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Casual Employment (contract)
Casual employment or contract employment is an employment classification under employment law. Australia In Australian workplace law whereby an employee is paid at a higher hourly rate (usually 25%) in lieu of having their employment guaranteed, and lacking other usual full-time employment conditions such as sick leave. 28% of all Australian workers were employed on a casual basis in 2003. Employers often contact casual employees regularly from week to week to supplement their normal workforce as needed. As there is no expectation in a casual work contract between employee and employer of ongoing work, employees can legally refuse any specific work opportunity. The government defines Casual employees as those from whom regular work is not expected, they are not bounded by any legal body and can at their convenience switch places they work at. Under various workplace awards, employment classification can change if a certain number of hours is worked in a particular time frame. ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Employment
Employment is a relationship between two parties regulating the provision of paid labour services. Usually based on a contract, one party, the employer, which might be a corporation, a not-for-profit organization, a co-operative, or any other entity, pays the other, the employee, in return for carrying out assigned work. Employees work in return for wages, which can be paid on the basis of an hourly rate, by piecework or an annual salary, depending on the type of work an employee does, the prevailing conditions of the sector and the bargaining power between the parties. Employees in some sectors may receive gratuities, bonus payments or stock options. In some types of employment, employees may receive benefits in addition to payment. Benefits may include health insurance, housing, disability insurance. Employment is typically governed by employment laws, organisation or legal contracts. Employees and employers An employee contributes labour and expertise to an endea ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Australian Labour Law
Australian labour law concerns Commonwealth, state, and common law on rights and duties of workers, unions and employers in Australia. Australian labour law (also known as industrial relations law) has a dual structure, where some employment issues and relationships are governed by Commonwealth (the Australian federal government) laws, and others are governed by state and territory laws or the common law. It shares a heritage with laws across the Commonwealth of Nations, UK labour law and standards set by the International Labour Organization, the Australian legislature and courts have a built a comprehensive charter of rights at work. Constitutional basis The conciliation and arbitration power of the Commonwealth was originally based on Section 51(xxxv) of the Constitution of Australia, which provides: :"The ommonwealthParliament shall, subject to this Constitution, have power to make laws for the peace, order, and good government of the Commonwealth with respect to: ::(xxxv ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Industrial Award
An industrial award, sometimes known simply as an award, is a ruling in Australia handed down by either the national Fair Work Commission (or its predecessor) or by a state industrial relations commission which grants all wage earners in one industry or occupation the same minimum pay rates and conditions of employment such as leave entitlements, overtime and shift work, as well as other workplace-related conditions. The national awards, with the National Employment Standards, provide a minimum safety net of terms and conditions of employment for all national system employees. The pay rates are often called award wages or award rates. Federal awards in Australia have been stripped back in recent years in what they are allowed to contain, in order to promote the Enterprise Bargaining Agreement system. Awards in Australia are part of the system of compulsory arbitration in industrial relations. A similar system was also used in New Zealand prior to the ''Labour Relations Act 1987' ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Annual Leave
Annual leave is a period of paid time off work granted by employers to employees to be used for whatever the employee wishes. Depending on the employer's policies, differing number of days may be offered, and the employee may be required to give a certain amount of advance notice, may have to coordinate with the employer to be sure that staffing is the employee's absence, and other requirements may have to be met. The vast majority of countries today mandate a minimum amount of paid annual leave by law. Among the larger countries, China requires at least five days' paid annual leave and India requires two days of paid leave for every month worked. The United States mandates no minimum paid leave, treating it as a perk rather than a right. Leave Most countries have labour laws that mandate employers give a certain number of paid time-off days per year to workers. Canada requires at least two weeks, which increases to three weeks for employees that have worked for a certain ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Jinkinson V Oceana Gold (NZ) Ltd
''Jinkinson v Oceana Gold (NZ) Ltd'' was a 2009 decision of the Employment Court of New Zealand regarding the real status of a worker as either a permanent employee or a casual employee. The case concerned whether or not the Employment Relations Authority had erred in law by determining that Jinkinson was a casual employee of Oceana Gold (NZ) Ltd. Judgment Judge AA Couch delivered the Employment Court's decision allowing Jinkinson's appeal and overturning the decision of the Employment Relations Authority. The essence of casual employment is that an employment relationship exists only during periods of work or engagement to work and the parties have no obligations to each other in between such periods. Where the employment relationship is ongoing, a wide range of statutory rights and duties, together with some derived from the common law, apply continuously until the relationship is terminated. Those rights include access to the personal grievance process” Whatever the nature ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Employment Court Of New Zealand
The Employment Court of New Zealand (Māori: Te Kooti Take-a-mihi o Aotearoa) is a specialist court for employment disputes. It mainly deals with issues arising under the Employment Relations Act 2000. The Employment Court is a court of record and has equal standing to the High Court of New Zealand. History The Court of Arbitration was a specialist employment court in New Zealand that dealt with industrial relations disputes from 1894 to 1973. The Industrial Conciliation and Arbitration Act 1894 created a compulsory arbitration system for resolving industrial disputes. Part of this involved the creation of the Court of Arbitration. The court heard industrial disputes, made and interpreted awards, and set minimum standards of employment. The court also had the power to set and adjust wages. The court comprised a Supreme Court Judge, a union representative, and an employers' representative. These elements continued through a number of successive acts until repeal in 1973. The Empl ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Lee V Minor Developments Ltd
''Lee v Minor Developments Ltd t/a Before Six Childcare Centre'' was a decision of the Employment Court of New Zealand regarding the real status of a worker as either a permanent employee or a casual employee. The case concerned whether or not the Employment Relations Authority had erred in law by determining that Sharon Lee was a casual employee of Oceana Gold (NZ) Ltd. Judgment Judge C M Shaw delivered the Employment Court's decision allowing Lee's appeal and overturning the decision of the Employment Relations Authority. Judge Shaw outlined the following characteristics as being those which the courts have used to assess whether employment is casual: *Engagement for short periods of time for specific purposes; *A lack of regular work pattern or expectation of ongoing employment; *Employment is dependent on the availability of work demands; *No guarantee of work from one week to the next; *Employment as and when needed; *The lack of an obligation on the employer to offer emplo ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Fourth Labour Government Of New Zealand
The Fourth Labour Government of New Zealand governed New Zealand from 26 July 1984 to 2 November 1990. It was the first Labour government to win a second consecutive term since the First Labour Government of 1935 to 1949. The policy agenda of the Fourth Labour Government differed significantly from that of previous Labour governments: it enacted major social reforms (such as legalising homosexual relations) and economic reforms (including corporatisation of state services and reform of the tax system). The economic reforms became known as "Rogernomics", after Finance Minister Roger Douglas. According to one political scientist: The Labour government also enacted nuclear-free legislation, which led to the United States suspending its treaty obligations to New Zealand under the ANZUS alliance. David Lange led the government for most of its two three-year terms in office. Lange and Douglas had a falling out that divided the party. The government suffered a defeat at the 199 ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Government Of The United Kingdom
ga, Rialtas a Shoilse gd, Riaghaltas a Mhòrachd , image = HM Government logo.svg , image_size = 220px , image2 = Royal Coat of Arms of the United Kingdom (HM Government).svg , image_size2 = 180px , caption = Royal coat of arms of the United Kingdom, Royal Arms , date_established = , state = United Kingdom , address = 10 Downing Street, London , leader_title = Prime Minister of the United Kingdom, Prime Minister (Rishi Sunak) , appointed = Monarchy of the United Kingdom, Monarch of the United Kingdom (Charles III) , budget = 882 billion , main_organ = Cabinet of the United Kingdom , ministries = 23 Departments of the Government of the United Kingdom#Ministerial departments, ministerial departments, 20 Departments of the Government of the United Kingdom#Non-ministerial departments, non-ministerial departments , responsible = Parliament of the United Kingdom , url = The Government of the United Kingdom (commonly referred to as British Governmen ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Australian Fair Pay And Conditions Standard
The Australian Fair Pay and Conditions Standard was a set of five minimum statutory entitlements for wages and conditions introduced as part of the Howard Government, Howard Government's WorkChoices amendments to Australian labour law in 2006 and then abolished by the Fair Work Act 2009 in 2010. The five statutory entitlements the Standard dealt with were: * basic rates of pay and casual loadings * maximum ordinary hours of work * annual leave * personal leave (including carer's leave and compassionate leave) * parental leave and related entitlements. The Standard came into effect on 27 March 2006. The employment conditions and wages of employees covered by the Standard had to meet or exceed the Standard's provisions. Compliance was ensured by Fair Work Ombudsman, Workplace Ombudsman inspectors, with powers to investigate disputes and enforce valid claims. The Standard was replaced by the National Employment Standards when the First Rudd Government, Rudd Government passed the ne ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Contingent Workforce
Contingent work, casual work, or contract work, is an employment relationship with limited job security, payment on a piece work basis, typically part-time (typically with variable hours) that is considered non-permanent. Although there is less job security, freelancers often report incomes higher than their former traditional jobs. Contingent workers are also often called consultants, freelancers, independent contractors, independent professionals, temporary contract workers or temps. According to the US Bureau of Labor Statistics (BLS), the nontraditional workforce includes "multiple job holders, contingent and part-time workers, and people in alternative work arrangements". These workers currently represent a substantial portion of the US workforce, and "nearly four out of five employers, in establishments of all sizes and industries, use some form of nontraditional staffing". "People in alternative work arrangements" includes independent contractors, employees of contract com ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Contingent Work
Contingent work, casual work, or contract work, is an employment relationship with limited job security, payment on a piece work basis, typically part-time (typically with variable hours) that is considered non-permanent. Although there is less job security, freelancers often report incomes higher than their former traditional jobs. Contingent workers are also often called consultants, freelancers, independent contractors, independent professionals, temporary contract workers or temps. According to the US Bureau of Labor Statistics (BLS), the nontraditional workforce includes "multiple job holders, contingent and part-time workers, and people in alternative work arrangements". These workers currently represent a substantial portion of the US workforce, and "nearly four out of five employers, in establishments of all sizes and industries, use some form of nontraditional staffing". "People in alternative work arrangements" includes independent contractors, employees of contract com ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
