casual staff application form - amazon s3s3-ap-southeast-2.amazonaws.com/resources.farm1...we...

8/12/14

CASUAL STAFF APPLICATION FORM Date ________________________________ PERSONAL INFORMATION Title: ________ First Names: _________________________ Surname: _____________________ Address: ____________________________________________________________________________________

___________________________________________ Postcode: ______________________

Email address: _________________________________________

Phone: ___________________________________________ Mobile: ______________________

Date of Birth ........./......./.......... Nationality __________________________

Marital Status (Please tick) Married [ ] Single [ ] Separated [ ] Divorced [ ] Widow/Widower [ ] Have you had any recent illness? If yes, please explain ________________________________________________

______________________________________________________________________________________________

Do you have any limitations that may affect your efficiency? If yes, give details: ___________________________

______________________________________________________________________________________________

Have you ever been arrested or convicted of a criminal act? If yes, give brief details: ______________________

______________________________________________________________________________________________

CHRISTIAN BACKGROUND

How long have you known Christ as Lord and Saviour: ________________________________________________

What is your denominational preference? _______________________________________________________

Are you an active member of a local church? _______________________________________________________

Which church? ______________________________

Minister’s Name: ______________________________ Phone: ________________________________

Minister’s Address: _____________________________ P/code: ________________________________

In what capacities do you serve in your church? __________________________________________________

______________________________________________________________________________________________

RPCS Casual Teaching Staff Application Form

8/12/14

SUMMARY OF QUALIFICATIONS Training (brief details): _______________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

Name of Degree/Diploma/Teaching Certificate Awarded: _____________________________________________

______________________________________________________________________________________________

When was this awarded? ___________________ In which state was this awarded? _________________

Years of training: __________ Years of teaching experience: __________ Last year of teaching: _______

Subjects qualified to teach (include grades and levels): ________________________________________________

______________________________________________________________________________________________

Present employment (if applicable): _______________________________________________________________

Which is correct?

I am a provisionally accredited New Scheme Teacher BoSTES Number______________

I am a conditionally accredited New Scheme Teacher BoSTES Number______________

I am an existing Scheme Teacher BoSTES Number______________

If you have New Scheme Teacher Accreditation number, please supply a photocopy of the documentation

WORKING WITH CHILDREN REQUIREMENTS Working with Children Check (WWC) Number (or application number): __________________________________

Why do you believe God is calling you to make this application? ________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________


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REFERENCES List below people who can testify as to your character and working ability (include a minister and an employer). Character References

NAME ADDRESS PHONE

Professional References

NAME ADDRESS PHONE

Please attach you Minister’s reference. CHRISTIAN EXPERIENCE AND BELIEFS Give a brief account of your Christian experience and conversion: _____________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

Give your own definition of a Christian: __________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________


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What are your views on the authority and historical accuracy of the Bible? ________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

What do you think about the theory of evolution and its relationship to what the Bible teaches?

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

Why would you wish to teach in a Christian school?

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

What is the purpose of a Christian school?

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

TRAINING Please attach a copy of your current resume, ensuring the following details are included: 1. Secondary Schooling:

a. Name of School b. Year completed c. Results obtained

2. Tertiary Training

a. Degree, Diploma etc b. Name of Institution c. Year conferred

3. Names of any extra courses (bible college courses, computer courses, first aid etc.) you have completed. _____________________________________________________________________________________________ 4. Hobbies, sports and other interests

____________________________________________________________________________________________


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EXPERIENCE Give details of all your major employment for the last five years. Include teaching, practice teaching (indicate practice teaching blocks with ‘PT’) and any other type of employment

YEAR SCHOOL OR EMPLOYER SUBJECTS TAUGHT/POSITION HELD GRADE & LEVEL

AVAILABILITY I am available for teaching on the following days: MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY

Please read and sign the Confession of Faith, the Vision Statement and Mission Goals of Christian Community School which are attached and then sign the application form below

APPLICATION

Having read the Confession of Faith, the Vision Statement and the Mission Goals of Regents Park Christian School, as

attached, I am in agreement with these except as noted, and I hereby make application for a casual teaching position

at Regents Park Christian School

Signed: _____________________________________ Date: ____________________

8/12/14

MISSION GOALS & VISION STATEMENT Our vision is to foster a Christ-centred learning community where all students receive an education which enables them to know

the Lord Jesus Christ, grow in Him and serve Him to their full potential

DEFINITIONS

Centrality of Christ:

Our school recognises the source of all hope to be in the Lord Jesus Christ. Biblical principles are the foundation of our curriculum, faith and practice

Learning Community:

Our staff will be growing Christians and Godly role models who strive to be excellent practitioners

Our school community will be characterised by quality relationships that reflect Christ’s loving servant leadership

Our school will serve the Christian community by working in partnership with parents and church to provide an environment conducive to learning

Education:

Our students will receive an education based on Biblical values

Our school will provide an education which affirms that all truth is God’s truth and as such will reflect in each subject the existence and purposes of the Creator-Redeemer God

Our school will provide an education which will meet and exceed Government standards

Our school will provide a safe, quality learning environment

Our school will enable students to better access life beyond school and continue learning throughout life by the development of critical thought and the enjoyment of learning

Growth:

Our students will be given the opportunity to know and grow in the Lord Jesus Christ and to develop in all areas of their lives

Service:

Our students will be encouraged to use and develop their gifts and abilities to serve God, their church, community and others to their full potential

Our students will be equipped to be Godly citizens in the wider community.

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CONFESSION OF FAITH We believe in the divine inspiration, the infallibility and supreme authority of the Old and New Testaments in their entirety and that the Holy Spirit so moved the writers that what they wrote are authoritative statements of truth for all matters of faith and conduct. We believe there is one God in whom there are three equal Divine Persons, revealed as the Father, the Son and the Holy Spirit, and who of His own sovereign will created the heavens, the earth and all that is contained within the Universe. We believe the Lord Jesus Christ is the eternally existing, only begotten Son of the Father, conceived by the Holy Spirit and born of the Virgin Mary. As God He became flesh and dwelt among us: as man he was God. We believe all men are in a fallen, sinful and lost condition through the rebellion of Adam and Eve, who were created without sin, and in this state of depravity are helpless to save themselves and are under the condemnation of God to eternal punishment in Hell. We believe that salvation from the penalty and consequences of sin is found only through the substitutionary, atoning death and resurrection of the Lord Jesus Christ. We believe it is the Holy Spirit alone who convicts men of sin, leads them to repentance, creates faith within them and regenerates and fills those who believe on the Lord Jesus Christ as Lord. It is the indwelling Spirit who bestows the Gifts of the Spirit and manifests the Fruit of the Spirit in the believer. We believe Christ died for our sins, was buried and the third day rose from the dead: that He appeared to men who touched Him and knew His bodily presence and that He ascended to His Father. We believe the Lord Jesus Christ will return in person with His saints and that the full consummation of the Kingdom of God awaits His return. We believe those who have been regenerated by the Holy Spirit will receive a resurrection body at the return of Jesus Christ and be forever with the Lord, while those who have not believed will be resurrected to stand at the Judgment Seat of God to receive His judgment and eternal condemnation to Hell. We believe in the actual existence of Satan who is the father of all evil and opposed to God although ultimately subject to the purposes of God and destined to be confined forever to Hell. We believe the Church is the Body of Christ composed of all believers in the Lord Jesus Christ, which finds its visible manifestation in the local community of believers and ministers through the co-operative exercise of God-given gifts by the entire membership. Each local community of believers is competent under Christ as Head of the Church to order its life without interference from any authority whether civil or ecclesiastical. 1We believe there are two ordinances instituted by the Lord Jesus Christ:

Baptism by immersion of all believers as a pre-requisite for church membership. The Lord's Supper which is a memorial and proclamation of the Lord's Death until returns.

Are you in full agreement with the Confession of Faith and the Vision Statement and Mission Statement? _________ If not, indicate areas of disagreement with:

The Confession of Faith ______________________________________________________________________

The Vision Statement _________________________________________________________________________

The Mission Statement ________________________________________________________________________

1 These ordinances are part of the Baptist community’s beliefs. Staff of RPCS must be willing to respect the church’s teachings in regard to

these matters even if they are not the practices in their own church.

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Employment Collection Notice

1. In applying for this position you will be providing Regents Park Christian School (the School) with personal

information. We can be contacted at 59 Regent Street Regents Park 2143, [email protected], or on

02 9644 5144.

2. If you provide us with personal information, for example, your name and address or information contained

on your resume, we will collect the information in order to assess your application for employment. We may

keep this information on file if your application is unsuccessful in case another position becomes available.

3. The School's Privacy Policy contains details of how you may complain about a breach of the Australian

Privacy Principles (APPs) or how you may seek access to personal information collected about you. However,

there may be occasions when access is denied. Such occasions would include where access would have an

unreasonable impact on the privacy of others.

4. We will not disclose this information to a third party without your consent although we will conduct

reference checks in relation to your application for employment.

5. We are required to conduct a criminal record check and collect information regarding whether you are or

have been the subject of an Apprehended Violence Order and certain criminal offences under Child

Protection laws. We may also collect personal information about you in accordance with these laws.

6. The School may store personal information in the 'cloud', which may mean that it resides on servers which

are situated outside Australia.

7. If you provide us with the personal information of others, we encourage you to inform them that you are

disclosing that information to the School and why, that they can access that information if they wish and

that the School does not usually disclose the information to third parties.

mailto:[email protected]

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RPCS – Video Surveillance Policy

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PURPOSE The purpose of this document is to set out the procedures of Regents Park Christian School (the School) in relation to workplace surveillance. In particular, the documents sets out: 1. What is meant by various terms in relation to workplace surveillance 2. The notice that must be given to staff in relation to surveillance 3. How surveillance operates within the school 4. How records relating to surveillance will be used WHO MUST COMPLY WITH THIS DOCUMENT? The school has established the processes and policies set out in this document to assist in operating along Biblical standards and to comply with relevant statutory obligations. The school’s principal is responsible for ensuring: 1. Compliance with the processes and policies set out in this document 2. All relevant people are aware of the processes and policies which apply from time to time under this

document IMPORTANT RELATED DOCUMENTS 1. Regents Park Christian School – Computer Acceptable use Policy 2. Regents Park Christian School – Secondary Computer Policy 3. Regents Park Christian School – Privacy Policy 4. Regents Park Christian School – Bullying and Harassment Policy 5. Regents Park Christian School – Video Surveillance Policy WORKPLACE SURVEILLANCE The school undertakes workplace surveillance in order to assist in fulfilling its vision and mission. The workplace surveillance mechanisms are established to provide protection for students, staff and the wider school community from a range of possible threats including inappropriate materials, electronic harassment or physical harm. Surveillance may also be used to protect the property of the school both physical and intangible. WORKPLACE SURVEILLANCE POLICY Definitions The following terms have the following meanings in this policy: ‐ Act: the Workplace Surveillance Act 2005 ‐ Camera/video surveillance: is surveillance by means of a camera that monitors or records visual images

of activities on premises or in any other place ‐ Computer surveillance: is surveillance by means of software or other equipment that monitors or

records the information input or output, or other use, of a computer (including, but not limited to, the sending and receipt of emails and the accessing of Internet websites)

‐ Electronic messages: is a generic term encompassing all forms of electronically mediated communication. This includes electronic mail for text messages, voice mail and electronic data


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interchange (EDI). It involves the electronic transmission of information as discrete electronic messages over a computer‐based data communication network, or voice messages over a telephone network

‐ Tracking surveillance: is surveillance by means of an electronic device the primary purpose of which is to monitor or record geographical location or movement (such as a Global Positioning System tracking device)

Notice of Surveillance The school will provide at least 14 days notice in writing (including via email) prior to the commencement of any surveillance. New employees will be provided with notice prior to commencement of work at the school. The standard for of notice adopted by the school is shown in Appendix 1. Camera/Video Surveillance The school will ensure that in relation to the use of camera/video surveillance that: 1. Cameras used for the surveillance (or camera casings or other equipment that would generally indicate

the presence of a camera) are clearly visible in the place where the surveillance is taking place 2. Signs notifying people that they may be under surveillance in that place are clearly visible at each

entrance to that place Staff should refer to the school Video Surveillance Policy for full details of the video surveillance carried out by the school. Computer Surveillance The school carries out computer surveillance in accordance with the Regents Park Christian School Computer Acceptable use Policy and Secondary Computer Policy. These policies are available to staff on the school intranet and are provided to staff on commencement regularly updated. Training in the policy and its requirements is undertaken regularly and staff are required to confirm that they understand the policy and their obligations under that policy. Staff should refer to the school Computer Acceptable use Policy and Secondary Computer Policy for full details of the computer surveillance carried out by the school. In general terms, this may include: 1. Maintenance of a history of Internet usage 2. Blocking and/or monitoring of access to Internet or sites within the Internet 3. The ability to monitor and/or block some or all electronic messages transmitted using school facilities 4. Monitoring school workstations for inappropriate usage/access This surveillance may also encompass usage by staff, students and parents of school facilities accessed from outside the workplace. The school will not block delivery of an email or access to a website merely because the email was sent by or on behalf of an industrial organisation of employees or an officer of such an organisation or the website or email contains information relating to industrial matters. It will, however, block for spam. Prevented Delivery Notice Where as a result of computer surveillance the school prevents the delivery of an email, the staff member of student will be given a notice (a prevented delivery notice) as soon as practicable by the school, by email


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or otherwise, that delivery of the email has been prevented. A prevented delivery notice is not required when: 1. The email was prevented in the belief that, or by the operation of a program intended to prevent the

delivery of an email, on the basis that: a. The email was a commercial electronic message within the meaning of the Spam Act 2003 of

the Commonwealth, or b. The content of the email or any attachment to the email would or might have resulted in an

unauthorised interference with, damage to or operation of a computer or computer network operated by the school or of any program run by computer or computer network, or

c. The email or any attachment to the email would be regarded by reasonable persons as being, in all the circumstances, menacing, harassing or offensive

2. The school is not aware (and could not reasonably be expected to be aware) of the identity of the employee who sent the email or that the email was sent by an employee

Prohibited Surveillance The school will not carry out, or cause to be carried out, any surveillance of any employee, student, or visitor of the school in any change room, toilet facility or shower or other bathing facility at the school. In addition, the school will also not carry out ‘covert surveillance’ as defined in the Act without authorisation by a covert surveillance authority. SURVEILLANCE RECORDS The school will ensure that any surveillance record made as a result of that surveillance is not used or disclosed unless that use or disclosure is: 1. Use or disclosure for a legitimate purpose related to the employment of employees of the school or the

legitimate business activities of functions of the school, or 2. Disclosure to a member or officer of a law enforcement agency for use in connection with the

detection, investigation or prosecution of an offence, or 3. Use or disclosure for a purpose that is directly or indirectly related to the taking of civil or criminal

proceedings, or 4. Use of disclosure that is reasonably believed to be necessary to avert an imminent threat or serious

violence to persons of substantial damage to property VISIBILITY OF PROCEDURES Publicity of Procedures The school believes that is existence of its Workplace Surveillance Policy must be publicised in such a way that members of staff are reasonably aware of its contents and obligations. Staff Training The school ensures that its procedures are familiar to all staff in the following manner: 1. All new staff are trained in the existence of the policy and the procedures, and compliance with the

policy is a factor considered in the performance development review of all staff. 2. The procedures and any update are distributed to staff members 3. Periodic on‐going training in the policy and procedures are undertaken by the school


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Updating of this document From time to time, this document may be revised to: 1. Improve existing procedures 2. Reflect changes in any applicable legislation The school’s Principal is responsible for ensuring that: 1. This document, and any related documents, are updated when necessary to reflect changes in the law

or when otherwise appropriate 2. The current updated version of this document is given to all relevant people 3. The current version of this document is available to staff on the Intranet Last updated: April 2012


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APPENDIX 1

Form of Surveillance Notice The School has provided you with this Surveillance Notice dated April 2012 in relation to the surveillance carried out by the School in accordance with the Workplace Surveillance Act 2005. 1. The kind of surveillance to be carried out: The School carries out computer surveillance [ and as applicable camera surveillance and tracking surveillance]. 2. How the surveillance will be carried out: The School carries out surveillance in accordance with the School’s Workplace Surveillance Policy. You will have separately received a copy of this policy. 3. When the surveillance will start The School commenced surveillance on the dates shown below:

Type of Surveillance Date of Commencement Computer surveillance Pre 2005 Camera surveillance Pre 2005 Tracking surveillance Nil

4. Whether the surveillance will be continuous or intermittent

Type of Surveillance Continuous or intermittent Computer surveillance Continuous Camera surveillance Continuous

5. Whether the surveillance will be for a specified limited period or ongoing

Type of Surveillance Specified period or ongoing Computer surveillance Ongoing Camera surveillance Ongoing

I acknowledge receipt of the Surveillance Notice dated April 2012 from Christian Community School Limited. I understand the nature and scope of the surveillance undertaken by the School. Signed: __________________________________ Date ___/___/_____ Please sign the duplicate copy and return to the School Office.


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Licence Agreement Original document © 2005 Christian Schools Australia Limited A.C.N. 092 580 124 This publication is protected by Australian and international copyright law. Any member school (or school subscribing to the Christian Schools Staff Relations Service) may use this document in accordance with the CSA Shared Resources Licence, a full copy of which can be obtained from the National Office. In brief this licence allows a school to freely copy, modify and adapt this publication solely for its own use provided that: it • provides CSA with a copy of any modifications or adaptations; • licences CSA to incorporate those changes in any revision that CSA may publish; • licences CSA to distribute the revised document to any other member school; • undertakes not to make this publication or any modifications available to any non‐member school. All other rights are reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior written permission of Christian Schools Australia Limited. Without limiting the generality of the above the use of this information for commercial purposes is expressly prohibited. The moral rights of the author/s listed below are acknowledged. Prepared by: Mark Spencer CA, B.Bus., M.Lab.Rel. & Law, JP Director of Administration Support NSW & ACT Christian Schools Australia Limited E‐mail: [email protected]

IMPORTANT NOTE: This publication is in the nature of general advice only. While care has been taken in its preparation it should not be considered in isolation or as a substitute for any relevant legislation. No person should rely upon the contents of this paper without first obtaining advice from Christian Schools Australia Limited and/or your legal advisers.

Fair Work Information Statement

From 1 January 2010, this Fair Work Information Statement is to be provided to all new employees by their employer as soon as possible after the commencement of employment. The Statement provides basic information on matters that will affect your employment. If you require further information, you can contact the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au.

The National Employment StandardsThe Fair Work Act 2009 provides you with a safety net of minimum terms and conditions of employment through the National Employment Standards (NES).

There are 10 minimum workplace entitlements in the NES:

1. A maximum standard working week of 38 hours for full-time employees, plus ‘reasonable’ additional hours.

2. A right to request flexible working arrangements.

3. Parental and adoption leave of 12 months (unpaid), with a right to request an additional 12 months.

4. Four weeks paid annual leave each year (pro rata).

5. Ten days paid personal/carer’s leave each year (pro rata), two days paid compassionate leave for each permissible occasion, and two days unpaid carer’s leave for each permissible occasion.

6. Community service leave for jury service or activities dealing with certain emergencies or natural disasters. This leave is unpaid except for jury service.

7. Long service leave.

8. Public holidays and the entitlement to be paid for ordinary hours on those days.

9. Notice of termination and redundancy pay.

10. The right for new employees to receive the Fair Work Information Statement.

A complete copy of the NES can be accessed at www.fairwork.gov.au. Please note that some conditions or limitations may apply to your entitlement to the NES. For instance, there are some exclusions for casual employees.

If you work for an employer who sells or transfers their business to a new owner, some of your NES entitlements may carry over to the new employer. Some NES entitlements which may carry over include personal/carer’s leave, parental leave, and your right to request flexible working arrangements.

Right to request flexible working arrangementsRequests for flexible working arrangements form part of the NES. You may request a change in your working arrangements, including changes in hours, patterns or location of work from your employer if you require flexibility because you:

• are the parent, or have responsibility for the care, of a child who is of school age or younger

• are a carer (within the meaning of the Carer Recognition Act 2010)

• have a disability

• are 55 or older

• are experiencing violence from a member of your family or

• provide care or support to a member of your immediate family or household, who requires care or support because they are experiencing violence from their family.

If you are a parent of a child or have responsibility for the care of a child and are returning to work after taking parental or adoption leave you may request to return to work on a part-time basis to help you care for the child.

Modern awardsIn addition to the NES, you may be covered by a modern award. These awards cover an industry or occupation and provide additional enforceable minimum employment standards. There is also a Miscellaneous Award that may cover employees who are not covered by any other modern award.

Modern awards may contain terms about minimum wages, penalty rates, types of employment, flexible working arrangements, hours of work, rest breaks, classifications, allowances, leave and leave loading, superannuation, and procedures for consultation, representation, and dispute settlement. They may also contain terms about industry specific redundancy entitlements.

If you are a manager or a high income employee, the modern award that covers your industry or occupation may not apply to you. For example, where your employer guarantees in writing that you will earn more than the high income threshold, currently set at $133,000 per annum and indexed annually, a modern award will not apply, but the NES will.

Transitional arrangements to introduce the modern award system may affect your coverage or entitlements under a modern award.

Page 1 Fair Work Ombudsman ABN 43 884 188 232 www.fairwork.gov.au Fair Work Information Statement

Agreement makingYou may be involved in an enterprise bargaining process where your employer, you or your representative (such as a union or other bargaining representative) negotiate for an enterprise agreement. Once approved by the Fair Work Commission, an enterprise agreement is enforceable and provides for changes in the terms and conditions of employment that apply at your workplace.

There are specific rules relating to the enterprise bargaining process. These rules are about negotiation, voting, matters that can and cannot be included in an enterprise agreement, and how the agreement can be approved by the Fair Work Commission.

You and your employer have the right to be represented by a bargaining representative and must bargain in good faith when negotiating an enterprise agreement. There are also strict rules for taking industrial action. For information about making, varying, or terminating enterprise agreements visit the Fair Work Commission website, www.fwc.gov.au.

Individual flexibility arrangementsYour modern award or enterprise agreement must include a flexibility term. This term allows you and your employer to agree to an Individual Flexibility Arrangement (IFA), which varies the effect of certain terms of your modern award or enterprise agreement. IFAs are designed to meet the needs of both you and your employer. You cannot be forced to make an IFA, however, if you choose to make an IFA, you must be better off overall. IFAs are to be in writing, and if you are under 18 years of age, your IFA must also be signed by your parent or guardian.

Freedom of association and workplace rights (general protections)The law not only provides you with rights, it ensures you can enforce them. It is unlawful for your employer to take adverse action against you because you have a workplace right. Adverse action could include dismissing you, refusing to employ you, negatively altering your position, or treating you differently for discriminatory reasons. Some of your workplace rights include the right to freedom of association (including the right to become or not to become a member of a union), and the right to be free from unlawful discrimination, undue influence and pressure.

If you have experienced adverse action by your employer, you can seek assistance from the Fair Work Ombudsman or the Fair Work Commission (applications relating to general protections where you have been dismissed must be lodged with the Fair Work Commission within 21 days).

Termination of employmentTermination of employment can occur for a number of reasons, including redundancy, resignation and dismissal. When your employment relationship ends, you are entitled to receive any outstanding employment entitlements. This may include outstanding wages, payment in lieu of notice, payment for accrued annual leave and long service leave, and any applicable redundancy payments.

Your employer should not dismiss you in a manner that is ‘harsh, unjust or unreasonable’. If this occurs, this may constitute unfair dismissal and you may be eligible to make an application to the Fair Work Commission for assistance. It is important to note that applications must be lodged within 21 days of dismissal. Special provisions apply to small businesses, including the Small Business Fair Dismissal Code. For further information on this code, please visit www.fairwork.gov.au.

Right of entryRight of entry refers to the rights and obligations of permit holders (generally a union official) to enter work premises. A permit holder must have a valid and current entry permit from the Fair Work Commission and, generally, must provide 24 hours notice of their intention to enter the premises. Entry may be for discussion purposes, or to investigate suspected contraventions of workplace laws that affect a member of the permit holder’s organisation or occupational health and safety matters. A permit holder can inspect or copy certain documents, however, strict privacy restrictions apply to the permit holder, their organisation, and your employer.

The Fair Work Ombudsman and the Fair Work CommissionThe Fair Work Ombudsman is an independent statutory agency created under the Fair Work Act 2009, and is responsible for promoting harmonious, productive and cooperative Australian workplaces. The Fair Work Ombudsman educates employers and employees about workplace rights and obligations to ensure compliance with workplace laws. Where appropriate, the Fair Work Ombudsman will commence proceedings against employers, employees, and/or their representatives who breach workplace laws.

If you require further information from the Fair Work Ombudsman, you can contact the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au.

The Fair Work Commission is the national workplace relations tribunal established under the Fair Work Act 2009. The Fair Work Commission is an independent body with the authority to carry out a range of functions relating to the safety net of minimum wages and employment conditions, enterprise bargaining, industrial action, dispute resolution, termination of employment, and other workplace matters.

If you require further information, you can visit the Fair Work Commission website, www.fwc.gov.au.

The Fair Work Information Statement is prepared and published by the Fair Work Ombudsman in accordance with section 124 of the Fair Work Act 2009.

© Copyright Fair Work Ombudsman. Last updated: July 2014.

www.fairwork.gov.auFair Work Infoline 13 13 94

Page 2 Fair Work Ombudsman ABN 43 884 188 232 www.fairwork.gov.au Fair Work Information Statement

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