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73 Cards in this Set
- Front
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Casual employment |
o Usually employed on an hourly basis without access to entitlements but receive a loading to compensate.
o Usually younger o Fewer shifts o Flexible position o No leave |
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Part-time eployment |
o Scheduled shifts that are fairly standard o Work a certain amount of hours per week o Pay usually slightly lower than casual o Work regular hours but fewer per weekthan full-time employees and receive entitlement on a pro rata basis. |
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Full-time employment (2) |
o Salary o Generally, work 38 hours a week and havecontinuing employment with a range of entitlements. |
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All types of Employment (9) |
Causal Part-time Full-time Contractor/sub-contractor Self-employment Student/working visa Probation Voluntary unpaid work Internship |
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Different industries (in order) |
Primary Secondary Tertiary Quarterany Quinary |
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Define and examples of Primary Industry |
This industry produces raw materials from what nature has provided. The work of employees in these industries is essential. |
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Define and examples of Secondary Industry |
Involved in turning raw materials into finished or semi-finished products.
For example: Manufacturing, energy production, food processing, construction, oil refining |
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Define and examples of Tertiary Industry |
Provide a service to others.
For example: retailers, dentist, bankers, solicitors |
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Define and examples of Quarternary Industry |
The transfer and process of information and knowledge. For example: Telecommunication, computing, property, education. |
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Define and examples of Quinary Industry |
Made up of domestic services, many of which were once carried out by people within their own homes. They include both paid and unpaid workers. For example: Hospitality, childcare, home maintenance. |
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Change in occupations |
· In 1900, nearly one-third of our labour forceworked in primary industries, mainly farming and mining. · This has drastically changed over time due to new demands and conformities in society · Growth in employment in service industries is expected to expand rapidly during the next two decades because of advances in computing, especially telecommunications, and social and lifestyle changes.
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Change in employee expectation |
· The labour force today is well educated, andemployees increasingly want more challenging, interesting work. · Employees want greater responsibility for theirown actions and want to initiate tasks without being ordered to |
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Casualisation of the labour force |
o Significant increase in casual employment o Casual employees often experience periods of unemployment |
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Work-life balance initiatives (4) |
o Workplace childcare o Family leave o Home-based work o National paid parental leave scheme |
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Feminisation of the workplace |
o After 1970's influx of women into labour force began o Now make up 48% of workplace o Has started to decline slightly due to removal of many part-time/casual opportunities |
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What are the main issues employees face regarding Job Security? (5) |
The likelihood that an employee will keep his/her job.
Employees face issues of: o Employment cutbacks o Automation o Redundancy o Downsizing o Increased competition from overseas |
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Flexible working conditions |
· Patterns of work that allow employees to balance work and family · Many businesses offerpermanent part-time work, job-sharing and flexible working hours in order toretain skilled and valued staff.
· Disadvantages: o Working12-hour shifts o Lose weekend |
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What has Technological change brought? (4) |
o New jobs created o Cause redundancy of other jobs o Brought new communication techonologies (phones, messaging, social media) o Unneeded invasion of personal privacy and time |
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Benefits of being an educated employee (5) |
o Higher incomes o Opportunities for promotion and self-improvement o Adaptability o Challenge — the chance to learn new things o Improved job satisfaction through better job performance. |
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HSC |
· Higher School Certificate · May choose among a variety of subjects offered by your school. · Completion of HSC studies, receive an Australian Tertiary Admission Rank (ATAR) · University courses often have an ATAR score that is used as a cut-off- students must achieve score |
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VET |
· Vocational Educational Training · Give students practical andwork-related experiences · Provide literacy and numeracy teaching · Likely to go to TAFE or anapprenticeship if a student completes a VET course |
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TAFE |
· Technical and Further Education · Array of areas of study (tourism,business, plumbing, trad and visual arts) · To gain entry one needs to complete year 10 · Possible to complete a TAFE certificateas part of your VET studies |
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Apprenticeship |
· Allows you to work while studying the areaof interest to you · Learn about your jobas you work with your employer · Sometimes required to attend classes ata TAFE college |
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University |
· Taught through lectures and tutorials · Required to spend time by yourself researching, reading or writing up practicals · When you begin your bachelor degree, you are known as an undergraduate · Formal graduation ceremony à become a graduate · Any later course and graduating is a postgraduate course |
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Training (3) |
o Work-experience program at school o Some professions offer traineeships o Traineeship: a company employs you and gives you time to attend university or TAFE |
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Types and process of Employment contract |
Three types: award, enterprise agreement, common law o Can be written or spoken
Consists of: 1. Offer 2. Acceptance 3. Consideration
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What is included in an Award employment contract (7) |
Includes info about: o Wages, including penalty and overtime rates o Hours of work and rest breaks, including flexible work arrangements o Allowances for uniforms or tools o Leave, including sick, holiday, long service, study, family andmaternity leave o Superannuation o Redundancy entitlements o Working conditions
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Enterprise agreement contract |
· More specific to specific careers · Sets out the terms and conditions of employment · Needs to be approvedby fair work commission · Generally, overrides any award (aside from meeting minimum wage award) |
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Common Law contract |
· Cover employees who are not under any award or enterprise agreements · Common among professional and managerial employees |
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Award/agreement free employees |
o Based on responsibilities, tasks and nature of work o Any informal jobs- Babysitting, working in a market, work for a family member o Entitled for national minimum wage ($17.70 per hour) |
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What risks must Independent contractors/freelancers cover on their own? (4) |
o Superannuation o Taxation o Insurance o Leave |
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Employees' rights/Employers' obligations (8) |
o Pay correct income o Fair treatment o Breaks o Compensation o Leave o Superannuation o Notice/warning of dismissal o Healthy and safe workplace
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Employers' rights/Employees obligations (5) |
o Obey lawful and reasonable commands made by the employer o Use care and skill in workplace activities o Attend work at required time o Dress appropriately o Respect colleagues and employer |
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10 National Employment Standards (NES) |
1. Maximum weekly hours 2. Requests for flexible working arrangements 3. Parental leave and related entitlements 4. Annual leave 5. Personal carers leave and compassionate leave 6. Community service leave 7. Long service leave 8. Public holidays 9. Notice of termination and redundancy pay 10. Fair Work Information Statement |
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What is Unemployment? |
A person without work, available to begin work, actively seeking employment |
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Social and personal costs of unemployment (6) |
Poverty Discrimination Loss of skills Poor health Isolation Ridicule and prejudice |
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Poverty (3) |
o No regular income without a job o Social welfare payments have multiple conditions o Little money to use on seeking a job |
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Discrimination |
An employer may unintentionally discriminate against such a person andnot even give them an interview. |
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Loss of skills |
While not working, one is not acquiring new skills or practising their existing skills. |
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Poor health |
The emotional and financial pressures can have an enormous negativeimpact on a person’s physical and mental health. |
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Isolation |
Many unemployed people end up feeling they arenot accepted as part of society, and become depressed, ill or hostile- makes it harder to find employment |
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Ridicule and Prejudice |
Being unemployed may affect how others in societyview you Often seen as ‘dole-bludgers’- frequently the object ofridicule and prejudice. |
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Youth unemployment in Australia |
12.28% (fluctuates) |
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Unemployment in Australia |
6% (fluctuates) o Adults work more than youths and usually employers are looking to hiremore capable and experienced workers |
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Types of Unemployment (7) |
o Structurally unemployed o Cyclically unemployed o Seasonally unemployed o Hard-core unemployed o Frictional unemployment o Long-term unemployed o Underemployed
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Structurally unemployed |
A longer-lasting form ofunemployment caused by fundamental shifts in an economy. |
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Cyclically unemployed |
o Cyclical unemployment is a factor of overall unemployment that relates to the cyclical trends in growth and production that occur within the business cycle. o When business cycles are at their peak, cyclical unemployment will be low because total economic output is being maximised. |
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Seasonally unemployed |
Seasonal unemployment occurs when people are unemployed at certain times of the year, because they work in industries where they are not needed all year round. e.g. ski instructor, |
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Hard core unemployed |
o Individuals who have never been employed full-time o Unable to find employment for an extended period. |
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Frictional Unemployment |
The unemployment which exists in any economy due to people being in theprocess of moving from one job to another. |
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Long-term unemployed |
Those who have beenunemployed more than 27 weeks. |
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Underemployed |
A person not having enough paid work or not doing work that makes full use of their skills and abilities. |
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WHS of a business (7) |
· Machinery is regularly inspected and maintained · Covers bullying in the workplace · Protective clothing and adequate training · Committees have been set up to enforce the WH&S (formerly OH&S) rules · Written WH&S policy. · All employees must comply with safety instructions o Report any situation they think may be dangerous |
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Which 'acts' make sexual harassment in the workplace unlawful? |
· Anti-Discrimination Act 1997 (NSW) and the Sex Discrimination Act 1984 (Cwlth) make sexual harassment unlawful · Covers variety of sexual behaviour: o Comments on a person’s physical appearance o Questions about a person’s sex life o The display of pornography |
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What features of a person is it illegal to discriminate on? When was this enforced? |
· Illegal to discriminate on the grounds of a person’s(1970’s): o Gender, ethnicity, age or sexual orientation o Physical or mental disability o Religious faith or political opinions o Marital status, family responsibilities, pregnancy or potential pregnancy |
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3 ways an employee can be dismissed |
o Summary dismissal: Based on a serious breach of the employment contract, such as fraud,intoxication, or assault of an employer. o Dismissal ‘bynotice’: is based on failure to perform the job adequately. o Redundancy or retrenchment: dismissal due to the employer no longer needing the employee foreconomic or operational reasons. |
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Unfair dismissal (3) |
o Occurs when an employee is sacked (or threatened with the sack) and they believe the dismissal is ‘harsh, unjust or unreasonable’ o Protected by Fair Work Act 2009 o Employee who believes they have been unfairly dismissed can apply toFairWork Australia for reinstatement and/or compensation |
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Voluntary redundancy |
These employees are offered a redundancy package: a payout of a sum ofmoney (compensation) |
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Involuntary redundancy |
The management selects the staff to be made redundant. Painful process as many do not want to leave |
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Outsourcing |
o Contracting of some tasks to outside suppliers.
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Piecework |
· People who are paid according to the number of items they make. Advantage: Encourages effort and rewards those who are efficient Disadvantage: Not suitable for jobs that require time and care |
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What are the main elements of privacy that businesses monitor? |
· An employee is often monitoring performance and behaviour · Many businesses monitor: o Telephone conversations o Web hits o Completion time o Emails |
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Greivance procedures |
· Number of predetermined steps that are followed to resolve a dispute · Occurs when anemployee thinks they have been unfairly treated |
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Negotiation in resolving disputes |
· Parties involved discuss the issues in an attempt to reach a compromise · Results in all the parties feeling good about the decision · If negotiation fails to resolve the dispute, the next alternative is mediation |
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Mediation |
· Third partyhelps those involved in a dispute to reach a solution acceptable to both sides · Main role is toencourage the parties to examine all the issues · Discussions areconfidential and held in a non-threatening environment · Provides win-win solution |
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Conciliation and arbitration |
· Third party thathelps settle a dispute by trying to get both parties to reach a mutuallyacceptable solution · If conciliationfails, arbitration is needed · Arbitrationis when an independent body makes a final decision on a disputebetween two parties (legally binding) |
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What should a CV have? (10) |
o Name o Date of Birth o Address o Current status (student, unemployed etc.) o Availability o Hobbies o Strengths (personal qualities) o Referees o Skills o Former employees and roles you had with these employees |
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Salary define |
A fixed amount of money paid on a regular basis(usually fortnightly or monthly) to a permanent employeeof an organisation |
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Wage define |
Money received by workers, usually on a weekly basis,for services they provide to an employer |
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Overtime define |
If you work more than your allocated hours per week, you might be eligible for overtime payments. |
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Penalty rates define |
Earn penalty rates forworking on public holidays and weekends. |
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Define Pro rata |
· Proportion of normal full-time benefits related to the hours worked |
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Focus topics (9) |
o Types of employment o Changing work patterns o Benefits of education and training o Unemployment o Legal issues relating to the workplace o Salaries versus wages (including Penalty rates / overtime) o CV – define, what to include? o Choosing a career o Getting a job |
