CHECKLIST: CASUAL CONTRACT EMPLOYEES No. Action Item/s Reference/s Considerations Completed 1 Confirm Commissioner’s Scope and Is the employing authority covered by Instruction No. 23 applies application CI? Does CI apply to all employees? Are there any industrial provisions relating to reviews that employing authority needs to consider? 2 Plan review process Scope and Map out review process to be undertaken application within the agency, for example priority/order of employees. Agency may wish to send global communication to all employees providing details of information sessions to be held. Preliminary 3 Establish record keeping CI Establish a process to ensure records processes are kept for transparency, for example information that supports how and why decisions have been made. This information is required should an employee dispute the decision. 4 Establish date to commence the Clause Establish commencement date for review review in consideration of clause 6.3. 6.2 and 6.3 5 Provide employee work Clause Prior to providing union(s) with employee information to union(s) information, employing authorities should 6.3 request acknowledgment from relevant union(s) of their obligations under the Guidelines Privacy Act 1988 (Cth) and confirm they page 4 agree to dispose of an employee’s information when requested by the employee. 6 Notify employee in writing of Clause All requirements of clause 6.4 are intention to commence review included in written notification to casual 6.4 (a) (f) – employees. Pre-review Consider attaching copy of CI to this notification. 7 Provide information sessions to Clause Information sessions arranged for employees employees, and relevant union(s) 6.4 (f) representatives invited to attend. Premier’s Public Sector Labour Relations advised Circular of time and place of each session. 2018/02
CHECKLIST: CASUAL CONTRACT EMPLOYEES No. Action Item/s Reference/s Considerations Completed Preliminary 1 Confirm Commissioner’s Instruction No. 23 applies Scope and application Is the employing authority covered by CI? Does CI apply to all employees? Are there any industrial provisions relating to reviews that employing authority needs to consider? 2 Plan review process Scope and application Map out review process to be undertaken within the agency, for example priority/order of employees. Agency may wish to send global communication to all employees providing details of information sessions to be held. 3 Establish record keeping processes CI Establish a process to ensure records are kept for transparency, for example information that supports how and why decisions have been made. This information is required should an employee dispute the decision. 4 Establish date to commence the review Clause 6.2 and 6.3 Establish commencement date for review in consideration of clause 6.3. Pre-review 5 Provide employee work information to union(s) Clause 6.3 Guidelines page 4 Prior to providing union(s) with employee information, employing authorities should request acknowledgment from relevant union(s) of their obligations under the Privacy Act 1988 (Cth) and confirm they agree to dispose of an employee’s information when requested by the employee. 6 Notify employee in writing of intention to commence review Clause 6.4 (a) – (f) All requirements of clause 6.4 are included in written notification to casual employees. Consider attaching copy of CI to this notification. 7 Provide information sessions to employees Clause 6.4 (f) Premier’s Circular 2018/02 Information sessions arranged for employees, and relevant union(s) representatives invited to attend. Public Sector Labour Relations advised of time and place of each session.
checklists-fixed_term_contract_and_casual_employees.docx