Young People @ WorkJust reviewed the “Young People At Work” website, and I just thought I’d share a few thoughts.The Focus -

The video is quite informative, and has some guy telling me that I should always know my rights as a worker, and how important these are in the working environment. The video cleverly uses the cartoon format that we in the younger generation, find engaging, to inform the individual on what he or she needs to know. The common thread which is reinforced thoroughly throughout the video is:

working = money.Opinion of the Video –

I think the video itself is easy to understand and portrayed in a comedic sense. The medium used is contemporary, and therefore engaging to Generation Y. I also believe it highlights the vulnerability of people entering the workforce, who may not fully understand their rights as a worker. It paints most bosses as exploiters of the younger generation, which in many cases is quite true.

Stereotyping –Gen Y hates bureaucracy… ANYTHING that may even lead to

paper work makes this generation bored out of their brains... Gen Y hates traditional authority.. parents always hassling and

the thought of a boss doing the same drives any young worker to the point of insanity...

Gen Y are keen to know their rights, but lack initiative to actually get up off the couch and investigate/research them. They want things there and then, no patience what-so-ever, and as brief and entertaining as possible. They are the classic MTV Generation.

Most importantly, and the major theme behind the creation of the presentation:

Gen Y is fixated on money, driven by purchasing assets.

Funnily enough, every stereotype presented in this video, is quite a negative one... with no real positives coming from anything being presented in the video, except for the pay check at the end of the month.. Sad really..

Video Approach – I believe the video medium, message, and linkage

to money, is all appropriate to our generation. Obviously, the government knows very well what our generation craves, and would have undertaken “extensive market research” to ensure that the video was tailored to the target audience.

Other alternatives, like showing the downside of not knowing your rights, would leave my generation bored, and miss the opportunity to understand the message being presented.

Young Workers Best Practice

There are three main employment types a person can be employed as in

this day and age, them being:

•Full-Time Permanent•Part-Time Permanent•Casual

Types of EmploymentFull-time permanent –

Normally work 38 hours per weekHave an ongoing contract of

employmentEntitled to benefits: sick leave,

holiday pay, long service leave and carer’s or other types of leave.Entitled to a period of notice

on terminationUsually able to access unfair

dismissal laws once you have completed the minimum employment period.

Types of EmploymentPart-time permanent -

Engaged for less than fulltime hours: < 38 hours, usually around 20.

Similar entitlements to full-time employees, but on a pro – rata basis.

Types of EmploymentCasual employees -

Do not normally have guaranteed hours of work, may be called to work at short notice.

Not usually entitled to sick leave and annual leave.

Notice periods do not apply to casuals upon termination of employment.

Gain casual loading.

To me, the idea of employment is a lot like the game of Monopoly. You must progress through a series of steps before claiming your hard earned money, as you pass “GO”, or in the real world, the end of the month.

Employment Relations

Fair Work Act 2009From 1 January 2010, under the Fair Work Act 2009 (FW Act), you are entitled to 10 minimum entitlements, wherever you work.

You can call the Fair Work Infoline on 13 13 94 to find out more about your entitlements. These minimum entitlements are called the National Employment Standards (NES)

Refusing Employee Requests

Reasonable Business Grounds –The Fair Work Act of 2009, outlines a number of areas to consider when assessing an employee request, these may include, for example: • the effect on the workplace and the employer’s business of approving the request, including the financial impact of doing so and the impact on efficiency, productivity and customer service.• the inability to organise work among existing staff. • the inability to recruit a replacement employee or the practicality or otherwise of the arrangements that may need to be put in place to accommodate the employee’s request.

I think it is important to look at the request on a case by case basis, and there may be sound business reasons, why a request cannot be fulfilled.

• For example, an employee that wanted to start work at 4am in the morning ( nuts I know ) may not be able to serve as customers at that outrageously early hour.

• A person that has requested a job share employment, may not be able to find an adequate individual to share the other half of the role.

• Not all people have the right job to work from home. A role that needs to provide face to face customer services, may not readily be fulfilled from the comfort of ones home.

Before Starting WorkAlthough no – one enjoys doing paperwork, it is an essential requirement before starting a role in the workforce. Ultimately, without completing these, you won’t get your hard earned money, so I guess it’s probably worth it in the end.

After you have accepted a position, and before you commence working, your employer should ask you to:

1. complete a tax declaration form - if your employer does not provide you with this form you can obtain one from a post office or the Australian Taxation Office

2. provide details for your employee records.– full name– residential address– phone number– emergency contact details– superannuation fund details– tax file number– your date of birth if you are under 21, so that your

employer can determine the date you may becomeentitled to any applicable pay increases

– your parent or guardian’s contact details if you areunder 18.

3. bank details including your bank account number... so you can get paid.

Some More InfoYou should always try to keep these details up to date. This will help to ensure that payments and any important communications get to you as quickly as possible.

It is also very important in case of emergencies. It is particularly important that you provide your employer with your tax file number. If you do not provide your employer with your tax file number you risk having tax deducted at a higher rate.

Probation PeriodWhen starting a new job, although you have undertaken all the research about the role, and have had a number of interviews, both you and your employer really don’t know whether the arrangements entered will work out. A probation period, or trial/qualifying time period, is agreed on by you and your employer to review how you are going and whether you and your employer are satisfied with the arrangements. Under the Fair Work Act, the period allocated is 6 months, where the employer and employee

can cease employment, without incurring penalties. During this period, the employee is entitled to all entitlements, and of course, be paid.

Sharyn’s CaseI believe that all employees should have some protection against this type of employer. In most instances, I believe that employers are fair and understand their roles. The protection provided under the Fair Work Act provides all employees with at least a minimum level of employment standards, and helps communicate these to all stakeholders. In Sharyn’s case, where she felt she was being unfairly treated, and raised it with her employer, with him ultimately dismissing her, the ability to go to the ombudsman provides a degree of security and third – party review. She was being unfairly treated, and was not being granted the rights she deserved as a worker, so the decision was under paid and treated with little respect, resulting in penalties towards her employer.

National Employment Standards

There are 10 Minimum Standards which have been set to keep everything fair and equal, and to create bench mark for workers in any area, they are:

1 – 5 Minimum Standards1. Maximum weekly hours of work

– 38 hours per week, plus reasonable additional hours.

2. Requests for flexible working arrangements – allows parents or carers of a child under school age or of a child under 18 with a disability, to request a change in working arrangements to assist with the child’s care.

3. Parental leave and related entitlements – up to 12 months unpaid leave for every employee, plus a right to request an additional 12 months unpaid leave, plus other forms of maternity, paternity and adoption related leave. 

4. Annual leave – 4 weeks paid leave per year, plus an additional week for certain shift workers.

5. Personal / carer’s leave and compassionate leave – 10 days paid personal / carer’s leave, two days unpaid carer’s leave as required, and two days compassionate leave (unpaid for casuals) as required.

6 – 10 Minimum Standards

6. Community service leave – unpaid leave for voluntary emergency activities and leave for jury service, with an entitlement to be paid for up to 10 days for jury service.

7. Long service leave – a transitional entitlement for certain employees.

8. Public holidays – a paid day off on a public holiday, except where reasonably requested to work.

9. Notice of termination and redundancy pay – up to 4 weeks notice of termination and up to 16 weeks redundancy pay, both based on length of service.

10. Provision of a Fair Work Information Statement – employers must provide this statement to all new employees. It contains information about the NES, modern awards, agreement-making, the right to freedom of association, termination of employment, individual flexibility arrangements, rights of entry, transfer of business, and the respective roles of Fair Work Australia and the Fair Work Ombudsman.

An “Award”• An “award” is a one set of minimum

conditions for employers and employees across Australia who work in the same industries and occupations.

“Safety Net”The “award system” is often referred to as a “safety net” as it sets a minimum level of employee entitlements that are supported by legislation, for a specific job role or industry.By setting minimum standards, this provides a bench mark for all employees in a specific industry or job role. Employers are able to pay, or provide benefits above these bench marks, but cannot fall below. This creates a minimum level of entitlements that must be complied by all employers, hence they are known as “safety nets”.

The EndAs I watched the video, learnt about the different types of employment a person may undertake, Sharyn’s predicament and the NES 10 Minimum Standards of learning, I believe I can rightfully say, that employment is not only about grabbing your pay check at the end of the month... But much... MUCH more...