Engaging an Employee in Multiple Roles: No Overtime!
Employers are embracing multi-hire arrangements following the outcome of recent court cases, in which the Federal Circuit Court have provided a green light for employers to engage staff in more than one role - and apply different pay rates and contractual terms to each role.
How will this work?
Multi-hire or dual employment arrangements can offer several advantages for both employers and employees, particularly in a business characterised by a diversity of roles.
For example, an employee could have two part-time contracts to undertake different roles with the one employer. Alternatively, they could be engaged to undertake a permanent role, then work in a casual capacity in another role.
Each employment contract would stand alone and be treated independently of the other.
That means, an employee could be engaged to work more than 38 combined ordinary hours without overtime payments kicking in!
Before considering this option, ensure that:
Role boundaries are very clear and the jobs cannot be merged.
Each role is supported by precise employment contracts and position descriptions, outlining purpose, rate of pay and classification.
Both parties fully understand how the multi-hire arrangements will impact on the accumulation and taking of an employee’s statutory leave entitlements.
OHS implications are fully considered, particularly if an employee’s core hours exceeds 38 per week or work is regularly undertaken over more than 5 days per week.
Employees clearly understand the situation.
NOTE: As this is new legislation, there is the possibility that it could be appealed.
Contact us to assist you with implementing multi-hire arrangements for any of your qualifying employees, or if you have any questions regarding HR matters in your company.