Starting work
Before starting with a new employer, there are a number of things that you should clarify to ensure you understand what is expected of you and to help you determine if you are being treated in accordance with (at least) minimum award conditions. These include:
- confirm which award (if any) and/or agreement you are covered by;
- your job classification and rate of pay;
- your employment status eg. casual, full-time, permanent etc;
- your hours of work, including any regular overtime and shift work;
- details of any probationary period;
- what are your/the employer’s superannuation contributions and benefits;
- if initial training is required, the form it will take, when it will be completed and what you are expected to be able to do thereafter.
On commencing work, some larger employers will have formal induction programs that help you familiarise yourself with other staff, the job, the equipment used, the workplace, your obligations, special procedures and the employer’s expectations in relation to the work and working conditions.
Many smaller businesses will not have such a program. In this case you could talk to your employer and find out:
- more about the job and the employer's performance expectations;
- other rules including completion of time sheets, meal break times and notification requirements when unable to attend work,
- any special rules and procedures, including unacceptable conduct, confidentiality, disciplinary, grievance and consultative-committee procedures; and
- the period of notice required for termination of employment.
As an employee, you also have a duty of care to work in a safe manner. You should therefore ask about safety rules and training and ensure that you understand them.
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