Transcript Your Guide to Employment Presented by Caroline Mirtschin

Your Guide to Employment
Presented by
Caroline Mirtschin
Local Employment Trends
City of Wodonga – Employment Trends by Industry Sector 2006 – 2011
Manufacturing
Construction
Retail Trade
Accommodation & Food Services
Transport, Postal and Warehousing
Administration & Support Services
Public Administration and Safety
Education & Training
Health Care and Social Assistance
-59
+151
+20
+96
+149
-114
+226
+102
+492
Source: Australian Bureau of Statistics, Census of Population and Housing 2006 and 2011.
In Albury-Wodonga the top three sectors for employment are; manufacturing, retail
trade and health care and social assistance. These sectors make up 41 per cent of
total employment in Albury-Wodonga. Source: City of Wodonga Economic Indicators 2012
Youth Unemployment
According to the Australian Bureau of Statistics,
in June 2012 the unemployment rate for
Australians aged 15 to 24 years (not engaged in
full-time study) was 10.5%.
In comparison, the National unemployment rate
in June 2012 was 5.4%.
Strategies for Success – Simple Steps
You Can Put into Practice Right Now!
1. Start thinking about the type of job or
industry you would like to work in.
2. Start talking to people and building your
network of relationships:
Remember the “Golden Rule”:
It’s not WHAT you know,
it’s WHO you know!
Strategies for Success – Simple Steps You
Can Put into Practice Right Now!
3. A new way of thinking about job seeking
• What does your “brand image” say about you?
• Protecting your image.
4.
Plan your course of ACTION!
• How will you launch your “brand”…?
• Where do I start?
• I’m still at school – what’s the big rush?
A Quick Guide to Wages, Entitlements
and Working Conditions
• Most employees in the national workplace relations
system are covered by a modern award.
• There are 122 modern awards that cover most jobs and
employees in Australia. Each modern award applies to
everyone who works in the industry or occupation it
covers. The exception is some managers and employees
who earn more than $129,300 a year.
• Modern awards don’t apply to employers who are
bound by an agreement.
Modern Awards
Modern awards usually have:
• base pay rates,
• conditions and requirements for different types of employment
(eg. full-time, part-time or casual)
• overtime and penalty rates
• allowances (eg. travel allowances)
• leave and leave loading
• hours of work (eg. rosters, making changes to working hours)
• requirements for annual wage or salary arrangements
• superannuation entitlement and conditions
• procedures for consultation, representation and settling disputes
• redundancy conditions.
What is the Difference Between a Modern
Award and an Enterprise Agreement?
• Enterprise agreements include specific conditions
for one workplace. Modern awards are a safety net of
minimum conditions for a whole industry or type of
job.
• When a workplace has an enterprise agreement, the
modern award doesn’t apply. However, the pay rate
in the enterprise agreement can’t be less than the
pay rate in the modern award.
• Enterprise agreements set out the employment conditions
between an employee or group of employees and an
employer.
National Employment Standards
• The National Employment Standards (also known as the
NES) cover everyone in the national industrial relations
system. They started on 1 January 2010.
• The National Employment Standards are 10 minimum
conditions for employees. Together with the national
minimum wage, they are a minimum safety net for
employees.
• They include minimum entitlements for leave, public
holidays, notice of termination and redundancy pay.
• An employee’s minimum entitlements can also come from a
modern award or agreement.
• In situations where the NES differs from the modern award,
the employee is entitled to the more generous.
Wages & Employment Conditions
What’s OK, and What’s NOT OK?
Work Experience – What’s OK?
• Undertaking student work experience placements
approved by your school or TAFE
• Undertaking a trial period of employment, paid
under the appropriate casual rate of pay
Work Experience – What’s Not OK?
• Undertaking unpaid work experience or an
unpaid “trial period” of employment.
• Cash-in-hand employment arrangements – what
are the risks to you?
Workplace Bullying
What Does Workplace Bullying Look Like?
• repeated hurtful remarks or attacks, or making fun of your
work or you as a person (including your family, sex, sexuality,
gender identity, race or culture, education or economic
background)
• sexual harassment, particularly stuff like unwelcome touching
and sexually explicit comments and requests that make you
uncomfortable
• excluding you or stopping you from working with people or
taking part in activities that relates to your work
• playing mind games, ganging up on you, or other types of
psychological harassment
What Does Workplace Bullying Look Like?
• intimidation (making you feel less important and
undervalued)
• giving you pointless tasks that have nothing to do with your
job
• giving you impossible jobs that can't be done in the given
time or with the resources provided
• deliberately changing your work hours or schedule to make
it difficult for you
• deliberately holding back information you need for getting
your work done properly
• pushing, shoving, tripping, grabbing you in the workplace
• attacking or threatening with equipment, knives, guns, clubs
or any other type of object that can be turned into a weapon
• initiation or hazing - where you are made to do humiliating
or inappropriate things in order to be accepted as part of the
team.
What Isn’t Workplace Bullying?
Some practices in the workplace may not seem
fair but are not bullying.
Your employer is allowed to transfer, demote,
discipline, counsel, retrench or sack you (as
long as they are acting reasonably).
Workplace Bullying –
What Are My Rights?
• You have the right to be in a safe workplace free
from violence, harassment and bullying.
• Your employer has a legal responsibility under
Occupational Health and Safety and antidiscrimination law to provide a safe workplace.
Employers have a duty of care for your health and
wellbeing whilst at work. An employer that allows
bullying to occur in the workplace is not meeting
this responsibility
Workplace Bullying and The Law
• If the person being bullied is under 16, it could be child abuse. If you're
being bullied for reasons like age, gender, disability, religion or sexual
preference, the bullying could be discriminatory, which is illegal. Violence,
or threats of violence, are always illegal and should be reported to the
Police.
• Victoria’s anti-bullying legislation, known as Brodie’s Law, commenced in
June 2011 and made serious bullying a crime punishable by up to 10
years in jail.
• Brodie’s Law was introduced after the tragic suicide of a young woman,
Brodie Panlock, who was subjected to relentless bullying in her
workplace. The tragedy of Brodie’s death was compounded by the fact
that none of those responsible for bullying Brodie were charged with a
serious criminal offence under the Crimes Act 1958. Instead, each
offender was convicted and fined under provisions of the Occupational
Health and Safety Act.
Workplace Bullying and The Law
• Brodie’s Law makes serious bullying a criminal
offence by extending the application of the
stalking provisions in the Crimes Act 1958 to
include behaviour that involves serious bullying
• Unlike the current laws dealing with workplace
bullying (Occupational Health & Safety Act 2004
(Vic)) this is not directed at employers, but at the
employees engaged in bullying.
Workplace Bullying and The Law
From 1st January, 2014 new laws come into
affect enabling employees who believe they
have been bullied at work to apply to the Fair
Work Commission (FWC) for an order to stop it
and requiring the tribunal to commence
dealing with the matter within 14 days
I Think I Am Being Bullied At Work –
What Should I Do?
If you're being bullied at work, there are steps you can take to stop it.
They include:
• checking your work's policy on bullying and harassment
• writing down what happens so you've got records of the bullying
• talking to people you trust – whether it’s a friend, counsellor, or
other support person
• talking to the bully about their behaviour, if you feel safe doing this
• telling a manager or supervisor
• taking it further: if you can't resolve the issue in your workplace,
you can talk to the Australian Human Rights Commission, a union
rep, or if the bullying is violent or threatening, the police
• From 1st January, 2014, employees who believe they have been
bullied at work to apply to the Fair Work Commission (FWC) for an
order to stop it and requiring the tribunal to commence dealing
with the matter within 14 days
A Final Word…….
Your working life will be a continual journey of
learning and change.
• Learn how to identify opportunity.
• Think BIG PICTURE - position yourself to take
advantage of those opportunities you identify.
• Protect your personal “brand”.
• Take control of your destiny!