ࡱ > J bjbjVV 7 < < (L c- c- - - - - - - - L 7. - > 0 0 0 0 0 0 0 0 ,> .> .> .> .> .> .> A D ^ .> i - 1 0 0 1 1 .> c- c- 0 0 > 3 3 3 1 4 c- R 0 - 0 ,> 3 1 ,> 3 3 r l= T - " = 0 _ָB - 2 = > > 0 > = D #3 D = D - = < 0 " 1 3 $1 81 0 0 0 .> .> 3 0 0 0 > 1 1 1 1 D 0 0 0 0 0 0 0 0 0 ), : Casual Employment Agreement
Nature of the agreement: The casual employment is on an as and when required basis at all times. [Name of organisation] (the employer) is entitled to offer you casual employment at any time to meet its operational requirements. [The employer] is not obliged to offer you work at any time. Similarly, you are entitled to accept or reject any offer of work at any time. Each period of casual employment is a separate engagement. Where more than one period of casual employment is undertaken, the employment ceases at the end of each period. The service is not continuous. Nothing in this agreement provides any entitlement to further employment beyond each period of casual employment. You should not have any expectation of further offers of casual employment. This agreement and its terms and conditions of employment replaces all prior agreements and terms and conditions that applied prior to its commencement.
Preferred First Name(s):Preferred Family Name: (the employee, you, your ) H o m e A d d r e s s : M o b i l e P h o n e : H o m e P h o n e : D a t e o f B i r t h : oo/ oo/ oo G e n d e r : M a l e / F e m a l e I R D N u m b e r : P l e a s e A t t a c h C o m p l e t e d I R 3 3 0 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ B a n k A c c o u n t : [ N a m e o f o r g a n i s a t i o n ] s h a l l p a y t h e r e m u n e r a t i o n d u e u n d e r t h i s a g r e e m e n t t o t h e f o l l o w i n g b a n k a c c o u n t : N a m e o f a c c o u n t : B r a n c h : B a n k A c c o u n t # : oo/ oooo/ oooooooooooo/ ooo T h e f o l l o w i n g m e d i c a l c o n d i t i o n o r i n j u r y m a y a f f e c t m y c a p a b i l i t y t o d o t h i s j o b :
N i l / I s u f f e r f r o m , o r h a v e s u f f e r e d from, the following medical condition or injury (for example: occupational overuse syndrome, back injury, hearing loss, sensitivity to chemicals) which may be aggravated by this job:
Nil/ 1.DEPARTMENT:2.REPORTING:
You shall report to [name of organisation] through:3.TIME SHEET AUTHORISATION:
Time sheets must be approved by:4.PLACE OF WORK: Your principal place of work shall be: 5.DUTIES:
You will be employed in the following capacity:Your job title is:
Your general responsibilities are:
In addition to these responsibilities, you shall carry out all reasonable work-related requests made by [Name of organisation] and undertake any tasks that are within your capabilities.6.HOURS OF WORK: You will be informed of the days and hours that you will be required to work when each offer of casual employment is made.7.TERM:
[Name of organisation] engages your services for the following term, unless terminated earlier under the terms of this agreement:From ________________ until _________________
There is no expectation of renewal or ongoing employment after this term.8.REMUNERATION:
[Name of organisation] agrees to pay you the following remuneration for those hours worked:A single payment of $ ___________________________ which includes 8% holiday pay.
OR$ _________________________ per hour which includes 8% holiday pay.
Standard Conditions of Employment
9. NON NEW ZEALAND RESIDENTS
You have advised [Name of organisation] that you have a valid work permit that expires on [ ]. You are required to provide [Name of organisation] with a copy of your work permit and its expiry date. You cannot legally work without such a permit.
10. DUTIES
You agree to undertake the duties and responsibilities in a professional manner at all times with a commitment to good relationships with other employees and all other persons.
You agree to act in accordance with any reasonable policies determined and reasonable directions given to you by [Name of organisation]. You agree to use your best efforts to develop and promote [Name of organisation]s interests and reputation, and not willingly or negligently do anything that could bring [Name of organisation] into disrepute.
11. LEAVE
Holidays Act 2003 Because of the casual nature of your work, you will probably not be entitled to paid holidays, sick leave and bereavement leave. However, you are entitled to certain benefits under the Holidays Act 2003. You can obtain further information about those entitlements from us, the Department of Labour or your union (if you are a member). The Department can be contacted on its Employment Relations Infoline, 0800 800 863, or you can visit its website, www.ers.dol.govt.nz. We summarise some of the main provisions below.
Annual Holidays you agree that your annual holiday pay, at a rate of 8% of your gross earnings, will be paid together with your regular pay.
Public Holidays if you are required to work on a public holiday you shall be paid time and a half for the time actually worked. If this day would ordinarily have been a working day for you, you shall also be entitled to an alternative holiday. Because of the casual nature of your work, you will not be paid for public holidays that you do not work.
Sick and bereavement leave because of the casual nature of your work you will not usually be entitled to sick or bereavement leave. If you work for us over a period of six months or more, you may be entitled to paid sick and bereavement leave, depending on the number of hours and days you work.
12. DEDUCTIONS FROM PAY
[Name of organisation] may deduct from your pay, during your employment or upon termination, any money you owe us including any overpayment. We will notify you in writing of any deduction and the reason for it.
13. CONFIDENTIALITY
Except in the proper performance of your duties, or as authorised by your manager, you shall not utilise, or divulge to anyone, or use to the detriment of [Name of organisation], any information which may come into your knowledge during the course of your employment. This restriction shall continue to apply after termination of your employment until such time as the information may become public knowledge without breach by yourself of this restriction.
14. INTELLECTUAL PROPERTY
Any intellectual property created during the course of your employment is and shall remain the property of [Name of organisation]. This clause will continue to apply after the termination of this agreement.
15. TERMINATION
Due to the casual nature of your employment, either party may terminate this agreement with immediate effect upon providing notice to the other party. Nothing in this agreement shall prevent you from being summarily dismissed for serious misconduct. You shall not be entitled to any redundancy compensation if your employment is terminated due to redundancy.
16. EMPLOYEE PROTECTION PROVISION
In the event of restructuring (being the sale, transfer, or contracting out of all or part of [Name of organisation]s business) that may affect your employment, [Name of organisation] will:
a) as soon as is reasonably practicable, taking into account the commercial requirements of the business, commence discussions with the potential employer concerning the impact of the restructuring on your position; and
b) discuss with the potential new employer whether it proposes to offer employment to you, and if so the terms and conditions it proposes to offer, and the proposed date for commencement of employment with the potential new employer.
In the event you are not employed by the potential new employer, for whatever reason, then your position may be made redundant and you will not have any entitlement to redundancy compensation.
17. RESOLUTION OF EMPLOYMENT PROBLEMS
All employment relationship problems which include personal grievance matters will be dealt with in accordance with the following procedure.
1) If you are having an employment relationship problem or personal grievance you should first raise it and try to resolve it with your manager.
2) If any matter you have raised under step 1 has not been resolved you should write to your manager setting out the details of your problem or grievance and the solution you seek to resolve the matter. A meeting will be arranged with you to discuss the issues raised.
3) If the problem is still not resolved you may refer the details to the Mediation Service of the Department of Labour or any alternative mediation provider as may be agreed.
4) If the problem is not resolved by mediation, it may be referred to the Employment Relations Authority for investigation and determination.
You must raise a personal grievance with [Name of organisation] within 90 days of the grievance arising or coming to your notice.
18. FORCE MAJEURE
Neither party is liable to the other for any failure to perform the partys obligations under this agreement by reason of circumstances beyond the partys reasonable control, including Acts of God, war, natural disaster, health epidemic or pandemic, or governmental actions.
19. COMPLETENESS
This employment agreement sets out the whole of the agreement between the parties. It replaces all previous written or oral agreements or understandings. Variations to this agreement must be in writing and signed by both parties.
20. EMPLOYEES CONFIRMATION
You agree and confirm that you:
a) were given a copy of the intended agreement and informed that you were entitled to seek independent advice about that agreement;
b) were given a reasonable opportunity to seek and receive independent advice;
c) agree that any issues raised by you have been considered and responded to;
d) agree to comply with [Name of organisation]s policies and procedures which may be changed from time to time at [Name of organisation]s sole discretion; and
e) have read and fully understood these terms and conditions of employment and accept them fully.
PARTIES SIGNATURESSIGNED by:
(Employee Name)
Date:
SIGNED by:
Date: [Employer Name], [Position], for and on behalf of: [Name of organisation]
Casual Employment Agreement
Nature of the agreement: The casual employment is on an as and when required basis at all times. [Name of organisation] (the employer) is entitled to offer you casual employment at any time to meet its operational requirements. [The employer] is not obliged to offer you work at any time. Similarly, you are entitled to accept or reject any offer of work at any time. Each period of casual employment is a separate engagement. Where more than one period of casual employment is undertaken, the employment ceases at the end of each period. The service is not continuous. Nothing in this agreement provides any entitlement to further employment beyond each period of casual employment. You should not have any expectation of further offers of casual employment. This agreement and its terms and conditions of employment replaces all prior agreements and terms and conditions that applied prior to its commencement.
Preferred First Name(s):Preferr e d F a m i l y N a m e : ( t h e e m p l o y e e , y o u , y o u r ) H o m e A d d r e s s : M o b i l e P h o n e : H o m e P h o n e : D a t e o f B i r t h : oo/ oo/ oo G e n d e r : M a l e / F e m a l e I R D N u m b e r : P l e a s e A t t a c h C o m p l e t e d I R 3 3 0 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ B a n k A c c o u n t : [ N a m e o f o r g a n i s a t i o n ] s h a l l p a y t h e r e m u n e r a t i o n d u e u n d e r t h i s a g r e e m e n t t o t h e f o l l o w i n g b a n k a c c o u n t : N a m e o f a c c o u n t : B r a n c h : B a n k A c c o u n t # : oo/ oooo/ oooooooooooo/ ooo T h e f o l l o w i n g m e d i c a l c o n d i t i o n o r i n j u r y m a y a f f e c t m y c a p a b i l i t y t o d o t h i s j o b:
Nil/I suffer from, or have suffered from, the following medical condition or injury (for example: occupational overuse syndrome, back injury, hearing loss, sensitivity to chemicals) which may be aggravated by this job:
Nil/
1.DEPARTMENT:2.REPORTING: You shall report to [Name of organisation] through:3.TIME SHEET AUTHORISATION: Time sheets must be approved by:4.PLACE OF WORK: Your principal place of work shall be: 5.DUTIES: You will be employed in the following capacity:Your job title is:
Your general responsibilities are: In addition to these responsibilities, you shall carry out all reasonable work-related requests made by [Name of organisation] and undertake any tasks that are within your capabilities.6.
HOURS OF WORK: You will be informed of the days and hours that you will be required to work when each offer of casual employment is made.7.TERM: [Name of organisation] engages your services for the following term, unless terminated earlier under the terms of this agreement:From ________________ till _____________________
There is no expectation of renewal or ongoing employment after this term. 8.REMUNERATION: [Name of organisation] agrees to pay you the following remuneration for those hours worked:A single payment of $ ___________________________ which includes 8% holiday pay.
OR$ _____________________________________________ per hour which includes 8% holiday pay.
Standard Conditions of Employment
9. NON NEW ZEALAND RESIDENTS
You have advised [Name of organisation] that you have a valid work permit that expires on [ ]. You are required to provide [Name of organisation] with a copy of your work permit and its expiry date. You cannot legally work without such a permit.
10. DUTIES
You agree to undertake the duties and responsibilities in a professional manner at all times with a commitment to good relationships with other employees and all other persons.
You agree to act in accordance with any reasonable policies determined and reasonable directions given to you by [Name of organisation]. You agree to use your best efforts to develop and promote [Name of organisation]s interests and reputation, and not willingly or negligently do anything that could bring [Name of organisation] into disrepute.
11. LEAVE
Holidays Act 2003 Because of the casual nature of your work, you will probably not be entitled to paid holidays, sick leave and bereavement leave. However, you are entitled to certain benefits under the Holidays Act 2003. You can obtain further information about those entitlements from us, the Department of Labour or your union (if you are a member). The Department can be contacted on its Employment Relations Infoline, 0800 800 863, or you can visit its website, www.ers.dol.govt.nz. We summarise some of the main provisions below.
Annual Holidays you agree that your annual holiday pay, at a rate of 8% of your gross earnings, will be paid together with your regular pay.
Public Holidays if you are required to work on a public holiday you shall be paid time and a half for the time actually worked. If this day would ordinarily have been a working day for you, you shall also be entitled to an alternative holiday. Because of the casual nature of your work, you will not be paid for public holidays that you do not work.
Sick and bereavement leave because of the casual nature of your work you will not usually be entitled to sick or bereavement leave. If you work for us over a period of six months or more, you may be entitled to paid sick and bereavement leave, depending on the numbers of hours and days you work.
12. DEDUCTIONS FROM PAY
[Name of organisation] may deduct from your pay, during your employment or upon termination, any money you owe us including any overpayment. We will notify you in writing of any deduction and the reason for it.
13. CONFIDENTIALITY
Except in the proper performance of your duties, or as authorised by your manager, you shall not utilise, or divulge to anyone, or use to the detriment of [Name of organisation], any information which may come into your knowledge during the course of your employment. This restriction shall continue to apply after termination of your employment until such time as the information may become public knowledge without breach by yourself of this restriction.
14. INTELLECTUAL PROPERTY
Any intellectual property created during the course of your employment is and shall remain the property of [Name of organisation]. This clause will continue to apply after the termination of this agreement.
15. TERMINATION
Due to the casual nature of your employment, either party may terminate this agreement with immediate effect upon providing notice to the other party. Nothing in this agreement shall prevent you from being summarily dismissed for serious misconduct. You shall not be entitled to any redundancy compensation if your employment is terminated due to redundancy.
16. EMPLOYEE PROTECTION PROVISION
In the event of restructuring (being the sale, transfer, or contracting out of all or part of [Name of organisation]s business) that may affect your employment, [Name of organisation] will:
a) as soon as is reasonably practicable, taking into account the commercial requirements of the business, commence discussions with the potential employer concerning the impact of the restructuring on your position; and
b) discuss with the potential new employer whether it proposes to offer employment to you, and if so the terms and conditions it proposes to offer, and the proposed date for commencement of employment with the potential new employer.
In the event you are not employed by the potential new employer, for whatever reason, then your position may be made redundant and you will not have any entitlement to redundancy compensation.
17. RESOLUTION OF EMPLOYMENT PROBLEMS
All employment relationship problems which include personal grievance matters will be dealt with in accordance with the following procedure.
1) If you are having an employment relationship problem or personal grievance you should first raise it and try to resolve it with your manager.
2) If any matter you have raised under step 1 has not been resolved you should write to your manager setting out the details of your problem or grievance and the solution you seek to resolve the matter. A meeting will be arranged with you to discuss the issues raised.
3) If the problem is still not resolved you may refer the details to the Mediation Service of the Department of Labour or any alternative mediation provider as may be agreed.
4) If the problem is not resolved by mediation, it may be referred to the Employment Relations Authority for investigation and determination.
You must raise a personal grievance with [Name of organisation] within 90 days of the grievance arising or coming to your notice.
18. FORCE MAJEURE
Neither party is liable to the other for any failure to perform the partys obligations under this agreement by reason of circumstances beyond the partys reasonable control, including Acts of God, war, natural disaster, health epidemic or pandemic, or governmental actions.
19. COMPLETENESS
This employment agreement sets out the whole of the agreement between the parties. It replaces all previous written or oral agreements or understandings. Variations to this agreement must be in writing and signed by both parties.
20. EMPLOYEES CONFIRMATION
You agree and confirm that you:
a) were given a copy of the intended agreement and informed that you were entitled to seek independent advice about that agreement;
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