Other employer obligations
All employers are required to make superannuation contributions on behalf of their employees. Employees may (depending on the terms of an applicable award) have the right to nominate their preferred superannuation fund and if so, employers must notify employees of their right to choose. If an employee does not provide written details of their preferred fund, the employer can use a fund of its choice until such time that the employee requests a change.
All incorporated associations that employ staff should arrange appropriate workers’ compensation insurance and an employee’s legal entitlement to compensation for injury in a workplace cannot be nullified through any employment contract or individual agreement.
For more information on worker’s compensation insurance, refer to Risk Management and Safety chapter.
Employers are required to keep time and wage records for each employee. The records must accurately document the employee’s wages and entitlements. The record keeping requirements may vary depending on the relevant industrial system, award, agreement, industry standard, or the association’s policy but as a general guide, there should be a separate record for each employee detailing:
- the name of the relevant award or agreement regulating the employee's employment;
- the classification of the employee under the award or agreement;
- whether the employee works full-time or part-time, or is employed on a casual basis;
- the date the employee began work;
- hours worked, including breaks;
- leave entitlements taken and due;
- remuneration; overtime, flexitime or time-in-lieu.
Employment of children
Generally speaking children of any age can work for charities and not-for-profit organisations so long as the work does not prevent school attendance.