The employment arena is a complex one in which both employers and employees have obligations to each other. Your employer is obligated to pay you a certain wage and, in return, you are obligated to perform the role you have been employed for. Then there are entitlements such as personal leave, annual leave, maximum number of hours worked and so on. It can get confusing. The first step is to understand the language used so that you are comfortable taking the next step in ensuring you are being correctly compensated. In this series of articles, we are going to break these down with real-world examples. As they say, knowledge is power and a smart Pink Collar Worker knows their stuff before going in.
DISCLAIMER: There are many caveats to these basic standards, particularly for apprentices and the rules change based on the business type. Small businesses are treated differently, as expected, based on their size and reduced access to resources — human capital and other support such as funds, knowledge and property.
The eleven National Employment Standards are each covered separately, in no particular order, as below:
Offers & Requests To Convert From Casual To Permanent Employment
Notice of Termination & Redundancy Pay
Personal/Carers’ Leave, Compassionate Leave & Unpaid Family & Domestic & Family Violence Leave
Fair Work Information Statement & Casual Employment Information Statement