Skip to primary navigation Skip to secondary navigation Skip to content Skip to footer

AEN Industry Code of Practice

Our Code of Practice

The Apprenticeship Employment Network is the trading name for the Group Training Association of Queensland and Northern Territory Limited ACN: 167762745 and acts to administer the code of practice below.

"To act at all times with honesty, integrity and responsibility and in the spirit of good faith and fair dealings." 

1. Members of the Group Training Association Queensland & Northern Territory Limited (GTAQNT) are bound by a Code of Practice based upon the following ethical principles: 

a) To act at all times with honesty, integrity and responsibility and in the spirit of good faith and fair dealings. 

b) To deal fairly and equitably with clients and all other stakeholders at all times. 

c) To not engage in any conduct that is unfair, harsh or unconscionable. 

d) To not engage in any practice that may damage the reputation of GTAQNT or any of its members 

e) To comply with all federal, state and territory legislation and with the national standards for Group Training. 

f) To be accountable at all times for any transgressions of this Code of Practice. 

g) To support continuing reforms in the employment and training of new apprentices and the concept of utmost good faith and fairness in all such dealings. 


2. GTAQNT is striving to achieve world best practice for the training and employment of apprentices and trainees. By our commitment to this Code we provide our clients with the confidence that using a GTAQNT member is a better way of providing quality outcomes for apprentices and trainees. 


3. This Code, developed in consultation with the Queensland Government, contains a disciplinary procedure which includes the possibility of censure, suspension and/or termination of membership. 


4. GTAQNT members shall not knowingly engage or co-operate in any activity that: 

a) Attempts to make, arrive at, give effect to, be concerned in, or be a party to, any collusive arrangement or understanding. 

b) Misleads or deceives or is likely to mislead or deceive our clients. 

c) Brings discredit to GTAQNT or Group Training. 

Experience has shown that the majority of disputes are of a minor nature and often due to a lack of understanding of Group Training arrangements or a misunderstanding between members or their clients. Members are encouraged to communicate effectively and regularly with their clients, other members and all obligatory regulatory stakeholders at all times. 


6. Members should strive to come to mutual resolutions as expediently as possible and involve all parties concerned to address these matters. 


7. Before lodging any complaint parties should meet at least once to explain their concerns and to make reasonable efforts to mutually resolve the matter. 


8. If this is unsuccessful then a written complaint should be made to the Executive Officer of GTAQNT setting out details of the complaint and asking for the Association's assistance to resolve the complaint. The complaint procedures are detailed in Attachment 1. 


9. If either party is dissatisfied with the manner in which the complaint was handled or the outcome, then the Code provides a right of appeal. 


10. If a complaint is found to be justified the Board of GTAQNT has the power to impose wide ranging sanctions upon Members, up to and including termination of membership. 


Complaint Procedures 

1. The primary goal of the complaint procedures for dealing with alleged violations of the Group Training Association of Queensland and Northern Territory Limited (GTAQNT) Code of Practice is to clearly identify the actions required of the Board and the Association. 


2. A complainant might be: 

a) Another GTO 

b) Apprentice or Trainee 

c) Host Employer 

d) Stakeholder 

e) RTO 

f) Member of the public 

g) Other person or organisation 


3. Complaints will be required to: 

a) Be provided in writing (see note 1) 

b) Identify the complainant and the issue to be addressed 

c) Advise whether redress has been sought through other avenues 

d) Highlight the redress sought 

e) Be addressed to the Executive Officer 


4. On receipt of the complaint the Executive Officer will: 

a) Identify the nature of the complaint and determine whether the complaint is one that fits within the Code of Practice 

b) Advise the complainant of the complaint procedure and that their complaint will be forwarded to the member against whom the complaint is made. 

c) Provide details of the complaint to the member against whom the complaint is made and seek a preliminary response 

d) Seek “without prejudice” an early resolution to the complaint 

e) Refer the matter to mediation if resolution is not possible 


5. If the matter cannot be resolved by the Executive Officer an independent Mediator will be engaged. 


6. The Mediator will assess the merit of the matter and contact both parties to determine if the allegations can be resolved through a mediation process. 


7. If the results of the mediation are successful both parties will sign a statement to that effect and the case will be closed and the file kept in a secure location for seven years then destroyed. 


8. If mediation is unacceptable to, or is unable to reach a satisfactory outcome for, either party the complaint will proceed to a more formal stage. 


9. Where the matter cannot be resolved the Executive Officer will seek the approval of the Board for an Arbitrator to be appointed. 


10. The Arbitrator will be an independent person with expertise in dispute resolution. Their role is to provide the means for the determining of the dispute between the parties and refer their findings to the Board. See note 2. 


11. The Board on consideration of the Arbitrators findings will determine the necessary action to address the complaint. 


12. Where a complaint against a member is upheld the Board may with or without publication take any of the following actions 

a) Warning – The Board will contact the member concerned warning them of the deemed inappropriate action/s and offer assistance to rectify the matter. 


b) Improvement – The Board will contact the member concerning the issue of complaint, offer assistance but also require that evidence of improvement within a set timeframe be provided. 


c) Suspension – If a member fails to act to rectify or improve their practice the Board may suspend the member for a period of time. 


d) Termination – Should a member fail to rectify a matter within a period of suspension the Board may contact the member concerned and inform them that as of a certain date they are no longer members of the Association. 


13. Members have the right to appeal, within 30 days, a decision to suspend or terminate the members membership in accordance with Rule 4 of the Constitution 


Note 1. The Board reserves the ability to make independent enquiry in serious cases where verbal complaints are not followed up by written complaints. 


Note 2. Costs associated with arbitration may be awarded against the complainant should a complaint be regarded as frivolous or vicious.