The Festive Season is just around the corner and many businesses are now looking to recruit their seasonal workforce.
The most flexible way to achieve this is to employ casual staff. Casuals are employed ad-hoc, as needed and with no firm advance commitment to ongoing work, making them ideal for seasonal roles in various industries.
It is important that employers are aware of their obligations when employing casual staff such as the minimum hours per shift, the casual loading, and the nature of casual work.
Psychosocial health and safety in the workplace refer to the mental and emotional well-being of employees within an organisation. It encompasses creating an environment that fosters positive mental health, minimises harm, and supports employees in times of distress.
All employers hold a positive duty to address and eliminate (so far as is practicable) psychosocial hazards within the workplace and to provide a safe work environment.
The following guide will assist you to meet your legal obligations:
Provide an employment contract that clearly states:
1. The nature of the employment is casual and irregular.
2. The casual loading is in lieu of any paid leave entitlements, notice of termination or redundancy payments.
3. The employee will not have fixed hours, employment is on an ‘as needed’ basis.
4. There is no promise of ongoing work.
5. Casual employees can resign without giving notice.
Ensure you have workplace policies and procedures in place which set out a Code of Conduct and what you expect from your employees such as sexual harassment, drug and alcohol, use of social media, disciplinary processes, work health and safety etc.,
Upon commencement of employment, provide a copy of the workplace policies and procedures to the casual employee and ensure they sign to acknowledge they have read and understand the policies and procedures.
- Prepare and provide the casual worker with a proper job description which sets out your expectations for the role.
- If you are employing a young person, consideration should be given to any relevant child employment laws applicable.
- Make sure you know which Modern Award will cover the casual employee and the entitlements under the award such as casual loading, penalty rates and minimum hours of each engagement.
- The award minimum rate of pay may differ for younger employees based on their age.
- Provide the casual employee with a copy of a Casual Employment Information Statement and a Fair Work Information Statement and make sure the employee acknowledges receipt.
ER Strategies are experts in employment compliance and can assist you in managing your employment compliance responsibilities. To discuss your obligations and assistance we can provide, get in touch with us at 1300 55 66 37, or click the button below.