Purpose
This policy has been developed to manage the appointment of employees to our company.
Scope
This policy applies to all staff employed by our company and informs staff of the terms of employment and types of employment.
Policy Statement
All staff appointed to the University shall receive a letter of appointment prior to the commencement of their employment. This will inform staff of the terms of their appointment and will stipulate the type of employment. The term and conditions of a probationary period shall be advised in writing to the staff member in advance of the commencement of employment.
Letter of Appointment
The Letter of appointment informs the employee of the type of appointment, the terms of employment at the time of the appointment, and the sources from which conditions of employment derive.
Terms of Appointment
The terms of employment in the instrument of appointment will include the:
- length and terms of any period of probation
- classification level and salary of the appointment
- hours or the fraction to be worked
- reporting relationship to apply
Types of Employment
Types of Employment at our company:
Probationary Employment – A staff member, other than one who is employed as a sessional or a casual, may be employed on the basis of a requirement to satisfactorily complete a specified period of probationary employment. The maximum term of any probationary period shall be reasonable having regard to the nature and circumstances of the employment. The term and conditions of any such probationary period shall be advised in writing to the staff member in advance of the commencement of employment.
Full-time employment – Full-time employment refers to employment other than part-time or casual and may be on a fixed-term or continuing basis.
Part-time employment – Part-time employment refers to employment for less than the normal weekly hours for a full-time staff member and for which all agreement entitlements are paid on a pro-rata basis calculated by reference to the time worked. Part-time employment may be on a continuing or fixed-term basis and may contain a reasonable probationary period that is directly related to the nature of the work to be carried out under the contract.
Fractional employment – Fractional employment refers to employment for a fixed number of weeks in the year which is less than 52 weeks, and for which all agreement entitlements are paid on a pro-rata basis calculated by reference to the time worked. Fractional employment may be on a continuing or fixed-term basis and may contain a reasonable probationary period that is directly related to the nature of the work to be carried out under the contract. A continuing fractional staff member may apply to our company to receive salary payment over a 12-month period based on the staff member’s fraction of employment.
Continuing employment – Continuing employment refers to employment on a full or part-time basis with no specified end date. Continuing employment may contain a reasonable probationary period that is directly related to the nature of the work to be carried out. Continuing employment is terminable by the death, resignation or retirement of the staff member; by the abandonment of employment by the staff member; by the staff member being declared redundant; or by the staff member’s employment is otherwise terminated by our company in accordance with the relevant provisions of the enterprise agreement in force at the time.
Fixed-term employment – Fixed-term employment refers to employment for a specified term for which the instrument of engagement will specify the starting and finishing dates of that employment. Fixed-term employment may contain a reasonable probationary period that is directly related to the nature of the work to be carried out under the contract. Any second or subsequent fixed-term contract with our company shall not contain a probationary period.
Casual employment – Casual employment is covered separately in the Policy on Employment of Casual Staff.
Approvals
All requests to appoint a new staff member and letters of appointments must be submitted for approval to the HR Manager.
Documentation
- Letter of Appointment
- Enterprise Agreement
- Position Description
- Letter of Offer
- Employee Asset Register
- Employee Personnel File