9. Employees

In Australia and Queensland, the conditions of employees inclusive of remuneration are governed by a complex set of laws and regulations designed to protect the rights and interests of both employers and employees. It’s essential for both parties to understand these regulations to ensure fair and lawful employment practices.

The opportunity to hire a paid employees can be an exciting opportunity, and if your club was previously volunteer-run, doing so may represent a new stage for your club.

But it is also important to understand the responsibilities you have as an employer so you can ensure your employees have work conditions that are fair, lawful and safe.

Your obligations as an employer:

If your club takes on paid staff, you will have obligations to your employees as part of Australia’s workplace relations system.

Keep in mind that your club’s legal responsibilities to an employee will be different to those it has to volunteers or contractors.

Before you take on employees, you need to do some research to understand your obligations as an employer, and to be aware of the costs and any other requirements involved. This will help your charity make informed decisions.

If you already have staff employed it is important to do reviews to ensure that the Club is in line with legislated employment practices.

At a minimum an employee must have

• Position Description
• Contract of Employment
• Tools of Trade
• Direct Line Supervisor (1)
• Safe Environment in which to work (free from bullying, harassment etc)
• Salary/wages commensurate with law
• Performance Reviews
  

The Fair Work Ombudsman has detailed guidance about hiring employees – including information about types of employees, pay and wages, and leave entitlements.