Publications > Employment Contracts- Awards

 

10 November 2011

 

Employment Contracts- Awards

At Rostron Carlyle, we believe that when it comes to Employment, a well drafted contract is extremely important. It should cover all aspects of the person’s employment, including Awards. Awards refer to the wages that an Employee is entitled to during the course of their employment.

 

Minimum Wages

Employees are entitled to a fixed minimum wage, which differs according to:

• Type of Employment eg. Full time, part time, casual;
• Position eg. Cook, barista etc; and
• Grade or level of expertise.

 

Not only should a well drafted employment contract include a reference to minimum wages, it should also make reference to the fact that:

• Casual Employees receive a casual loading of 25% as compensation for annual leave, unpaid personal/carers leave, notice of termination, redundancy benefits and the other entitlements of full-time or part-time employment;
• Junior Employees receive a certain percentage below of the minimum rate of wages prescribed for the adult classification appropriate to the work performed for the area in which the employee is working. This percentage differs according to the age of the Junior Employee;
• Depending on the industry, apprentices receive a minimum wage which is a certain percentage below the minimum wage prescribed for the adult classification appropriate to the work performed for the area in which the apprentice is working;
• On days such as weekends, and when a certain type of Employee works overtime, an Employer may be obligated to pay extra wages to an Employee; and
• Depending on the type of employment of the Employee, the Employer will make contributions towards superannuation in accordance with Superannuation legislation, leave entitlements and work cover/insurance.

 

For assistance creating a well drafted Employment Agreement, please contact Gavin McInnes on 3009 8444 or g.mcinnes@rostroncarlyle.com.       

 

"The information contained in this article is general in nature and cannot be regarded as anything more than general comment. Readers of this article should not act on the basis of this comment without consulting one of Rostron Carlyle's legal practitioners who will consider their particular circumstances".

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