Employment law – rights and responsibilities
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Transcript of Employment law – rights and responsibilities
Employment law – rights and responsibilities
Riverland Community Legal Service
Types of employment
Employee or contractor?– Control over work– Payment arrangements– Insurance, taxation, superannuation– Tools and equipment
“Sham” contracting
Types of employment
Casual employment– Irregular hours– May or may not be offered work– Discretion to refuse work
Casual status is not solely determined by contract
Casual employees
Entitlements– No holiday pay, sick pay or payment for public
holidays not actually worked– Should be payed loading (at least 20% extra)– Are entitled to workers compensation– Sometimes entitled to long service leave– Are entitled to superannuation if paid more than
$450 a month (or less if by award)
Casual employees
Protections– Are protected by anti-discrimination legislation– Are protected by unfair dismissal legislation if are
employed on a regular and systematic basis and have a reasonable expectation of ongoing work
Terms of employment
Express terms– Under contract of employment– Under award or modern award– Rules of conduct or employer’s policies (if brought
to employee’s attention)
Implied terms– Implied by law– Implied by conduct or circumstances of job
Federal or State system?
Federal system– Constitutional corporation
Where revenue is raised (doesn’t have to be profit-oriented)
– Commonwealth government authorities
State system– State government authorities– Local councils
National Employment Standards (federal system only)
Minimum standards of employment– Max 38 hours per week full time
But can be asked to work additional hours if reasonable
– Up to 24 months unpaid parental leave (with conditions attached)
– 4 weeks annual leave (5 weeks if a shift worker)– Public holiday pay– Redundancy pay
Equal opportunity protections
Prohibited to discriminate in employment in regards to:– Age– Sex– Sexuality– Marital status– Pregnancy– Race– Disability
Equal opportunity protections
Religious dress– Generally cannot discriminate based on religious
dress– Exceptions:
Safety hazards Where face needs to be identified Reasonable dress codes
Occupational health & safety
Employer must provide a safe work environment
Must maintain equipment and provide adequate safety training
Employees must follow health and safety instructions
Different requirements for different industries
Termination of employment
By giving notice (i.e. resigning)– No reason need be given– Notice period set by contract or award– If no set notice period, must give reasonable
notice (unless there is a set period of employment)
Termination by employer
Breach of employment contract Consistent poor performance Consistent misconduct Summary dismissal Retrenchment, redundancy and bankruptcy
Unfair dismissal
Different laws apply to small businesses Where dismissal is harsh, unjust or
unreasonable Must have worked 6 months (or 1 year if
small business) 14 days to make an application
Unfair dismissal
Harsh, unjust or unreasonable– Terminated for poor performance but given no
warning or opportunity to improve– Terminated for performing in accordance with the
employer’s directions
Constructive dismissal
Unfair dismissal
Application to Fair Work Australia Mandatory attendance at conference Remedies:
– Reinstatement (primary remedy)– Compensation
Unlawful dismissal
Dismissal that is in breach of certain general protections– Discriminatory dismissal– Dismissal for union involvement– Dismissal for temporary absence due to illness
Organisations
Fair Work Australia– 1300 799 675– Unfair dismissal– Complaints regarding entitlements (federal system only)
SafeWork SA– 1300 365 255– Occupational health & safety– Complaints regarding entitlements (State system only)
Organisations
Employee Ombudsman (SA)– 8207 1970– Advice on rights and entitlements– Advocacy on behalf of employees (except in
cases of unfair dismissal)
Human Rights Commission– 1300 656 419– Discrimination complaints
Organisations
Equal Opportunity Commission– 8207 1977– Discrimination complaints
Legal Services Commission– 1300 366 424– Free legal advice
Organisations
Working Women’s Centre– 8410 6499– Free legal advice
Also consider contacting the relevant union for advocacy and representation