It's actually not on to pay employees casual rates if they are working regular hours. He should be full time, part time, salaried or contractor. My industry (pharmacy) had an audit a few years ago & lots of small businesses got in trouble for paying casual rates to employees who work the same hours every week.
Anyway, considering you get the entitlements of being on a salary (sick leave, carers leave, holiday pay, holiday loading, super, overtime) and he doesn't get any of that, could it be possible you both end up with similar rates of pay at the end of the day?
Personally with kids I would take a pay decrease to have sick pay especially, when i have to stay home with sick kids.
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12-09-2016 15:36 #21
12-09-2016 15:57 #22
I don't get holiday loading.
yes well I hope I get paid for baby related absences! I had to take Thursday off as ds was sick again. I'll have to check my payslip to ensure I get paid for it!
12-09-2016 17:17 #23Senior Member
- Join Date
- May 2012
If you were a Contractor, he still would of had to pay your Super. However there are different circumstances for each case.
Also as a casual, I think it is if you do a certain amount of hours, you accrue Long Service Leave too. And if you work solely for them as a Contractor, you are covered under their workers comp too from memory.
Last edited by 4LeafClover; 12-09-2016 at 17:21.
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12-09-2016 17:45 #24
Pay discrepancy - unfair?
As a casual employee working full time hours I was paid more than double what I am now as a permanent employee with the same company doing the same job. I think it's pretty standard to get paid considerably more as a casual. When time are tough they are the first to go and get no redundancy, no notice, no holiday pay, no sick pay, etc.
I went to permanent as they were culling staff and I was told all casuals were going and if I wanted to stay I had to go permanent. Was a bit bummed at the 50% pay cut but happy to have a job.
Last edited by babyno1onboard; 12-09-2016 at 17:49.
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12-09-2016 18:00 #25Senior Member
- Join Date
- Nov 2011
It sounds fair to me. When I was contract I always would go for 20% minimum higher hourly wage.
Another thing to note is, while you say he has set hours etc every week, he can be fired at any time with no compensation. Whereas you being permanent are entitled to redundancy.
Comparing your hourly rate to his, I'd say your situation isn't unfair, it's in line what I've seen across multiple companies.
While the hourly rate is annoying, you're definitely the better off one in the long run
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12-09-2016 19:32 #26-
- Join Date
- Apr 2012
Sounds like this is a complicated situation and there are several (valid and not so valid) reasons as to why the contractor could be paid more.
I'm not saying this is necessarily an issue in this case however I wanted to flag that quite often (infact more often than not) one employee doesn't have a full picture of what is going on in terms of another persons duties and performance. I've often heard staff complain that they are doing a better job than someone else, they have been in the position longer and should have won that promotion instead of the other person. Sometimes I think "really? Where I'm sitting from you're work isn't that great and that's why Joe Schmoe has been given that extra project you are not aware of and hence that promotion."
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12-09-2016 20:11 #27
In regards to your annual leave load which is normally 17.5% on top of your earning. You need to check the agreement/award that you have with your new boss to see If it has been written into your agreement at all
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12-09-2016 20:43 #28
I'm not paid under an award. I'm an accountant, my entitlements are as per my employment contract, which basically uses the NES guidelines. I'm 99.9% certain annual leave loading doesn't apply to me.
12-09-2016 20:44 #29
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12-09-2016 20:44 #30
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