Employment Contract (Comprehensive) – Casual Employee

Employment Contract (Comprehensive) – Casual Employee

Customer DetailsEnter your details
Payment DetailsEnter your Payment Details
ADDRESS

Description

Employment Contract (Comprehensive) – Casual Employee

This comprehensive contract is approximately 10 pages in length.

The drafting in this contract will help minimise the risk your business may be exposed to for back payment from both current and former employees who may have been engaged on a casual basis but worked on a long-term, regular or predictable basis.

This comprehensive contract covers the following matters:

nature and status of employment

the reason for the contract

commencement date

casual loading being in compensation for permanent employment entitlements

compensation for all legal entitlements

position

reporting relationship

location of employment

hours of work

remuneration

confidential information

performance and expectations

superannuation

workplace surveillance (computers, camera and tracking)

policies and procedures

leave (where it applies to casuals under the Fair Work Act 2009 (Cth)

notice and termination

The comprehensive contract also includes optional clauses concerning:

new employees

existing employees

award/agreement covered employees

providing mobile phone, laptop and other electronic equipment

work related expenses and reimbursement for such expenses

the requirement to wear and launder a uniform

the requirement to hold a drivers license

zero tolerance of drugs and alcohol in the workplace

returning the employer’s property on termination

the protection of the employer’s intellectual property and moral rights

post employment obligations including non-solicitation of customers, employees and suppliers

Compensation for all legal entitlements


The compensation for all legal entitlements clause will automatically appear in this contract.

This clause seeks to offset an employee’s total remuneration against any entitlement he or she may have under any law or industrial instrument.

It’s important to be aware that it’s not possible to ‘contract out’ of an award or agreement using a contract of employment.

Post-employment restraints


It may not be necessary to require a casual employee to agree to a post-employment restraint.

A post-employment restraint must be ‘reasonable’ in the circumstances of the particular employee’s employment to be enforceable.

The particular restraint clause included in the contract includes provisions enabling a court, if it is to review the contract, to read down the covenants in relation to the employee if they are found to be void, invalid or otherwise unenforceable. ‘Reading down’ the strict wording of an unreasonable clause means to modify it until the clause is expressed in a way that is legally enforceable.

Description

Employment Contract (Comprehensive) – Casual Employee

This comprehensive contract is approximately 10 pages in length.

The drafting in this contract will help minimise the risk your business may be exposed to for back payment from both current and former employees who may have been engaged on a casual basis but worked on a long-term, regular or predictable basis.

This comprehensive contract covers the following matters:

nature and status of employment

the reason for the contract

commencement date

casual loading being in compensation for permanent employment entitlements

compensation for all legal entitlements

position

reporting relationship

location of employment

hours of work

remuneration

confidential information

performance and expectations

superannuation

workplace surveillance (computers, camera and tracking)

policies and procedures

leave (where it applies to casuals under the Fair Work Act 2009 (Cth)

notice and termination

The comprehensive contract also includes optional clauses concerning:

new employees

existing employees

award/agreeent covered employees

providing mobile phone, laptop and other electronic equipment

work related expenses and reimbursement for such expenses

the requirement to wear and launder a uniform

the requirement to hold a drivers license

zero tolerance of drugs and alcohol in the workplace

returning the employer’s property on termination

the protection of the employer’s intellectual property and moral rights

post employment obligations including non-solicitation of customers, employees and suppliers

Compensation for all legal entitlements


The compensation for all legal entitlements clause will automatically appear in this contract.

This clause seeks to offset an employee’s total remuneration against any entitlement he or she may have under any law or industrial instrument.

It’s important to be aware that it’s not possible to ‘contract out’ of an award or agreement using a contract of employment.

Post-employment restraints


It may not be necessary to require a casual employee to agree to a post-employment restraint.

A post-employment restraint must be ‘reasonable’ in the circumstances of the particular employee’s employment to be enforceable.

The particular restraint clause included in the contract includes provisions enabling a court, if it is to review the contract, to read down the covenants in relation to the employee if they are found to be void, invalid or otherwise unenforceable. ‘Reading down’ the strict wording of an unreasonable clause means to modify it until the clause is expressed in a way that is legally enforceable.

Our Latest Blog Post

Flexible Working Arrangements

Jun 18, 2024


Why Flexible Work Arrangements
Are Essential for Modern Businesses
Today, we’re delving into a...

Read More

We provide HR advice and support.
We have trusted partners to assist with
any employment law issues outside
of our scope.

More info

PO Box 1079

Coolangatta QLD 4225

ABN 30 644 527 015

Facebook Instagram Linkedin Youtube Twitter

Get HR Advice from our HR expert

Our Latest Blog Post

Flexible Working Arrangements

Jun 18, 2024

Why Flexible Work Arrangements
Are Essential for Modern Businesses
Today, we’re delving into a...

Read More

We provide HR advice and support. We have trusted partners to assist with any employment law issues
outside of our scope.

More info

PO Box 1079

Coolangatta QLD 4225

ABN 30 644 527 015

Get HR Advice from our HR expert