. Based on a novel “predictor-corrector” method, the model is capable to deal with broadband scattered light and inhomogeneous plasmas, exhibiting robustness and high efficiency. Influences of the electron density and temperature on the linear gains of both SRS and SBS are investigated, which indicates that the SRS gain is more sensitive to the electron density and temperature than that of the SBS. For the low-density case, the SBS dominates the scattering process, while the SRS exhibits much higher reflectivity in the high-density case. The nonlinear saturation mechanisms and competition between SRS and SBS are included in our model by a phenomenological method. The typical anti-correlation between SRS and SBS versus electron density is reproduced in the model. Calculations of the reflectivities are qualitatively in agreement with the typical results of experiments and simulations.
Effects of dietary carbohydrate sources on lipid metabolism and SUMOylation modification in the liver tissues of yellow catfish
Shui-Bo Yang, Tao Zhao, Li-Xiang Wu, Yi-Chuang Xu, Xiao-Ying Tan
Journal: British Journal of Nutrition / Volume 124 / Issue 12 / 28 December 2020
Published online by Cambridge University Press: 30 June 2020, pp. 1241-1250
Print publication: 28 December 2020
Dysregulation in hepatic lipid synthesis by excess dietary carbohydrate intake is often relevant with the occurrence of fatty liver; therefore, the thorough understanding of the regulation of lipid deposition and metabolism seems crucial to search for potential regulatory targets. In the present study, we examined TAG accumulation, lipid metabolism-related gene expression, the enzyme activities of lipogenesis-related enzymes, the protein levels of transcription factors or genes involving lipogenesis in the livers of yellow catfish fed five dietary carbohydrate sources, such as glucose, maize starch, sucrose, potato starch and dextrin, respectively. Generally speaking, compared with other carbohydrate sources, dietary glucose promoted TAG accumulation, up-regulated lipogenic enzyme activities and gene expressions, and down-regulated mRNA expression of genes involved in lipolysis and small ubiquitin-related modifier (SUMO) modification pathways. Further studies found that sterol regulatory element binding protein 1 (SREBP1), a key transcriptional factor relevant to lipogenic regulation, was modified by SUMO1. Mutational analyses found two important sites for SUMOylation modification (K254R and K264R) in SREBP1. Mutant SREBP lacking lysine 264 up-regulated the transactivation capacity on an SREBP-responsive promoter. Glucose reduced the SUMOylation level of SREBP1 and promoted the protein expression of SREBP1 and its target gene stearoyl-CoA desaturase 1 (SCD1), indicating that SUMOylation of SREBP1 mediated glucose-induced hepatic lipid metabolism. Our study elucidated the molecular mechanism of dietary glucose increasing hepatic lipid deposition and found that the SREBP-dependent transactivation was regulated by SUMO1 modification, which served as a new target for the transcriptional programmes governing lipid metabolism.
Household fuelwood consumption in western rural China: ethnic minority families versus Han Chinese families
Xiaojun Yang, Jun Li, Jintao Xu, Yuanyuan Yi
Journal: Environment and Development Economics / Volume 25 / Issue 5 / October 2020
Published online by Cambridge University Press: 22 June 2020, pp. 433-458
Print publication: October 2020
This paper examines ethnic differences in fuelwood consumption in rural households, using an original survey dataset from two western Chinese provinces with large ethnic minority populations. We use a Heckman two-stage selection model to explain the quantity of fuelwood consumed conditional on a decision to use fuelwood. We find that ethnic minority families are more likely than majority Han Chinese families to use fuelwood. We also find that a household's off-farm income has a stronger negative effect on the quantity of fuelwood consumed for the ethnic minority families than for the Han Chinese families. In addition, families owning a larger area of forestland are more likely to use fuelwood. Yet the quantity of fuelwood consumed, especially in ethnic minority families, does not increase with owned forestland. Finally, we find that coal, rather than electricity, is a substitute for fuelwood for residential cooking and heating.
Consumption of flavonoid-rich fruits and risk of CHD: a prospective cohort study
Yiyi Yang, Jia-Yi Dong, Renzhe Cui, Isao Muraki, Kazumasa Yamagishi, Norie Sawada, Hiroyasu Iso, Shoichiro Tsugane, for the Japan Public Health Center-based Prospective Study Group
Journal: British Journal of Nutrition / Volume 124 / Issue 9 / 14 November 2020
Print publication: 14 November 2020
Although the association between fruit consumption and CHD risk has been well studied, few studies have focused on flavonoid-rich fruits (FRF), in particular strawberries and grapes. We aimed to verify the association of total and specific FRF consumption with risk of CHD by a large prospective cohort study. A total of 87 177 men and women aged 44–75 years who were free of CVD and cancer at study baseline were eligible for the present analysis. FRF consumption was assessed using a FFQ. Cox proportional hazards regression models were used to estimate the hazard ratios (HR) of CHD in relation to FRF consumption with adjustment for potential risk factors and confounders. During a mean follow-up of 13·2 years, we identified 1156 incident CHD cases. After full adjustment for covariates including demographics, lifestyles and dietary factors, the HR were 0·93 (95 % CI 0·77, 1·11), 0·91 (95 % CI 0·75, 1·11), 0·84 (95 % CI 0·67, 1·04) and 0·78 (95 % CI 0·62, 0·99) for the second, third, fourth and fifth quintiles compared with the lowest quintile of FRF consumption. Regarding specific fruits, we observed a significant inverse association for citrus fruit consumption and a borderline inverse association for strawberry consumption, while no association was observed for apple/pear or grape consumption. Although the associations appeared to be stronger in women, they were not significantly modified by sex. Higher consumption of FRF, in particular, citrus fruits, may be associated with a lower risk of developing CHD.
The progression of an acceptable pulmonary stenosis immediately after total correction of tetralogy of Fallot
Yi-Seul Kim, Jinyoung Song, June Huh, I-Seok Kang, Ji-Hyuk Yang, Tae-Gook Jun
Journal: Cardiology in the Young / Volume 30 / Issue 6 / June 2020
Published online by Cambridge University Press: 04 May 2020, pp. 774-778
A certain degree of pulmonary stenosis after total correction of tetralogy of Fallot has been considered acceptable. But the long-term outcomes are not well understood. We observed the natural course of immediate pulmonary stenosis and investigated related factors for progression.
Fifty-two patients with acceptable pulmonary stenosis immediately after operation were enrolled. Acceptable pulmonary stenosis was defined as peak pressure gradient between 15 and 45 mmHg by Doppler echocardiography. Latent class linear mixed model was used to differentiate patients with progressed pulmonary stenosis, and the factors related to progression were analysed.
Pulmonary stenosis progressed in 14 patients (27%). Between the progression group and no progression group, there were no significant differences in operative age, sex, and the use of the transannular patch technique. However, immediate gradient was higher in the progression group (32.1 mmHg versus 25.7 mmHg, p = 0.009), and the cut-off value was 26.8 mmHg (sensitivity = 65.3%, specificity = 65.8%). Main stenosis at the sub-valve was observed more frequently in the progression group (85.7% versus 52.6%, p = 0.027). Despite no difference in the preoperative pulmonary valve z value, the last follow-up pulmonary valve z value was significantly lower in the progression group (−1.15 versus 0.35, p = 0.002).
Pulmonary stenosis immediately after tetralogy of Fallot total correction might progress in patients with immediate pulmonary stenosis higher than ≥26.8 mmHg and the main site was sub-valve area.
Numerical study of double-diffusive sedimentation in thermally stratified fluid
Chen-Yen Hung, Yang-Yao Niu, Yi-Ju Chou
Journal: Journal of Fluid Mechanics / Volume 893 / 25 June 2020
Published online by Cambridge University Press: 27 April 2020, A27
Print publication: 25 June 2020
We conduct Eulerian–Lagrangian simulations to study double-diffusive sedimentation in stratified flows. The results show the pattern of double-diffusive sedimentation and the transition to the pattern of Rayleigh–Taylor instability when the size of particles increases. In cases of double-diffusive sedimentation, our simulation results show little variation in the temperature-to-particle flux ratio among cases with various particle sizes and initial concentrations, which is consistent with previous theoretical derivations and experimental observations. The energy budget is analysed to show that the settling enhancement is a result of the thermal effect combined with shear dissipation and that the thermal contribution decreases as the size increases. Based on the balance of the energy budget, velocity scaling was derived for the quasi-steady state in the thermally controlled region, which can be used to characterize the plumes’ final velocity of double-diffusive sedimentation. Moreover, adopting some values from the simulation results yields a velocity criterion with which to distinguish different sedimentation patterns. Finally, we investigate changes in the particle-laden plumes below the region of the apparent temperature gradient at which secondary instabilities occur in the form of significant horizontal flow motion. We show that the resulting initial shift of the dominant modes can be approximated with the existing theoretical analysis of collective instabilities for salt fingers. A simple scaling argument for the change in the total cross-sectional area of particle-laden plumes is presented, which is then used to scale the resulting enhanced sedimentation.
Prevalence of depressive disorders in shanghai children aged 8∼12 years
J. Fan, H.-L. Gu, H.-L. Yang, W.-Y. Wang, J. Yi, Y.-S. Du
Journal: European Psychiatry / Volume 26 / Issue S2 / March 2011
Published online by Cambridge University Press: 16 April 2020, p. 623
The purpose of this study was to investigated the prevalence child depression in primary schools.
3685 students from Grade 3 to Grade 5 were selected from 7 primary schools of Pudong district in Shanghai by random and cluster sampling. The study design consisted of a screening stage in which the Center for Epidemiological Studies Depression Scale for Children(CES-DC) were used, and a clinical interview stage in which the K-SADS-present state version (K-SADS) and DSM-IV were used. The diagnoses of depressive disorder were made according the DSM-IV criteria.
The prevalence of children depression was 1.60% (95%CI = 1.19%∼2.00%). The prevalence rate of male(2.08%) was significant higher than that of female (1.09%)(X2=5.40, P = 0.02). The rate of depressive disorder increased with age from 0.57% (8 years old) to 2.47% (12 years old). The prevalence of depression was no significant difference between ages from 8 to 12 years old (X2 = 4.49, P = 0.34).
The prevalence rate of children depression in Shanghai is low. The prevalence of depression among boys is much higher than that of girls.It shows the prevalence of depression is no significant difference between ages from 8 to 12 years old.
Probing the relationship between BTBD9 and MEIS1 in C. elegans and mouse
Shangru Lyu, Atbin Doroodchi, Yi Sheng, Mark P. DeAndrade, Youfeng Yang, Yuning Liu, Michael A. Miller, Rui Xiao, Yuqing Li
Journal: Experimental Results / Volume 1 / 2020
Published online by Cambridge University Press: 31 March 2020, e8
Restless legs syndrome (RLS) is a neurological disorder characterized by an urge to move and uncomfortable sensations. Genetic studies have identified polymorphisms in up to 19 risk loci, including MEIS1 and BTBD9. Rodents deficient in either homolog show RLS-like phenotypes. However, whether MEIS1 and BTBD9 interact in vivo is unclear. Here, with C. elegans, we observed that the hyperactive egg-laying behavior caused by loss of BTBD9 homolog was counteracted by knockdown of MEIS1 homolog. This was further investigated in mutant mice with Btbd9, Meis1, or both knocked out. The double knockout mice showed an earlier onset of the motor deficit in a wheel running test but did not have increased sensitivity to heat stimuli as observed in single knock outs. Meis1 protein level was not influenced by Btbd9 deficiency, and Btbd9 transcription was not affected by Meis1 haploinsufficiency. Our results demonstrate that MEIS1 and BTBD9 do not regulate each other.
Shelter hospital mode: How do we prevent COVID-19 hospital-acquired infection?
Yong Yang, Hailian Wang, Kang Chen, Jun Zhou, Shaoping Deng, Yi Wang
Journal: Infection Control & Hospital Epidemiology / Volume 41 / Issue 7 / July 2020
Published online by Cambridge University Press: 30 March 2020, pp. 872-873
Precise Stiffness and Elastic Deformations of Serial–Parallel Manipulators by Considering Inertial Wrench of Moving Links
Yi Lu, Zhuohong Dai, Yang Lu
Journal: Robotica / Volume 38 / Issue 12 / December 2020
Published online by Cambridge University Press: 31 January 2020, pp. 2204-2220
A general serial–parallel manipulator connected in series by two different parallel manipulators with linear active legs is constructed. Its precise stiffness and elastic deformations are studied systematically. Its unified precise stiffness and precise elastic deformation models are established by considering both the moving links inertial wrench and the dynamic active/constrained wrench. A 3SPR+3RPS-type serial–parallel manipulator is illustrated for solving its precise stiffness and precise elastic deformation. The derived formulae of the precise stiffness and the precise elastic deformations of the general serial–parallel manipulator are verified by the theoretical solutions of the 3SPR+3RPS serial–parallel manipulator.
Methylphenidate and the risk of burn injury among children with attention-deficit/hyperactivity disorder
Vincent Chin-Hung Chen, Yao-Hsu Yang, Ting Yu Kuo, Mong-Liang Lu, Wei-Ting Tseng, Tsai-Yu Hou, Jia-Ying Yeh, Charles Tzu-Chi Lee, Yi-Lung Chen, Min-Jing Lee, Michael E. Dewey, Michael Gossop
Journal: Epidemiology and Psychiatric Sciences / Volume 29 / 2020
Published online by Cambridge University Press: 20 July 2020, e146
Attention-deficit/hyperactivity disorder (ADHD) is associated with a higher risk of burn injury than in the normal population. Nevertheless, the influence of methylphenidate (MPH) on the risk of burn injury remains unclear. This retrospective cohort study analysed the effect of MPH on the risk of burn injury in children with ADHD.
Data were from Taiwan's National Health Insurance Research Database (NHIRD). The sample comprised individuals younger than 18 years with a diagnosis of ADHD (n = 90 634) in Taiwan's NHIRD between January 1996 and December 2013. We examined the cumulative effect of MPH on burn injury risk using Cox proportional hazards models. We conducted a sensitivity analysis for immortal time bias using a time-dependent Cox model and within-patient comparisons using the self-controlled case series model.
Children with ADHD taking MPH had a reduced risk of burn injury, with a cumulative duration of treatment dose-related effect, compared with those not taking MPH. Compared with children with ADHD not taking MPH, the adjusted hazard ratio for burn injury was 0.70 in children taking MPH for <90 days (95% confidence interval (CI) 0.64–0.77) and 0.43 in children taking MPH for ≥90 days (95% CI 0.40–0.47), with a 50.8% preventable fraction. The negative association of MPH was replicated in age-stratified analysis using time-dependent Cox regression and self-controlled case series models.
This study showed that MPH treatment was associated with a lower risk of burn injury in a cumulative duration of treatment dose-related effect manner.
The $1~\text{PW}/0.1~\text{Hz}$ laser beamline in SULF facility
Zongxin Zhang, Fenxiang Wu, Jiabing Hu, Xiaojun Yang, Jiayan Gui, Penghua Ji, Xingyan Liu, Cheng Wang, Yanqi Liu, Xiaoming Lu, Yi Xu, Yuxin Leng, Ruxin Li, Zhizhan Xu
Journal: High Power Laser Science and Engineering / Volume 8 / 2020
Published online by Cambridge University Press: 14 February 2020, e4
In this paper, we report the recent progress on the $1~\text{PW}/0.1~\text{Hz}$ laser beamline of Shanghai Superintense Ultrafast Laser Facility (SULF). The SULF-1 PW laser beamline is based on the double chirped pulse amplification (CPA) scheme, which can generate laser pulses of 50.8 J at 0.1 Hz after the final amplifier; the shot-to-shot energy fluctuation of the amplified pulse is as low as 1.2% (std). After compression, the pulse duration of 29.6 fs is achieved, which can support a maximal peak power of 1 PW. The contrast ratio at $-80~\text{ps}$ before main pulse is measured to be $2.5\times 10^{-11}$. The focused peak intensity is improved by optimizing the angular dispersion in the grating compressor. The maximal focused peak intensity can reach $2.7\times 10^{19}~\text{W}/\text{cm}^{2}$ even with an $f/26.5$ off-axis parabolic mirror. The horizontal and vertical angular pointing fluctuations in 1 h are measured to be 1.89 and $2.45~\unicode[STIX]{x03BC}\text{rad}$, respectively. The moderate repetition rate and the good stability are desirable characteristics for laser–matter interactions. The SULF-1 PW laser beamline is now in the phase of commissioning, and preliminary experiments of particle acceleration and secondary radiation under 300–400 TW/0.1 Hz laser condition have been implemented. The progress on the experiments and the daily stable operation of the laser demonstrate the availability of the SULF-1 PW beamline.
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Watch Nordsjælland - Brøndby soccer Live
Competition: Nordsjælland - Brøndby live streaming 28.06.2020
http://live.welcome.bet/1875504s215
Copenhagen - Midtjylland match overview, prediction&tips
The great teams are gonna meet at this game. The most expected match between two teams from the very top of the group (ranked 2 in the zone Promotion to Europa League (Qualification) and 1 in the zone Promotion to Champions League (Qualification)).
Copenhagen has not chance of relegated, has a small chance of qualify for ucl (8%), has a small chance of win league (8%).
Midtjylland has not chance of relegated, has a good chance of qualify for ucl (92%), has a good chance of win league (92%).
Copenhagen is in actual amazing shape (in the last 5 games wins - 3).
Recent matches Midtjylland is playing unpredictable (in the last 5 games wins - 2).
The chances to win of two teams are almost the same in this match.
Last 30 head-to-head matches Copenhagen won 12 matches, drawn 5 matches, lost 13 matches and goals 47-52.
Including matches at home between the teams Copenhagen won 9 matches, drawn 2 matches, lost 3 matches and goals 31-21.
Odense - Lyngby match overview, prediction&tips
Recent matches Odense is playing changeable (in the last 5 games wins - 3).
Lyngby is in cheap shape now (in the last 5 games wins - 0).
Lyngby could have advantage in physics - more days for rest in last days.
In this match Odense is a favorite.
Last 11 head-to-head matches Odense won 5 matches, drawn 3 matches, lost 3 matches and goals 25-15.
Including matches at home between the teams Odense won 4 matches, drawn 0 matches, lost 1 matches and goals 15-4.
Maardu Linnameeskond - Levadia U21 match overview, prediction&tips
No spectators.
One of the leader and one of the outsider will meet in this game (ranked 1 in the zone Promotion to Meistriliiga and 8 in the zone Esiliiga (Relegation)).
Maardu Linnameeskond in the last match got series victories and it is in a very good shape (in the last 5 games wins - 5).
Recent matches Levadia U21 is playing unstable (in the last 5 games wins - 2).
Maardu Linnameeskond could have advantage in physics - more days for rest in last days.
In this match Maardu Linnameeskond is the unquestionable favorite.
Our prediction for today's Maardu Linnameeskond to win the game is with odds 1.3.
Last 10 head-to-head matches Maardu Linnameeskond won 7 matches, drawn 1 matches, lost 2 matches and goals 32-17.
Including matches at home between the teams Maardu Linnameeskond won 1 matches, drawn 1 matches, lost 2 matches and goals 10-11.
https://emmachandter449865.bloggersdelight.dk/2020/06/28/bet-predictions-on-sampdoria-vs-bologna/
https://mackenzieoakm449817.bloggersdelight.dk/2020/06/28/bet-tips-and-live-predictions-on-newcastle-united-vs-manchester-city/
https://williamjeff351146.bloggersdelight.dk/2020/06/27/nordsjaelland-broendby-winning-sports-picks/
http://sportstreams2018.eklablog.com/nordsjaelland-brondby-a193111568
https://ternopilinkling.com/user-blogs/topic/stream-online-brendan-allen-vs-kyle-daukaus/#postid-29379
← Hobro vs Esbjerg LiveStream^? Nottingham vs Huddersfield LiveStream →
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bnaidus
Beverly Naidus, M.F.A.
bnaidus@uw.edu
www.beverlynaidus.net
Emeritus Professor
Culture, Arts and Communication, division of School of Interdisciplinary Arts and Sciences
M.F.A.
Intermedia Art
Nova Scotia College of Art & Design
Beverly Naidus, artist, author, community bridge maker, networker, storyteller, and facilitator of a pioneering interdisciplinary studio arts curriculum, has been creating interactive installations, digital projects, artist books and narrative works on paper for over four decades. Her work straddles the socially engaged margins of the art world, artful activism collaborations, and community-based art projects. Many of her most provocative installations evoked stories from visitors, so explicitly soliciting stories and images from the community became her part of her process. Much of her work deals with ecological and social issues that have adversely affected her and those around her. She is particularly engaged in how we are individually and collectively affected by racism, climate change and multiple forms of systemic oppression. She often works with others to develop strategies that might heal those challenges. Remediation and reconstructive visions are key concepts that guide her work. She has shared her work in city streets, in alternative spaces, university galleries and major museums. Her work has been written about in many books and journals and has developed an international audience. Significant writers who have discussed her work include Lucy R. Lippard, Suzi Gablik, Paul Von Blum and Lisa Bloom. She is the author of Arts for Change: Teaching Outside the Frame, numerous essays on socially engaged art and eco-art pedagogy (recent releases are Art as Social Action and and some recent pieces of speculative fiction. Her unique courses at UWT emerge from her own projects and include: Art in a Time of War, Cultural Identity and Art, Body Image and Art, Eco-art, Labor, Global Justice and Art and the Artist as Visionary and Dreamer. She has guest lectured and led workshops all over North America and in Europe. She facilitated and designed the permaculture design-inspired, eco-art project, Eden Reframed, on Vashon Island, WA, funded by the Royalty Research Foundation. \She has taught at several NYC museums, Carleton College, Cal State Long Beach, Hampshire College, Goddard College and the Institute for Social Ecology. After successful chapters in the artworlds of NYC and Los Angeles, she has made a home in the Pacific Northwest since 2003. Her most recent project, Extreme Makeover: Reimagining the Port of Tacoma Free of Fossil Fuels, is a collaboration between 350 Tacoma and Arts Bridging Communities (funded by UWT’s Strategic Initiative Fund). Her website is http://www.beverlynaidus.net
Recent interviews:
“Let’s Talk about the Weather,” Ep. 34 “Beverly Naidus: Superwoman Remediating Superfund Sites” https://www.ecoartsfoundation.org/post/beverly-naidus-superwoman-remedia..., 2019 and Carey, Brainard, Interview with Beverly Naidus on Yale Radio, April 2017 http://museumofnonvisibleart.com/interviews/beverly-naidus/
We Almost Didn’t Make It: A Creative Practice Inspired by the Work that Reconnects,” A Wild Love for the World: Joanna Macy and the Work of Our Time, edited by Stephanie Kaza, Shambala Press, 2020
“Graphic Responses to the NW Detention Center: Work by Art & Global Justice Students,” ART AS SOCIAL ACTION: An Introduction to the Principles & Practices of Teaching Social Practice Art, edited by Greg Sholette, Allworth Press, NY, NY 2018
“The ZAD Becomes Compost: LONG LIVE THE ZAD,” EcoartScotland: A Platform for Research and Practice,” www.ecoartscotland.net, 4/12/2018
“Holding On,” M/E/A/N/I/N/G: The Final Issue on A Year of Positive Thinking (edited by Mira Schor and Susan Bee), 2016, http://ayearofpositivethinking.com/page/3/
“So You Want to Be an Eco-Artist: Lessons in Grief and Gratitude,” Elemental: An Arts and Ecology Reader, edited by James Brady, England: Gaia Project, 2016
“Beverly Naidus,” Conversations with Artists Who Teach, edited by Raphael Vella, Malta: Sense Publishers, 2016
“Curtain Call: Portable Altars for Grief and Gratitude,” Dark Matter Women Witnessing, issue #3 on Extinction/Devotion, Lise Weil (ed.), 2015 http://www.darkmatterwomenwitnessing.com/issues/Dec2015/articles/Extinct...
Much of my work has focused on the challenges of living in the world today, from the struggle to heal racism and fear of difference to the damage of the environment caused by rampant consumerism. I also create art about dreams, nightmares and visions for the future. I work in many mediums (from drawing & painting to digital photography and audio installations), sometimes doing "contact improvisation" with scavenged materials. The content often determines the form. Much of my work is interactive, inviting the audience to share a story about a similar topic. I'm currently working on a series of mixed media works about the radioactivity coming from Fukushima and some projects focusing on climate change.
I teach art for social change and healing. My curriculum is adventurous, offering non-majors insights into and practical experience with the creative process of contemporary artists, while introducing them to a wide array of social problems from the ecological crisis to racism.
TARTS 200 introduces students to art as meditation, mapping, storytelling, intervention and synthesis.
TARTS 203, Body Image and Art introduces students to drawing (self-portraiture, contour, gesture and value drawing) and photo/text work. The students discuss issues related to body image and the fashion & diet industries. We do media literacy and draw a nude model who subverts the norm by talking about her own history with her body while the students are drawing her. Students also collaborate on a community based project that may involve installation, performance and interactivity.
TARTS 266 The Artist as Visionary and Dreamer introduces students to painting (water-based) and drawing, while students make art about their dreams and visions of the future. We read about the history of looking at dreams, and look at art inspired by dreams and nightmares.
TARTS 402 Eco-art: Art in Response to the Environmental Crisis exposes students to the Eco-art movement, and how artists create works to restore remediate damaged sites or heal "nature deficit disorder." After learning more about the ways the environmental crisis is affecting their lives, students create their own projects based on the elements air, energy, earth & water and create community collaborate project.
TARTS 404 Art in a Time of War introduces students to the topics of war & peace and art that addresses those issues. Students make their own art that focuses on their concerns and learn about non-violent conflict resolution and communication skills.
TARTS 405 Cultural Identity and Art - Students make work about their cultural heritage, fear of difference, racism and privilege and see the work of contemporary and historical artists who examine those issues.
TARTS 406 Labor, Globalization and Art offers students insights in the economic moment we are living, and how artists make work about their jobs, being in debt, class issues, globalization and more. Students make art work about how those topics interface with their lives.
Social Ecology Education and Demonstration School
Arts for Change
People of Color and their Allies Meditation Group
Ecstatic Dance Seattle
Eden Reframed: A Community and Ecological Art Project
Seattle People of Color Salon
Imagining America: Artists and Scholars in Public Life
Emeritus member of the VALISE Artist Collective
Academic Service
Reviewer for Verso and SUNY Press
Board of Social Ecology Education and Demonstration School
Advisory Board for the Backbone Campaign, Vashon
Moderator for Arts for Change Facebook discussion page
Member of the international Ecoart Network
Member of the Mayworks Committee for the WA State Labor Council
Royalty Research Foundation Grant (U of Washington) for Eden Reframed, (Eco-art Project) 2010
Finalist, Andy Warhol Foundation and Creative Capital’s Art Writers Grant Program, 2007
Founder’s Endowment Grant, UW Tacoma, 2005
Massachusetts Cultural Council Artist's Grant in Photography, 2001
CSULB Creative and Scholarly Awards (two), 1994 – to create CANARY NOTES
CSULB Affirmative Action Grant - for bookwork But You Don't Look American, 1993
CSULB Innovations-in-Teaching Grant, 1993
CSU Chancellor's Mini-Grant, 1991 – To fund video on REMOTE CONTROL
Public Art Proposal Commission for the Metro Blue Line Station at Pico & Flower, Downtown L.A., 1991; Outstanding Young Woman of the Year Award, 1989
California Lottery Funds, Calif. State University, Bakersfield, CA, 1988 – YOU’RE SO NEGATIVE
Professional Opportunities Program grant, CSULB, 1988 – to create video of THIS IS NOT A TEST
Dayton-Hudson Distinguished Visiting Artist, Carleton College, Northfield, Minnesota, 1985-86
Artist's Fellowship, Blue Mountain Center, Blue Mountain Lake, New York, Fall 1983
LINE grant to self-publish bookwork (Stick - It: Ra-decals for the Angry Consumer), 1982
Materials grant from the Committee for the Visual Arts, Artists' Space, New York City, 1979 for installation: Daily Reminder
Teaching fellowship, Nova Scotia College of Art and Design, Halifax, Nova Scotia, Canada, 1976-78
Scholarly Interests
View Beverly Naidus' content in our Experts Gallery
CV or Resume
Beverly Naidus CV 214.46 KB
© 2021 University of Washington Tacoma
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Korean Restaurant Makes NYT's Top 10 List
New York eatery Hanjan, run by Korean-American chef Hooni Kim, placed fifth on a list of the top 10 restaurants of 2013 in the Big Apple by the New York Times on Wednesday. Hanjan captivated New Yorkers' tastes with its traditional Korean sauces.
Kim, who also runs Danji, another popular Korean restaurant in the city, opened Hanjan near Korea Town in Manhattan last December. Danji became the first Korean restaurant around the world to receive a star rating by the prestigious Michelin Guide in 2011.
The New York Times wrote, "For traditional Korean food, the place to go is the far eastern reaches of Flushing, Queens. But for delicious modern interpretations of the cuisine, nothing comes close to Hooni Kim's two packed, casual pubs." It recommended Hanjan's specialty pajeon, or green-onion pancake fried with chives and seafood.
The 41-year-old chef is a lover of traditional Korean sauces like doenjang (soybean paste), soy sauce and gochujang (red pepper paste).
"If you use proper doenjang, which is made in the traditional way through aging and fermentation, food can taste great without any special sauce or cooking," he said.
Kim uses sauces that are made in a mountain village in Korea. In July, he invited 44 foreign gourmands to his restaurant to serve Korean dishes based strongly on the use of doenjang, gochujang and soy sauce.
As Hanjan became popular, celebrities like former U.S. President Bill Clinton's daughter Chelsea Clinton and her husband, as well as actresses Drew Barrymore and Natalie Portman visited the restaurant.
Sushi Nakazawa topped the daily paper's list, followed by seafood restaurant Carbone, American eatery Betony and Uncle Boons, which specializes in Thai cuisine.
Michelin to Publish Korea Travel Guide in 2011
Hotel Shilla's Restaurant Named Among Asia's 50 Best
Korean-Run Restaurant in France Awarded Michelin Star
Three Seoul Restaurants Among Asia's Best 50
First Korean Restaurant Joins Prestigious 'Best in Asia' List
Bibimbap Restaurant in London Included in Michelin Guide
Four Korean Restaurants Feted for World-Class Wine Lists
Korean Cuisine Getting Trendy at Upscale New York Eateries
Korean Restaurant in New York Earns Michelin Star-Rating
Young Chefs Adapt Korean Food for American Palates
Young Chef Wins Over New Yorkers with Korean Cuisine
First Korean Restaurant to Get Star Rating on Michelin Guide
Korean Cuisine Takes Bigger Bite Out of 'Big Apple'
U.S. Public TV to Explore Korean Cuisine
Michelin-Starred Chef Embraces Korean Cuisine
How Korean Food Is Perceived Abroad
Seoul Restaurants to Get Michelin Stars
Top Chefs Showcase Korean Cuisine in New York
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West Glacier / Lake McDonald
Logan Pass
North Fork / Polebridge
East Glacier / Two Medicine
Many Glacier / St. Mary
Waterton / Goat Haunt
Glacier Journal
The 35-mile stretch of sometimes jarring, sometimes dirt road that leads from Columbia Falls and tracks along the western edge of Glacier National Park should be driven with respect, but visitors who brave the journey to this remote corner of the park will not regret it.
Named for the North Fork of the Flathead River that borders the park, this is one of the least crowded and most remote sections of Glacier, and must be accessed by private vehicle.
Those who make the trek are rewarded with a living laboratory of fire ecology in recently burned areas, as well as peak-studded views of Bowman and Kintla lakes, a homesteading site, and the opportunity to see and hear rarefied wildlife like wolves.
A series of wildfires over the decades have etched the mountain-scape with a mix of forest growth, each drawing a unique complement of species, including rare bird species, like the Northern Three Toed and Black-backed woodpeckers.
Visitors accustomed to modern comforts should be warned that few services exist up the North Fork, and cell phones stop chirping as the pavement turns to wash-boarded dirt.
Self-reliant visitors will appreciate the dearth of amenities, as well as the thin crowds.
Allow a full day to drive to and from Kintla and Bowman Lakes, and be sure to kick around the historic homesteading outpost of Polebridge, where a vibrant mercantile, bakery and saloon are open for business.
TOP HIKES
1. Bowman Lake
This pristine lake six miles up a dirt road from Glacier Park’s Polebridge entrance station is about one mile wide and eight miles long, with a front-country campsite at its head and a backcountry campsite at its base.
A destination in its own right, multiple trails lead away from its shores and zigzag into the alpine country, but a simple stroll on a rolling trail along the northern lakeshore will be well worth the rewarding views.
2. Numa Ridge Lookout
This 5.6-mile one-way hike to an active fire lookout offers stunning views of Rainbow Peak, Square Peak and Mount Carter, as well as sprawling Bowman Lake nearly 3,000 vertical feet below.
Pack plenty of water and a snack for this sustained climb up switchbacks that will seem a little relentless until you top out at this gorgeous perch.
3. Quartz Lakes Loop
This 13-mile day hike (or overnight trip if you’ve procured a backcountry permit) is a tireless classic that will leave you tired – and hungry for more.
The trail for the Quartz Lakes begins at the foot of Bowman Lake and traces its south shore, climbing over Quartz Ridge at two locations.
The route is perfectly suited for a fine loop, which can be dispatched as one long day hike, or with a planned overnight at either Quartz Lake or Lower Quartz Lake.
The aptly named pair of crystalline lakes is nestled into a valley carpeted with wildflowers and peppered with birds and wildlife, and provides terrific fishing for the able angler.
No journey to the North Fork is complete without a stop at the legendary Polebridge Mercantile, a barn-red building where fresh-baked huckleberry bear claws, sticky buns and pocket sandwiches line the shelves alongside handy-dandy items you might have forgotten to pick up in town.
Built in 1914, the “Merc,” as it’s affectionately known, is listed on the National Register of Historic Places and remains a classic piece of Montana history, but under new ownership in recent years it has adopted a host of eco-friendly ethics, evidenced by its newly expanded solar array.
Also new this year is a fruit and produce stand. To learn about the history of this region, and about ongoing conservation efforts, stroll along the nearby Transboundary Trail, located just north of the Merc and offering nine interpretive stops along the path.
© © 2016 Glacier Journal, All Rights Reserved. Use of this site is subject to Glacier Journal's Terms of Service and Privacy Policy. Glacier Journal 17 Main Street Kalispell Montana 59901 USA (406) 257-9220
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Plan Your Olympic Vacation Menu
How to Pack
Hiking Safety
Transit to Port Angeles
I can walk, bike, or bus to Port Angeles attractions!
Why Port Angeles
Guided activities
Walking to do
Biking to do
National Park by bus
Victoria by ferry
Port Angeles Things to Do With or Without a Car on the Olympic Peninsula
Why visit Port Angeles attractions?
Port Angeles is a national park and international gateway city, providing easy driving and arduous biking access to the Olympic Mountains, and receives less rain annually than nearby locations.
Port Angeles is the hub for Olympic National Park, provides ferry access to Victoria BC, and offers many choices in things to do, restaurants, and lodging.
Port Angeles offers nearby access to world-class outdoor activities in Olympic National Park. Paved road access to Hurricane Ridge starts on Race Street in Port Angeles and within 20 miles you can view Mount Olympus. Port Angeles receives 25.57 inches of rainfall annually while Seattle and Forks, Washington receive 38.09 and 118.83 inches respectively.
Learn more about transit options from Seattle to Port Angeles.
Return to Planning Your Olympic National Park Vacation
Port Angeles things to do: guided tours
Olympic National Park Tours with ExperienceOlympic out of Port Angeles, Washington 98362 pick you up at your downtown Port Angeles accommodation (within two miles) or you can arrange to have professional naturalist guide meet you if you prefer to drive. ExperienceOlympic offers hiking and wildlife-viewing tours from March to October as well as tidepooling during the spring and summer.
If hiking, wildlife-viewing, birding, tidepooling, or sightseeing is not your thing, then other Port Angeles guide services offer a diversity of Port Angeles things to do. You may choose to embark on a walking tour of Port Angeles or whale watching tour out of Port Angeles. Additionally, you may choose to hire a Port Angeles naturalist guide, alpine guide, backpacking guide, fishing guide, kayaking guide, or mountain biking guide.
The Port Angeles Visitor Center in front of the Landing Mall
The Port Angeles Visitor Center, at 121 E Railroad Ave, Port Angeles, WA 98362, provides maps and information about Olympic Peninsula things to do. You should be able to walk away with ideas for things to do near Port Angeles, maps of the Olympic Discovery Trail (including a paved trail for road biking), Olympic National Park map, and various transit schedules. For example, you could plan a Clallam Transit hiking adventure on Barnes Point (Lake Crescent) including Marymere Falls and Storm King or a Clallam Transit bike adventure on the Lake Crescent portion of the Olympic Discovery trail.
Lower Elwha Klallam Carnegie Museum in Port Angeles
A two block walk uphill on Lincoln Street takes you to the Carnegie Musuem, located at 207 S Lincoln St, Port Angeles, WA 98362. This redesigned Port Angeles attraction displays cultural and historical artifacts related to the history of the Lower Elwha Klallam People and other First Nations on the Olympic Peninsula. Make sure to check out the artifacts from Tse-whit-zen, one of the many Klallam village sites that lined the Port Angeles harbor before the Klallam people became homeless in their own homeland.
Feiro Marine Life Center and Olympic Coast Discovery Center
The Feiro Marine Life Center is a Port Angeles attraction located on the Port Angeles City Pier at 315 N Lincoln St Port Angeles, WA 98362. The Olympic Coast Discovery Center offers another thing to do in Port Angeles and is located on the 2nd floor of the nearby Landing Mall at 115 E Railroad Ave #301, Port Angeles, WA 98362. The Feiro Marine Life Center is a smaller version of the Port Townsend Marine Science Center and a mini version of the Seattle Aquarium. The Olympic Coast Discovery Center is run by the National Oceanic and Atmospheric Administration (NOAA) and is focused on providing information about things to do in the Olympic Coast National Marine Sanctuary. The Feiro Marine Life Center operates all year while the Discovery Center is mainly open during the summer peak season.
Bike to Hurricane Ridge
Once a year for the first half the day (until noon), the road to Hurricane Ridge is only open to those on bikes for Ride the Hurricane. The ride is scheduled at the beginning of August on a yearly basis and the Hurricane Ridge road is open only to bikes from 6 AM until noon. The bike ride to Hurricane Ridge is considered, "the best climb in Washington." If you are willing to share the road with vehicles, try this Port Angeles bike attraction during the summer on a clear sunny day at sunrise. From downtown Port Angeles, bike up Lincoln Street, take a left onto 5th Street, and a right onto Race Street. Continue straight on Race Street, veer right onto Hurricane Ridge Road and continue the next 18 miles (29 km) up to the Hurricane Ridge Visitor Center at 5,242 feet (1,598 m). If you are interested in a guided ecotour to the Olympic Mountains, check out ExperienceOlympic's Hurricane Ridge hiking and wildlife viewing tours.
Olympic Discovery Trail: east to the Dungeness Spit and Sequim
A great option for things to do in Port Angeles is to walk or ride a bike on the Olympic Discovery Trail along the Port Angeles harbor east towards Ennis and Morse Creeks. The most accessible portion of the Olympic Discovery trail from downtown Port Angeles is a mostly paved trail along the Port Angeles harbor that starts between the Port Angeles City Pier and the Red Lion Hotel, just east of the intersection of Lincoln Street and Railroad Avenue. It is not uncommon to watch river otters, harbor seals, and many Olympic Peninsula birds on the Port Angeles harbor portion of the Olympic Discovery trail.
You can continue east on the Olympic Discovery trail all the way to Sequim, Washington, on about 19 miles (31 km) one-way of trail. Clallam Transit Route 30 Commuter bus runs frequently between Port Angeles and Sequim, so you can easily ride a bike one direction and ride the bus back. However, bike racks can fill up, so catching the bus at the transit terminal where the route starts helps ensure you get space for your bike.
You can detour from the Olympic Discovery trail between Port Angeles and Sequim to explore the Dungeness Spit at 554 Voice of America Rd W, Sequim, WA 98382, the longest sand spit in the world and a wildlife refuge. There are campgrounds either directly on or near the Discovery Trail for a biking and camping combination, including a nice campground at Dungeness Spit.
Olympic Discovery Trail: west to the Ediz Hook, the sand spit that forms the Port Angeles harbor
If you are not planning to visit Dungeness Spit or First Beach from La Push, then Ediz Hook is a must-see with regard to Port Angeles attractions because it exposes you to marine wildlife, especially Harbor Seals. You can access Ediz Hook as a long walk from downtown Port Angeles towards the industrial west-side of the Port Angeles harbor or you can ride your bike. In order to reach Ediz Hook, you pass through an old paper mill, which was built around the same time as the historic Elwha Dams.
The walk or bike from downtown Port Angeles is 2 miles (3 km) one-way on a sidewalk/trail adjacent to Marine Drive. You can not reach the very end of Ediz Hook because of the Port Angeles Coast Guard Station so you can continue from the mill another 2 miles (3 km) one-way on the shoulder of Ediz Hook Road, which provides a beautiful view of the Olympic Mountains on a clear day.
Olympic Discovery Trail: west to the Elwha River and beyond
You can also connect with the Discovery Trail to the west of downtown Port Angeles, although it requires navigating some streets with cars. The trail is not well defined as it departs downtown, and parallels Marine Drive past the industrial shipyard. As you continue on Marine Drive past the boat marina, take a left up Hill Street, then continue to stay right until you get to Milwaukee Drive. The trail picks up where Milwaukee Drive ends, and continues separate from traffic for about 5 miles (8 km) one-way until meeting the Elwha River at Elwha River Road, a nice destination for a morning or afternoon ride.
Further west of Port Angeles, you can use a bike and bus combination, using Clallam Transit Route 14 toward Forks, to ride to the Sol Duc hot springs in the Sol Duc Valley on Sol Duc Road, or you may choose to bike Lake Crescent, which are both great options for Olympic National Park things to do.
Transit from Port Angeles (except on Sundays)
The number of Olympic Peninsula and Olympic National Park things to do without a car expands greatly if you use Clallam Transit Route 20 in Port Angeles, Clallam Transit Route 14 west towards Forks, and Clallam Transit Route 30 east towards Sequim.
Olympic National Park Visitor's Center and Port Angeles Fine Arts
Lake Crescent and Marymere Falls in Olympic National Park
Forks, Sol Duc, and Lake Crescent Portion of the Discovery Trail
La Push and Olympic National Park coastal beaches
Neah Bay and the Makah Museum
Clallam Transit buses originate at the Gateway Transit Center at 123 E Front Street Port Angeles, WA 98362. Bring small bills and quarters as drivers can not make change. Buses come equipped with a bike rack (most have space for 3 bikes).
IMPORTANT NOTE: Clallam Transit does NOT offer Sunday service (with the exception of the Strait Shot that services Seattle through the Bainbridge Island Ferry every day of the week), service on most nationally-recognized holidays, and there is reduced service on Saturdays.
Port Angeles Fine Arts Center, Webster Woods, and the Olympic National Park Visitor Center
The downtown Port Angeles Visitor Center can be confused with the Olympic National Park Visitor Center located uphill of the intersection of Race Street and Lauridsen Boulevard, at 3002 Mount Angeles Road, Port Angeles, WA 98362. Using the Clallam Transit Route 20 College bus, you will be directed to a stop that is only a few blocks from either destination. Be sure to describe to the Clallam Transit driver exactly where you want to go when you get on the bus and they can help you with the best stops for one or both locations.
The Peabody Creek trail provides a hiking trail and is adjacent to the Olympic National Park Visitor’s Center. Webster Woods provides a walking trail in order to observe outdoor art at the Port Angeles Fine Arts Center. The Fine Arts Center is a Port Angeles attraction located at 1203 E Lauridsen Blvd, Port Angeles, WA 98362. The Arts Center also has an indoor portion. You can walk from the Fine Arts Center to the Visitor's Center and the distance is .6 miles (1 km) one-way. At the end of your visit, you may choose to walk downhill to the Olympic Discovery Trail as accessed from Francis Street and then west to downtown Port Angeles.
Lake Crescent, Marymere Falls, Storm King, and Barnes Creek
The Clallam Transit Route 14 Forks bus originates from the Gateway Transit Center in downtown Port Angeles and has a stop at Barnes Point on Highway 101 on Lake Crescent, which is only a .5 hour drive one-way. When you depart from the bus, you will either be dropped off on Lake Crescent Road (at the 4-way stop sign take a right to the Marymere Falls trailhead) or a hiking trail near the Barnes Creek overpass (upstream on Barnes Creek leads to the Marymere Falls trail and downstream on Barnes Creek leads to the Lake Crescent Lodge).
You can also hike portions of Storm King or the Barnes Creek trail that are signed from the more popular Marymere Falls trail. The Marymere Falls Trail is about 1.5 mile (2.5 km) one-way, the Barnes Creek trail branches off for about 3 miles (5 km) one-way, and Storm King trail branches off and immediately starts uphill for about 4 miles (6 km) one-way and has an elevation change of 1700 ft (320 m).
The Lake Crescent Lodge is a popular Olympic National Park attraction located at 416 Lake Crescent Rd, Port Angeles, WA 98363. This Olympic National Park lodge often has a toasty fire on cool days, bathrooms, full bar and restaurant and is open from roughly May to New Years Day. Barnes Creek on Lake Crescent is the most accessible hiking destination when considering Olympic National Park things to do on foot.
Sol Duc, Forks and Twilight
If you take Clallam Transit Route 14 bus to Forks with a bike, you may disembark the bus at the road to Sol Duc on highway 101. On the north side of highway 101, where the bus would pull over for Sol Duc road if traveling west, you can alternatively access the Olympic Discovery Trail. If you head east, back down towards Lake Crescent, you have an amazing paved bike trail that uses the former Spruce Railroad line that hugs the north side of Lake Crescent and extends about 10 miles (16 km) one-way. If you head further west, you can access some of the newest stretches of the Discovery Trail, getting you closer and closer to Forks and eventually the famous wild coastal beaches of La Push.
The Sol Duc road is one of the most scenic of Olympic National Park roads because you remain inside the border of the park for almost the entire length. Huge old growth conifers abound as well as views of the beautiful Sol Duc river, and a number of pull-outs allow for safe areas to break and have a picnic. You can also continue on to Sol Duc falls which is only another 2 miles (3 sm) one-way up the Sol Duc Road and about a 1 mile (2 km) one-way walk from trailhead parking area. You may alternatively choose to park your bike at the hot springs resort and take the Lover's Lane trail to the Sol Duc Falls and back, which is about 3 miles (5 km) one-way.
If you instead look to the south side of highway 101 when the bus pull over for Sol Duc road, you can venture on an uphill bike ride to the Sol Duc resort that is 11 miles (18 km) one-way. Although the road is windy and often does not have a shoulder, the road also has a low speed limit.
La Push, First Beach, Second Beach, Third Beach, and Rialto Beach
When considering Oympic National Park things to do without a car, you don’t want to miss access to the wild Olympic coastline, famous for its huge old-growth beach logs, impressive headlands, and sea stacks teeming with marine life. When you take the Clallam Transit Route 14 Forks bus out of the Gateway Transit Center in Port Angeles to its conclusion in Forks, you can continue on to La Push, Washington. From the Forks Transit Center, you will transfer to the Quileute Community Shuttle. If you plan your buses appropriately and get an early start (5:50 AM for example), you may visit First and Second Beach as a day trip.
The Quileute River mouth, seen best from First Beach, is an excellent location to observe marine mammals like sea lions and Gray Whales as well as Bald Eagles. There is a nice paved trail from First Beach to the Second Beach trailhead (separate from the road), which is an excellent beach for tidepool exploration during a low tide. Once you reach the Second Beach trailhead, which is about 1 mile (2 km) one-way from the Oceanside Resort on a paved trail, the hike to Second Beach involves another 1 mile (2 km) one-way forested path.
You could also choose to spend a night in La Push at the Quileute Oceanside Resort at 330 Ocean Drive La Push, WA 98350, which is located directly on First Beach. Lonesome Creek Store is a small convenience store next door at 490 Ocean Dr La Push, WA 98350. If spending the night, you might want to consider bringing your own food as the cabins have full kitchens.
You can use the Quileute Community Shuttle to further access the Third Beach trailhead, which provides a longer hike of about 2 miles (3 km) one-way through coastal forest out to Third beach and continuous Olympic National Park coastal hiking trails that continue south. Rialto Beach is on the opposite side of the mouth of the Quileute River as First Beach.
If you bring a bike on the bus with you, you could depart at Three Rivers before you reach La Push and bike 5 miles (8 km) one-way on the shoulder of Mora Road. However, each beach is stunning and has huge beach logs, offshore islands, and a long stretch of beach for walking barefoot during fine weather.
Neah Bay, Makah Museum, Hobuck Beach, and Cape Flattery
When further considering Olympic Peninsula things to do by bike or on foot, an option that allows for outstanding native cultural education is a visit to Neah Bay, Washington. You again take Clallam Transit Route 14 Forks bus out of the Gateway Transit Center in Port Angeles.
However, you may or may not continue to the Forks Transit Center as a closer transfer point is in Sappho, Washington. Keep in mind there is just an outhouse, parking lot, and covered bench at the Sappho stop. You will transfer to the Clallam Transit Route 16 Clallam Bay bus at either Sappho or the Forks Transit Station. Due to the distance you will be traveling from Port Angeles and the sparse bus service, it is prudent to spend at least one night in Neah Bay at the Cape Resort at 1510 Bayview Ave, Neah Bay, WA 98357.
Neah Bay is similar to Port Angeles in that it is located in a harbor so you have to travel farther to Hobuck Beach in order to experience the famous wild Olympic coastline. However, there is more tourist infrastructure in Neah Bay when compared to La Push, Washington. The main attraction in Neah Bay that is within walking distance from the Cape Resort is the Makah Museum at 1880 Bayview Ave, Neah Bay, WA 98357, open daily from 10 AM to 5 PM. The Makah museum houses amazing artifacts from a landslide at Ozette, one of the five former Makah village sites, and is considered by some to be the Pompeii of North America. Makah Museum guided tours leave from the Makah Museum to Ozette, Hobuck Beach, and Cape Flattery.
When walking the shoreline and Neah Bay marina, it is not uncommon to observe numerous Bald Eagles as well as marine mammals like California Sea Lions and Gray Whales. Another popular activity out of Neah Bay includes fishing or pelagic birding charters. Neah Bay is home to outstanding bird diversity, especially during spring and fall bird migration, and is therefore a must see for Olympic Peninsula birds.
If you are open to a bus/bike combination, this would allow you access to Hobuck Beach, which is a 3 mile (5 km) one-way ride, and Cape Flattery, which is an 8 miles (13 km) one-way ride from Neah Bay. Although you are biking on the shoulder of roads, quite a few local people are also on bikes. Be prepared for variable weather, including rain, and bring a map because not all roads are well marked.
The Clallam Transit Route 30 Commuter bus that originates from the Gateway Transit Center in downtown Port Angeles, takes you to the Sequim Transit Center in downtown Sequim. To reach Port Townsend, you will continue on the Jefferson Transit Route 8 bus, which has much fewer daily runs. However, with an early start, you can still make this a day trip from Port Angeles.
The terminus for Jefferson Route 8 is at the Haines Park in Ride, which is not in downtown Port Townsend. However, the Port Townsend Visitor Center at 440 12th St, Port Townsend, WA 98368 is next door. The Rose Theatre at 235 Taylor St, Port Townsend, WA 98368 features excellent documentaries and independent films. With regards to things to do, Port Townsend boasts too many great restaurants, pubs, and shops to list here and they are located both downtown and uptown. You may choose to take the Port Townsend ferry as a foot passenger to Coopville on Whidbey Island (look for birds on the way, great alcids!) and then walk around Fort Casey State Park.
If you bring your passport with you on your travels (and, for international travelers, meet visa requirements), you may take a ferry to Victoria from downtown Port Angeles. The Blackball Ferry Terminal at 101 E Railroad Ave, Port Angeles, WA 98362, is across from the Gateway Transit Center. You may board the Coho Ferry as a foot passenger or with a bicycle.
The Blackball Ferry Terminal in Victoria is at 430 Belleville St, Victoria, BC V8V 1W9, Canada. Keep in mind that the ferry-ride is 1.5 hours one-way so visiting more distant locations on the Olympic Peninsula by Clallam Transit is a comparable journey time-wise. You can visit the Port Angeles Victoria Tourist Bureau for ideas of things to do and it is located next to the Port Angeles Visitor Center at 115 E Railroad Ave, Port Angeles, WA 98362.
The Royal BC Museum at 675 Belleville St, Victoria, BC V8W 9W2, Canada highlights natural and cultural history. Noon tea time is taken quite seriously in Victoria, with some tea rooms requesting that you make a reservation. You can get more information about things to do in Victoria at Tourism Victoria, which is nearby at 812 Wharf St, Victoria, BC V8W 1T3, Canada.
Lodging without Wheels: Downtown Port Angeles Lodging
Port Angeles Hotel Name(s) Downtown Address Information about Hotel Nearby Grocery Store(s) with Deli and Coffee Nearby Coffee Shop(s) Nearby Downtown Port Angeles Restaurant(s)
Red Lion Hotel 221 N Lincoln St, Port Angeles, WA 98362 on waterfront, some rooms have views, large hotel, space for conventions Safeway (uphill) or Country Aire Natural Foods Bada Bean NW or Easy Street Coffee and Teahouse Crabhouse (attached to Red Lion) or your choice of Thai, Crepes, or Bistro across the street
Port Angeles Inn and Quality Inn Uptown (hotels are adjacent) 101 and 111 E 2nd St, Port Angeles, WA 98362 both hotels are perched above downtown with a nearby pedestrian stairway or ramp access to downtown, both are small and quiet, some rooms have views Country Aire Natural Foods (downtown) or Safeway Bada Bean NW (downtown) or Bella Rosa Many nearby downtown options, especially if you can navigate the stairs
Meals without Wheels: Downtown Port Angeles Restaurants
The Strait Slice Pizza, 121 W 1st St, Port Angeles, WA 98362, Lunch and Dinner (Excellent!)
First Street Haven, 107 E 1st St, Port Angeles, WA 98362, Breakfast and Brunch, Baked Goods (Cinnamon Rolls!)
Spruce, 128 E Front St, Port Angeles, WA 98362, Dinner, Vegetarian Options and Locally-Sourced (Best Grilled Cheese!)
New Day Eatery, 102 W Front St, Port Angeles, WA 98362, Breakfast and Lunch, Gluten-Free, Vegan, and Vegetarian Options
Turnip the Beet, 130 E Front Street, Port Angeles, WA 98362, Lunch and Dinner, Locally-Sourced
Kokopeli Grill and Coyote BBQ Pub, 201 & 203 E Front St, Port Angeles, WA 98362, Lunch and Dinner, Seafood and Steakhouse
Bella Italia, 118 E 1st St, Port Angeles, WA 98362, Dinner, Italian Bistro
Michael's Seafood and Steakhouse, 117 E 1st St, Port Angeles, WA 98362, Dinner, Family-Friendly
Jasmine Bistro, 222 N Lincoln St, Port Angeles, WA 98362, Lunch and Dinner, Thai
Next Door Gastropub, 113 W 1st St, Port Angeles, WA 98362, Lunch and Dinner, Pub and Restaurant
La Belle Creperie, 222 N Lincoln St, Port Angeles, WA 98362, Breakfast and Lunch, French
DownRigger's Waterfront Restaurant, The Landing Mall, 115 E Railroad Ave, Port Angeles, WA 98362, Lunch and Dinner, Seafood
H2O Waterfront Bistro, 222 N Lincoln St, Port Angeles, WA 98362, Lunch and Dinner, Pub-Style Food
Dynasty Chinese, 136 E 1st St, Port Angeles, WA 98362, Lunch and Dinner, Chinese
Crabhouse Red Lion Hotel Port Angeles, 221 N Lincoln St, Port Angeles, WA 98362, All Meals, Seafood
Smugglers Landing Restaurant, The Landing Mall, 115 E Railroad Ave, Port Angeles, WA 98362, All Meals, Seafood
Port Angeles, Seattle, and Forks, Washington climate citation
Western Regional Climate Center (Accessed February 22, 2014).
Port Angeles Things to Do on the Olympic Peninsula
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