This article will focus on permanent part-time employees who should not be confused with casual employees.
There are two parts to consider when looking at the definition of a permanent part-time position.
What does it mean to be ‘permanent’?
The permanent aspect refers to an ongoing employment as opposed to an employment for a fixed term employment.
A permanent employment can be terminated in certain circumstances, and the proper procedures and final payments should be carefully applied. The ways in which a permanent employment can be ended include:-
- During probation by employer;
- Resignation by employee;
- Dismissal with notice;
- Dismissal for a serious misconduct, which takes immediate effect.
What does it mean to be part-time?
A part time employee is an employee who works less than a full time employee, that is, less than 38 hours per week.
Part-time staff are entitled to the same rates and entitlements as full time staff
A part-time employee is entitled to the same rates and entitlements as a full time staff member. These entitlements are applied in a pro-rata fashion based on the number of hours worked.
What entitlements apply to permanent part-time employees?
The benefits of part-time staff include:-
- Annual leave;
- Sick leave;
- Long service leave;
- Parental leave and related entitlements;
- Public holiday payment on public holidays that fall on their work day;
- Personal carers leave and compassionate leave.
What should you include in a permanent part-time employment agreement?
Having a written contract of employment that confirms the terms of the employment, helps prevent disputes arising in the future and ensures that your employee understands and agrees to the basis of their employment with your organisation.
The following terms should be included in your permanent part-time employment agreement as a minimum:-
- The employee’s status as a ‘permanent part-time employee’ or other;
- The position title and the tasks and duties to be performed;
- Whether a probationary period applies;
- The hours to be worked;
- The agreed rate of pay / salary (this must be equal to or higher than the applicable award);
- Confidentiality obligations of the employee;
- Who owns any intellectual property developed by the employee in the course of their employment (if applicable); and
- Whether a code of conduct, health and safety policy, social media policy or workplace policy applies.