雇佣合同/顾问协议

When hiring a new employee, it is necessary to ensure that an employment contract reflects what employers and employees have agreed upon. A consultancy agreement is a contract for services between an independent contractor and a client company for the provision of consultancy services. It is vital that both employment and consultancy agreements cover a number of terms to facilitate a smooth relationship between both parties throughout the duration of the work.

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工作场所和劳资纠纷,雇佣合同/顾问协议,限制从业的执行

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Modern Slavery Reporting Requirements For Australian Subsidiaries and Foreign Entities in Australia

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雇佣合同/顾问协议

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Key changes to Australian employment law

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雇佣合同/顾问协议

2020年6月24日

临时工 vs 正式工

2020年5月20日，澳大利亚联邦法院全席法庭对WorkPac Pty Ltd v Rossato一案作出判决。此案聚焦并围绕劳务派遣公司WorkPac Pty Ltd（以下简称 “WorkPac”）和Robert Rossato (以下简称“Rossato”)之间的雇佣关系进行展开。该公司派遣Rossato先生到Glencore公司名下两处位于昆士兰州的矿山工作。Rossato先生作为临时员工（casual employee）工作的三年半期间，签订的是滚动合同（rolling contract）。作为一名临时员工，他在工资的基础上还获得了25%的额外报酬 - 这是为了弥补临时员工未能享有类似年假等福利的通常做法。澳大利亚联邦法院全席法庭驳回 WorkPac 认为Rossato先生是临时员工的主张，判定他属于正式员工(permanent employee)。联邦法院基于以下理据，做出上述判决：Rossato先生的工作性质是 “定期(regular)、稳定(certain)、连续(continuing)、持续性(constant)” ，而且有事先被告知工作日程。 Rossato先生有资格享受根据《2009年公平工作法》(Fair Work Act 2009 Cth)和企业协议(Enterprise Agreement)中全国就业标准(National Employment Standards - NES)所规定正式员工应享有的福利，其中包括带薪年假，个人病假/照顾者假，丧病假及法定公共假日等。这一判决对于雇佣临时员工的雇主，无论是通过直接雇用、外包劳务、转包等不同的雇佣途径，都是不能忽视的重要判决。对于该判决，联邦政府可能会采取干预措施或向最高法院提出上诉，但是在判决发生改变之前，雇主现在应该仔细审查与临时员工之间的雇佣安排，更新与临时员工的合同条款。雇主应重新考量与劳务派遣公司以及派遣员工之间的关系，特别需要注意以下三点: 如果您认为WorkPac Pty Ltd v Rossato的判决结果，会对您公司现有员工的工作安排有所影响，或者在处理与员工之间的雇佣关系上需要专业的法律意见，请与我们联络。