Our CEO, Ross Paton, is a strong believer in ‘casual labour’ to give Employers (especially SA’s large number of SMME’s) the courage and confidence to expand their businesses and take-on new staff.
This model below is the Australian model for casuals. It’s regulated and practical but without being suffocating. They have 2-3 million casual workers (10% of the population) and the segment is growing fast as workers don't want to confine themselves to one employer or work old-school hours or in fixed locations.
A casual employee does not have a firm commitment in advance from an employer about how long they will be employed for, or the days (or hours) they will work. A casual employee also does not commit to all work an employer might offer.
For example, an employee who works to a roster that could change each week and can refuse or swap shifts is casual.
A casual employee:
· has no guaranteed hours of work
· usually works irregular hours
· doesn't get paid sick or annual leave
· can end employment without notice, unless notice is required by a registered agreement, award or employment contract.
How is casual different to full-time or part-time?
Full-time and part-time employees have ongoing employment (or a fixed-term contract) and can expect to work regular hours each week. They are entitled to paid sick leave and annual leave.
Full-time and part-time employees must give or receive notice to end the employment.
What do casual employees get?
Casual employees are entitled to:
· a higher pay rate than equivalent full-time or part-time employees. This is called a 'casual loading' and is paid because they don't get benefits such as sick or annual leave
· 2 days unpaid carer's leave and 2 days unpaid compassionate leave per occasion
· 5 days unpaid family and domestic violence leave (in a 12-month period)
· unpaid community service leave.
Long term casual employees
Some casual employees work for one employer for a long period and become 'long term casuals.’
Long term casuals stay as casual employees unless their employment relationship changes with their employer so that there is a mutual commitment to provide ongoing work on an agreed pattern of ordinary hours of work. A long term casual gets their casual entitlements regardless of how regularly they work or how long they work for.
After at least 12 months of being engaged regularly by an employer on a casual basis, and if it’s likely that the employment relationship will continue, a casual employee can:
· request flexible working arrangements
· take parental leave.
They don't get paid leave or notice of termination, even if they work regularly for a long time.
Changing to full-time or part-time employment
A casual employee can change to full-time or part-time employment at any time if the employer and employee both agree to it.
is an extract from: https://www.fairwork.gov.au/employee-entitlements/types-of-employees/casual-part-time-and-full-time/casual-employees
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