Employment Contract (Standard) – Casual Employee
Employment Contract (Standard) – Casual Employee
Description
Employment Contract (Standard) – Casual Employee
If you would prefer something shorter than the comprehensive contract for your casual employees, you can use the ‘simple’ contract of employment which is only 3 pages in length. This contract will not give the same cover as the comprehensive contract. This contract covers:
the employee’s position
general obligations
salary
commencement date
hours of work
superannuation
leave
policies and procedures
IT, computers and devices
termination of employment
general matters
employment-related legislation.
The nature of casual employment
Employers must ensure they clearly define casual loading provisions and compensation for all legal entitlements clauses in contracts to maximise the ability to recover any payments, should a casual employee later claim they were in fact a permanent employee. Where casual employees have regular work patterns over an extended period of time, those employees may in fact be considered permanent, even if:
the parties described the relationship as ‘casual’ (often in an employment contract); or
the casuals were paid a casual loading.
Employers with award or agreement covered employees should also ensure they comply with the casual conversion requirements in the relevant award/agreement. This contract is not intended to override award/agreement obligations.
Description
Employment Contract (Standard) – Casual Employee
If you would prefer something shorter than the comprehensive contract for your casual employees, you can use the ‘simple’ contract of employment which is only 3 pages in length. This contract will not give the same cover as the comprehensive contract. This contract covers:
the employee’s position
general obligations
salary
commencement date
hours of work
superannuation
leave
policies and procedures
IT, computers and devices
termination of employment
general matters
employment-related legislation.
The nature of casual employment
Employers must ensure they clearly define casual loading provisions and compensation for all legal entitlements clauses in contracts to maximise the ability to recover any payments, should a casual employee later claim they were in fact a permanent employee. Where casual employees have regular work patterns over an extended period of time, those employees may in fact be considered permanent, even if:
the parties described the relationship as ‘casual’ (often in an employment contract); or
the casuals were paid a casual loading.
Employers with award or agreement covered employees should also ensure they comply with the casual conversion requirements in the relevant award/agreement. This contract is not intended to override award/agreement obligations.
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