Employing new staff

A few things to think about…

The basics

The Australian Government’s Business.gov.au website offers a great Taking on an employee checklist, which is designed to help guide you through the various federal and state laws that apply. It covers types of employment, whether your worker is an employee or a contractor, WorkCover insurance, as well as your obligations for record-keeping, superannuation and workplace, health and safety requirements.  There are lots of useful links too.

If you are considering employing a jobseeker with disability, the Australian Government’s jobaccess.gov.au contains useful information for employers on how to access Australian Government financial support for your employees with disability, as well as other resources such as the recently released Employer Toolkit. 

Pay rates

An employee's minimum wages, including penalty rates and overtime, will come from the award or registered agreement that covers their employment.  In the case of our sector, it is the Social, Community, Home Care and Disability Services (SCHCADS) Award.

You can find full out more about pay rates on the Social & community services industry pay rates page on the Fair Work site.  It also lists some older awards, which predate SCHCADS, and from which some workers are still transitioning.

Working under the NDIS? 

The NDIS Quality and Safeguards Commission is an independent government body working to improve the quality and safety of NDIS supports and services, and strengthen the skills and knowledge of workers, providers and participants across Australia. The NDIS Commission is now operating in all states and territories except Western Australia, where it will commence on 1 July 2020.

Anyone who is employed to provide NDIS supports and services to people with disability is required to comply with their Code of Conduct. These obligations are explained in a compulsory 90-minute interactive online course.

Superannuation

All employees are covered by superannuation guarantee legislation, whether full-time, part-time, or casual.  Most employees are entitled to choose the fund into which employers pay their super contributions.  You need to provide them with a standard choice form, which they use to advise you of their chosen fund. You also need to nominate a default fund that you will pay their contributions into if they do not choose a fund (see clause 23.4 of the SCHCADS Award).

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