In addition to the volunteer workforce, the SLS organisation may also be supported by paid staff members who provide services in a paid capacity on a casual, part-time and/or full-time basis. As a not-for-profit (NFP) community organisation, we rely on the great work of our volunteer members to manage a range of responsibilities. However, with over 79,000 members, the SLS organisation does need to employ paid staff to ensure we can continue to keep our SLSC and the overall organisation running successfully.
Where an SLSC has determined it has the financial means to sustainably engage staff members to undertake key roles and reduce the workload on volunteer members, CMT members should invest in finding authentic, capable and genuine people who are dedicated to Surf Life Saving’s vision and furthering the purpose of SLS.
As an NFP, SLSCs have the same legal obligations as any employer to their SLS staff. It is important for CMT members to understand what responsibilities their SLSC has as an employer so they can make sure the SLSC’s staff have work conditions that are fair, lawful and safe.
SLSC management teams members should refer to the Australian Charities and Not-for-profits Commission and Fair Work Ombudsman website for more information on hiring and managing employees in addition to free resources and services that can help SLSCs achieve compliance with Australian workplace laws. They should also familiarise themselves with the legislation that needs to be considered with SLS staff, such as that relating to appropriate awards/wages, fair work, independent contractors, insurance, tax and superannuation.
Staff Examples
- SLSNSW Branch and SLSC Administration Staff
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As time constraints make it difficult for some volunteer SLSC members to perform the day-to-day administration of SLSCs, more and more SLSCs are looking to employ staff to ease the load and ensure the efficient running of SLSC operations. This is in addition to the SLS staff provided by SLSNSW branches and SLSNSW.
It is becoming more common for SLSCs and branches to appoint a part-time paid administration officer with a clear and precise job description and responsibilities, written employment contract and quality performance management. This is in addition to effective streamlined communication and consultation between members performing in professional and volunteer work roles. Although the work they do may be similar, the SLSC’s legal responsibilities to each are different.
SLSCs should advertise staff positions on their SLSC website. They may advertise internally to SLSC members before advertising to people in the wider community.
- SLSNSW and SLSA Staff
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A career with Surf Life Saving is a great way to also contribute to the legacy of one of Australia’s largest volunteer organisations. Refer to the SLSNSW Work for Us and SLSA Career Opportunities webpage for the latest SLS staff opportunities with SLSNSW and SLSA.
- Contractors
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Sometimes SLSCs also need to source and engage external independent contractors with their own Australian Business Number (ABN) to acquire goods, services, or perform specific works tasks. Contractors for large and ongoing work tasks are often sourced by CMTs via a fair tendering or competitive bidding process with evaluation criteria.
Independent contractors usually have their own insurance, use their own equipment, do not receive leave entitlements and pay their own superannuation and tax. Some general protections provided under the Fair Work Act 2009 extend to independent contractors.
They must also be inducted to the SLSC as per Work Health and Safety (WHS) legislation. A copy of the latest SLSC Contractor Induction Checklist is available in the SLS Members Area Document Library. The SLSC must retain a copy of the completed checklist and associated documentation.
CMT members should obtain legal advice as to when an individual can be engaged as a contractor versus a permanent staff member should the engagement be ongoing in any way.