Arnold
CibbuanoCasual Employment – Your Rights in the Workplace
September 11th 2006 00:26
The following is some general information about the right of casual employees.
For a start, it is important to understand what a casual position implies. Part time and casual positions are often confused. However, there is a very clear difference between the two. For a casual position there is no guarantee of regular, scheduled hours. You are simply employed as needed and are on call. A part time position will involved a regular schedule of working hours. A roster will be compiled and you’ll have a guaranteed number of working hours for the pay period.
Generally speaking, a part time position offers greater income security as you’ll have an idea of the number of hours you’ll be expected to work during the term of your employment. A casual worker has no assurance of ongoing work. They may be called in regularly during peak times and may have long stints of unemployment during lean times. Legally, an employer can send a casual home early from a shift or cancel shifts which they cannot do with a part time employee.
As compensation for the uncertainty of ongoing work, a casual employee is entitled to a greater rate of pay than a part time worker. This is referred to as a casual loading. Furthermore, a casual employee will not accumulate paid annual or personal leave. This involves sick leave, paid vacations etc.
Often an employer may refer to a job as a casual position when it is really a part time position. If you have a regular weekly or fortnightly schedule you should really be classified as a part time employee. An employer may label a position as casual when it is really a part time position if they are trying to dodge their obligations and responsibilities as employers. For instance, it is much easier to sack a casual worker rather than a part timer simply by cutting them off the working roster.
Another area to lookout for is superannuation. No matter if you are employed as a casual, part timer, or full timer an employer should be making a super contribution to your fund if you are earning more than $450 per month before tax. The minimum rate of super contribution for an employer is currently at 9%.
In terms of insurance and injury, a casual along with a part time and full time employee should be covered by regulations issued by Work Cover. Work Cover is the government regulatory body that issues standards for occupational health and safety. All employees are entitled to work under safe and healthy work environments.
For a start, it is important to understand what a casual position implies. Part time and casual positions are often confused. However, there is a very clear difference between the two. For a casual position there is no guarantee of regular, scheduled hours. You are simply employed as needed and are on call. A part time position will involved a regular schedule of working hours. A roster will be compiled and you’ll have a guaranteed number of working hours for the pay period.
Generally speaking, a part time position offers greater income security as you’ll have an idea of the number of hours you’ll be expected to work during the term of your employment. A casual worker has no assurance of ongoing work. They may be called in regularly during peak times and may have long stints of unemployment during lean times. Legally, an employer can send a casual home early from a shift or cancel shifts which they cannot do with a part time employee.
As compensation for the uncertainty of ongoing work, a casual employee is entitled to a greater rate of pay than a part time worker. This is referred to as a casual loading. Furthermore, a casual employee will not accumulate paid annual or personal leave. This involves sick leave, paid vacations etc.
Often an employer may refer to a job as a casual position when it is really a part time position. If you have a regular weekly or fortnightly schedule you should really be classified as a part time employee. An employer may label a position as casual when it is really a part time position if they are trying to dodge their obligations and responsibilities as employers. For instance, it is much easier to sack a casual worker rather than a part timer simply by cutting them off the working roster.
Another area to lookout for is superannuation. No matter if you are employed as a casual, part timer, or full timer an employer should be making a super contribution to your fund if you are earning more than $450 per month before tax. The minimum rate of super contribution for an employer is currently at 9%.
In terms of insurance and injury, a casual along with a part time and full time employee should be covered by regulations issued by Work Cover. Work Cover is the government regulatory body that issues standards for occupational health and safety. All employees are entitled to work under safe and healthy work environments.
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Comment by Ahmed
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If its like that then I can safely start applying for casual positions (of course asking if it really is part time or not).
Comment by Ruth
NSW
ACT
VIC
SA
WA
There's no harm in apply for any job. Just make sure that you understand the employment conditions before you agree to the position so you know where you stand from the outset.
If you are employed as a casual, an employer can effectively sack you by not rostering you on any future shifts. If you are relying on a regular salary that can be a huge risk.
Comment by Ahmed
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Comment by Cibbuano
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Comment by Ahmed
Video Gamer Kids
Little Green Foosballs
PolyKicks
Because with part time your wage drops and such, and if your employer wants you to work part time odds are he/she likes you as an employee and is looking to solidify your position in the company anyway...
Comment by zara