邢唷��>� ��欹�O ��蜝bjbj� E�奡Wi奡WiC:��ppppp��8�|8T�鱁��L�4�#�.$,Z$vExExExExExExE$稨�mKr淓pr$@#@#^r$r$淓pp4盓�,�,�,r$pppvE�,r$vE�,�,r�6T�7��cF €葳��$$7bE荅0鱁27�進�$�進�7�7&進p�7l r$r$�,r$r$r$r$r$淓淓�(�r$r$r$鱁r$r$r$r$��進r$r$r$r$r$r$r$r$r$�X6: HR RESOURCE SHEET INDIVIDUAL EMPLOYMENT CONTRACT � GOVERNING COUNCIL BOARDING HOUSE CASUAL EMPLOYEE All employees have an employment contract, even if there is no formal written agreement. In law, there are a number of different types of documents and unwritten arrangements which become part of a contract of employment. These could include: Job advertisement Letter of appointment Job description Individual employment contract Relevant Award or Enterprise Agreement, and National Employment Standards (NES) Workplace policies and procedures Custom and practice at a particular workplace Oral / verbal arrangements between an employer and employee The individual employment contract is an important piece of legal documentation which spells out what is being offered to the employee in exchange for their services. It may repeat the information included in the letter of appointment and should refer to the job description, applicable Award, the NES, and certain policies of the employer. It does not have to be complicated, but it should be specific and understandable to both parties. Once it is signed and dated by both the employer and the employee, it is legally binding. The relevant Award for Boarding House employee is the HYPERLINK "https://library.fairwork.gov.au/award/?krn=MA000076"Educational Services (Schools) General Staff Award 2020 (the Award). If your service has an Enterprise Agreement, please contact the Department for Education Industrial Relations Unit for advice on 8226 1296 or Education.IRU@sa.gov.au. The following sample shows the types of information included in a contract of employment. The actual content will vary from service to service and from job to job. The headings are in black and prompts regarding what to include under the headings are in blue font (do not include the blue font in the contract). Model text is in green, and this wording should remain and not be altered (apart from change the colour of the text). Options are in [square brackets]. The contract should be written on the letterhead of the operator / employer. Note that all new employees must also be provided a copy of the 慒air Work Information Statement� before, or as soon as possible after, they start their new job. The statement can be downloaded from the Fair Work Ombudsman website at HYPERLINK "https://www.fairwork.gov.au/employee-entitlements/national-employment-standards/fair-work-information-statement" https://www.fairwork.gov.au/employee-entitlements/national-employment-standards/fair-work-information-statement. Note too that employers must provide casual employees with the Casual Employment Information Statement, or as soon as possible after, they start their new job and as soon as possible after 6 months, 12 months and every subsequent period of 12 months of employment (small business as soon as practical after 12 months employment) The statement can be downloaded from the Fair Work Ombudsman website: HYPERLINK "https://www.fairwork.gov.au/employee-entitlements/national-employment-standards/casual-employment-information-statement" https://www.fairwork.gov.au/employee-entitlements/national-employment-standards/casual-employment-information-statement. SAMPLE EMPLOYMENT CONTRACT EMPLOYER LETTERHEAD Date Insert date the offer is made (when contract is given to the employee) Employer Insert employer / employing body name Employee Insert employee抯 name and address Position It is important to understand the distinction between Job Title (what the job is called in your workplace) and Job Classification (the relevant title and level in the Award). If you do not refer to the position by any special name apart from the classification in the Award, you would fill in this section of the contract as per the classification: Boarding supervision services Grade 3. Commencement Date Insert the date the employment will start, or started. If this contract replaces an existing contract it is important to also state the original commencement date of service. Nature of Employment Casual A person is a casual employee if they accept an offer for a job from an employer knowing that there is no firm advance commitment to ongoing work with an agreed pattern of work. For example, if an employee is employed as casual, their roster changes each week to suit their employer抯 needs, and they can refuse or swap shifts, that could mean they are casual. Specifically, under the Fair Work Act, a person is a casual employee if: (a)爐he employment relationship is characterised by an absence of a firm advance commitment to continuing and indefinite work; and � (b)爐he employee would be entitled to a casual loading or a specific rate of pay for casual employees under the terms of a fair work instrument if the employee were a casual employee, or the employee is entitled to such a loading or rate of pay under the contract of employment. Further information on Casual employment is available on the Fair Work Ombudsman Website � see HYPERLINK "https://www.fairwork.gov.au/starting-employment/types-of-employees/casual-employees"Casual employees - Fair Work Ombudsman When advertising for and employing staff, it should be made clear that the employment is on a casual basis. Place of Work The address(es) where the employee will work. Time of Work As per the Casual Roster. A casual employee抯 hours of work are generally unpredictable and the employee will be notified via a work roster. Approximate days and hours of employment, the starting and finishing times, the lunch and rest breaks and applicable roster change details may be given here. Reports to Insert name of person(s) the employee will report to (eg supervisor / line manager). Award The conditions of your employment are derived from the Educational Services (Schools) General Staff Award 2020 (the Award) and the National Employment Standards (NES) except where noted otherwise. Classification Boarding supervision services Employee Grade 3. Clearly state the Award and classification level of employment offered. Refer to Schedule A of the Award to determine the relevant classification. Responsibilities / Duties Refer to the attached Job Description. Attach a copy of the Job Description to this Employment Contract. Separating the Contract from the responsibilities / duties via a Job Description provides greater flexibility later. The Job Description can form part of the professional development / appraisal review process, while the contract is used for other purposes. It is also useful to include a catch all clause in the Job Description such as 慉nd any other duties as directed by the employer�. Employee Remuneration The current hourly rate for this position is $... [in accordance with][which is greater than the provisions of] clause 17 of the Award]. This amount includes the casual loading of 25% which compensates for non-entitlement to annual leave, sick leave or public holiday pay in accordance with clause 11 of the Award. Your remuneration will be reviewed annually and may be increased at the employer抯 discretion or in accordance with the Award. You should also stipulate how and when the employee will be paid. For example: Payment shall be [weekly][fortnightly] by electronic transfer into your nominated bank account. Consider whether the employee will be eligible for any allowances, or shift penalties or loadings. Check Clause 19 of the Educational Services (Schools) General Staff Award 2020 for a list of allowances to which your employee may be entitled. It is not necessary to list all these allowances in the contract, but you should identify any which will apply to this employee. Will the employee receive any other benefits such as above award payments? If so, state what these are, and if and when they will be reviewed. Reimbursement of Expenses You will be reimbursed for any expenses you incur on behalf of [name of employer]. However you must obtain authorisation from your line manager prior to incurring the expense or otherwise in accordance with any delegations assigned to you. It is important that you consider what expenses your employees are likely to incur in their employment and ensure that the contract covers the reimbursement of those expenses. It is normal practice for employees to be reimbursed all expenses incurred by them while carrying out the business of the employer. Superannuation Occupational superannuation will be paid in accordance with the federal Superannuation Guarantee. If you intend to provide superannuation payments beyond the required minimum, state the relevant details here. Leave Entitlements Leave entitlements, including annual leave, annual leave loading, long service leave, personal leave, compassionate leave, parental leave and community service leave will be granted in accordance with the NES, the Long Service Leave Act 1987 (SA) and the Award. Note that casual employees are not entitled to paid personal (sick) leave or annual leave. Parental Leave will be in accordance with the NES and any other legislative scheme in force at the time. If your service has particular requirements regarding applying for leave, provision of medical certificates etc. these may be advised here or you may choose to refer the employee to the relevant policy document. Refer to the NES for further information, Close-down This is where you should identify any times that the service will be closed such as during the school holidays, and student free and school closure days. Casual employees should be advised they will not be required to work during times when the service does not operate (for example over school holidays) . Confidential Information You will be required to maintain strict and professional confidentiality regarding all information gained through the course of your employment with [name of employer]. This requirement applies to written, verbal and all forms of internet and social networking communication, both during your term of employment and after your employment ceases. This clause puts an explicit obligation on the employee not to disclose confidential information of the employer and states that the confidential information belongs to the employer. Compliance With Policies & Procedures You will be required to comply with the employer抯 policies and procedures which may change from time to time. It will be your responsibility to ensure that you are aware of these policies and procedures, but if you are in doubt regarding a policy or procedure you should consult with your line manager. Refer to the employer抯 policies and procedures manual or state particular policies relevant to your site / service. For example: Work Health and Safety requirements, use of internet and social networking sites. RRHAN-EC Training and Department for Education Relevant History Screening To be employed in the Boarding House service, an employee must undertake the following Responding to Risks of Harm, Abuse and Neglect � Education and Care (RRHAN-EC) training: 1. A 2 hour online Fundamentals course 2. A 4 hour facilitator-led Masterclass Registration for both courses is via the department抯 online learning management system currently known as Plink. Employees must maintain a current RRHAN-EC certificate during the course of their employment. A current, valid child-related employment screening check from the Department of Human Services (or its successor) is an employment requirement. From 1 July 2019, all employees are required to obtain a Working with Children抯 Check (WWCC). The WWCC replaces the child related employment screening and will remain valid for 5 years. It is the employee抯 responsibility to renew the WWCC before it expires. A child related employment screening check obtained prior to 1 July 2019 will be recognised as a WWCC until it expires. Failure to complete RRHAN-EC training or maintain a current child-related screening check could result in termination of employment. Relevant history screening (either a Working With Children抯 Check or a current Child-Related Employment Screening through the Department of Human Services, (or its successor) is required for current employees, including fixed term contract and casual employees before they enter into a new contract of employment, and new employees prior to their engagement. Termination of Employment Notice of termination is in accordance with the NES, although note that these provisions do not apply to casual employees in accordance with Section 123(1)(c) of the Fair Work Act 2009 (Cth). On termination of employment you must return to the employer all property belonging to the service. Refer to the NES for notice the employer and the employee must give before terminating employment. While Section 123(1)(c) of the Fair Work Act 2009 (Cth) means that notice periods do not apply to casual employees, clause 11.4(a) of the Award provides that a minimum shift for a casual will be two hours. Delegation Identify specific delegations that sit with the position. For example, limit of financial expenditure. Delete or write 慛ot applicable� if this is not applicable. Dispute Resolution Where possible, disputes should be resolved at the local level by consultation and negotiation between the parties and in line with the service抯 grievance procedures. If the dispute is about a matter arising under the Award or in relation to the NES and is unable to be resolved at the workplace, and all appropriate steps outlined in the Award have been taken, a party to the dispute may refer the dispute to the Fair Work Commission. Privacy You agree that [name of employer] may collect and retain personal information regarding any aspect of your employment directly from yourself or a third party. Under the Privacy Act 1988 (Cth) you may have rights and obligations and in particular right of access to, and correction of, personal information (except insofar as it relates to any exception provided by that Act). Signatures This offer is made by me [name] as the authorised representative of [name of employer / employing organisation]. Signed____________________________________________Date______________________________________________ Acceptance I, ____________________________________, accept the offer of employment and agree to the terms and conditions as stated in this contract.Signed____________________________________________Date______________________________________________ Disclaimer The Department for Education has undertaken all reasonable measures to ensure that the information in this Resource Sheet is accurate and specifically disclaims any liability, loss or risk, personal or otherwise, which is incurred as a consequence, directly or indirectly of the use and application of any of the contents. 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