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It can be an exciting, yet somewhat challenging time when you land your first job. It is important to know and understand your workplace obligations and entitlements in order to navigate your way through the employment process. You should always be prepared with the essential guidelines and information when starting your first job. The following check-list offers detail on all the vital pre, post, and current questions that could possibly be raised concerning the workplace.

After reading the outline you should be familiar with: your rights on conditions, rates of pay, working hours, public holidays, information before you accept a job, expectations from employer, obligations in the workplace, union rights, and what happens when you leave a job.

1. Employment Conditions

• Generally set out verbally, in a letter of offer, registered agreement, and/or award
• It is unlawful for you to be forced into signing any agreement
• Minimum conditions guaranteed (not all apply to casual employees)
• Maximum standard working week of 38 hours
• 4 weeks paid annual leave each year for full time employees
• 10 days paid personal leave
• Community service leave
• Right to accrue long service leave
• 8 prescribed public holidays each year
• Minimum notice prior to termination
• Provision of information statement at the end of employment

2. Various types of employment status

• Full-time permanent-work at least 38 hours a week and have an ongoing contract of employment, entitled to benefits
• Part-time permanent- engaged for less than full-time hours but with similar entitlements
• Casual- do not have normal guaranteed hours of work each week, usually not entitled to permanent employee benefits
• Fixed term- may be full-time or part-time employees but have a set date for end of employment

3. Preparation prior to the first day of work

• Complete a tax declaration form
• Provide details for your employee records including name, address, superannuation fund details, tax file number, bank account number, date of birth – always keep these up to date for the purposes of payments, important communication, and in case of emergencies

4. Probationary or qualifying periods

• A time when employer determines performance of an employee’s job
• Entitled to payment during this period

5. Terms and rights of getting paid

• Should be paid on a set day
• Must fill out pay slip information so that you know what you’re being paid for
• You should be paid for all hours working as well as: team and individual meetings; trial periods; opening and closing the business; training sessions; travelling in association with employment; and compulsory attendance at a function.
• Deductions from pay – only if required by law or prior agreement

6. Hours of Work

• Usually a set of minimum hours
• Ask employer what counts as overtime on the job and what rates apply
• Breaks and Public Holidays are common but vary

7. Union Membership

• Freedom of choice to join or not
• Membership is confidential
• Union’s may: represent you in workplace issues; provide advice on how to handle workplace negotiations and pay; and assist in developing an agreement to improve wages and conditions

8. Discrimination, Harassment, Bullying

• Against the law to discriminate against sex, race, colour, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, social origin, absent from work due to illness or injury
• Harassment and Bullying of any kind is against the law as well

9. Workplace Health and Safety Regulations

• Employer, as well as employee, is responsible to ensure safety at work
• Always remember to: follow safety procedures; report safety hazards; correctly wear safety gear; not to put others at risk; and that working after drinking alcohol or taking drugs is dangerous

10. Termination and Dismissal of Employment

• Employer or Employee may end work at any time by giving notice
• Should be paid out any annual leave owed to you when your employment ends (except casual)
• If dismissed for unlawful reasons, may bring a claim
• Act on warning signs from your employer in order to save your job
• May be dismissed without notice if:

11. Dishonest Act

• Refuse to follow reasonable instructions from employer
• Bad behaviour that is justified for instant dismissal

A more detailed description of this outline,  “Practice Guide’ is available for young workers as well.

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