Categories of Employment

Categories of Employment

There are several different ways in which you can be associated with Company. In each circumstance, a written contract will be offered by the Chief Executive Officer.

Permanent Full-time guarantees set hours, leave, superannuation and redundancy provisions. Hours of work are usually a set amount per week, for example, 37.5 per week. If permanent there is an expectation of continuing employment.

Permanent Part-time is the same as a full time contract of employment and guarantees set hours, leave, superannuation and redundancy provisions but on a pro-rata basis to that of a full time employee. If permanent, like full time employees, there is an expectation of continuing employment.

Job sharing This is an arrangement whereby a full time job is done by two or more part time employees. The job can be divided based on:

Time - the employees work on different days of the work. There is no division of work, both employees perform all the tasks required in the position on the days they are there OR;

Work content - each job sharing employee does part of the role with the work being divided on a project basis or on the basis of the different skills of the employees.

Casual employment is informal, uncertain and irregular and can be seasonal. The individual can be called when needed. They are paid by the hour or day and only for time worked. A casual rate is paid to include a loading to compensate for the entitlements a permanent employee receives e.g. annual and sick leave.

Fixed term employees are those engaged as full or part time for a fixed period for project work or to replace employees absent on long service or parental leave. The period is notified at the commencement of the contract. They get the same leave and conditions as permanents except that with annual leave, it is usually paid out. As an additional option they could be entitled to receive a bonus at the end of the term based on their performance.

Temporary employees are used infrequently for short term intermittent projects/backlogs or to cover planned or unplanned leave periods. The use of our preferred recruitment agencies to hire these types of workers is the preferred option.

Work Experience is for students who are interested in gaining short term vocational experience in a particular work discipline. As this is typically deemed as being vocational Company will not be involved in any payment to students. If Managers wish to provide payment to the student for their services and the school agrees to the payment, they should discuss this with the Finance/ Administration on the use of an external recruitment agency to make such payments. Alternative reward can include the provision of a gift or Company products. As the nature of the work is short term these students are not eligible to participate in the Company's incentive plans. It is important that all documentation supplied by the school is fully completed to include insurance coverage for the student whilst on our premises. It is appropriate to send a letter to the work experience student to confirm all the details.

Industrial Experience students include university and TAFE students who are requiring experience as part of their studies. These arrangements are made on a fixed term contract basis and have some nominal payments for work done. In most instances these students are paid via the company payroll and all normal deductions are made. They are also entitled to the statutory leave entitlements e.g. sick leave and annual leave. As the nature of the work is short term these students are not eligible to participate in the Company's incentive plans. It is appropriate to send a letter to the industrial experience student to confirm all the details.

Contractors are not employees but operate their own business. Please refer to the section on Engaging Contractors.