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My own:

1) Name three disadvantages of employing a casual worker, for the employer.

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2) Why may someone choose to do casual work?

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3) Give an example of a job where you may have casual workers.

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Edexcel:

1) Analyse the benefits of these flexible working patterns to both the

organisation and the employees.

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2) Tolcastle always has more visitors in the summer, both from the UK and overseas. For this reason, it needs more staff in the summer. They decided some years ago that, although it would be slightly more expensive, they would employ staff on seasonal contracts rather than casuals or volunteers.

Explain the benefits for Tolcastle of employing seasonal staff rather than casual or voluntary.

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Disadvantages to the employee and employer

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Disadvantages to the employee and employer

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Employee:

- Won't receive the same benefits as full time workers, e.g. perks, company car.

- May not be able to choose when they work, and may be called to cover for someone without warning.

- They will not have the same regular pay as a full- time worker + no sick- leave pay.

- Limited access to job training/ career development.

Employer:

- The employee may not be skilled enough to deal with certain tasks.

- The employee may not always be available on request.

- Casual workers may not be as motivated.

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Employee:

- It is flexible and can easily be fit around school/ university.

- Casual work also usually pays a higher hourly rate because you receive an extra payment on top of the basic hourly rate. This is to make up for not receiving the other benefits paid to permanent workers, such as personal carer's leave (sick leave).

http://www.youngpeopleatwork.nsw.gov.au/irypw/Got_the_job/Casual_work.page

Employer:

- You will have a back- up to call when another employee is unable to work.

- They can have the employee work flexible hours.

- They can dismiss the employee without prior warning.

- They don't have to give them benefits such as life insurance.

- They can employ one of these casual workers when a position becomes available.

http://janmaklak.hubpages.com/hub/What-is-a-Casual-Employee

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Casual workers can be dismissed with out warning.

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A former Sydney bottle shop worker has been awarded $7000 in compensation, after the Fair Work Commission ruled he was unfairly dismissed for not cleaning up a broken sign.

While his employer argued James McKinnon was a casual employee and therefore was able to be sacked without warning, Fair Work found McKinnon had worked for The Crest Hotel in Sylvania, New South Wales, on a regular and systematic basis and could reasonably expect to work the same each week. He was therefore covered by unfair dismissal protections.

McKinnon, a full-time student, started working at The Crest Hotel in August 2012 but was fired in February last year after being unable to clean up a broken sign in the bottle shop area.

Hotel owner Nick Balagiannis asked McKinnon to clean up the area during his Saturday shift and while McKinnon and another work dismantled the broken sign, he was unable to dispose of the sign because the bins were full and they were short-staffed.

McKinnon was asked to clean up the area again on Sunday, but as he was the only bottle shop attendant rostered on that day, he was unable to leave the counter unattended and therefore did not complete the task. The sign was eventually cleaned up towards the end of the shift once another worker arrived.

But McKinnon was called into work "for a quick meeting" on the Monday and the licensee and bottle shop manager told him the hotel's owner wanted him dismissed because he had not followed up on orders to clean up the broken sign.

The Crest Hotel argued before the Fair Work Commission that McKinnon was a casual employee and therefore was not covered by the unfair dismissal protections of the Fair Work Act. It also argued McKinnon failed to follow a clear and reasonable request but did offer to reinstate him as a casual and pay a settlement fee of $500.

But McKinnon gave evidence that he regularly worked four shifts in the bottle shop and provided three weeks of payslips to show he earned an average of $710 a week. McKinnon argued he was not given an opportunity to respond to his dismissal and other employees who did not follow the same instruction to clean up the area were not dismissed.

The Fair Work Commission sided with McKinnon and ordered The Crest Hotel to pay him $7000 for compensation for lost earnings for the two months in which he was able to find another job.

Employment lawyer Peter Vitale told SmartCompany the case touches on a "difficult" aspect of Australian employment law as there is no specific definition of what causal employment is.

Vitale says under the common law, a casual employer relationship is one where the employment is irregular and each engagement between the employer and the employee is a "separate contract of employment".

But the Fair Work Act does provide unfair dismissal protection for long-term casual workers who have a responsible expectation of continued employment.

Vitale says in this case, the commission needed to determine if McKinnon was protected under this provision and once it had found he was, it then proceeded to consider the usual factors that come into play in an unfair dismissal case, including whether there was a valid reason for the dismissal and if the employer followed a fair process.

"Some employers who have casuals who work regular part-time or full-time hours and have done so for a long time, need to be aware, whether designated as casual or not, they may have rights for unfair dismissal claims or even long service leave," says Vitale.

SmartCompany contacted The Crest Hotel but did not receive a response prior to publication.

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Bottle shop worker wins unfair dismissal case after Fair Work rules he wasn't a casual employee - SmartCompany

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A former Sydney bottle shop worker has been awarded $7000 in compensation, after the Fair Work Commission ruled he was unfairly dismissed for not cleaning up a broken sign.

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Leisure center Life guard - Would work hours when another colleague is not working, may also be a seasonal opportunity. (This role is responsible for cleaning, preparation & safety within a sport facility. ‘Wet-side’ - key responsibility for customer safety in the swimming pool & surrounding areas. ‘Dry-side’ - the setting up, taking down & storage of equipment.)

Leisure center Receptionist - May start work casually, working when a full- time receptionist is away. May also be seasonal.

Group exercise instructor -  Will also work seasonally, during planned training activities.(A Group Exercise Instructor is responsible for the provision of excellent customer service relating to the group exercise studio & all cross training activities, through the delivery of consistently high level sessions suitable for all participants.)

https://www.glljobs.org/default.aspx?page=search&module=jobs-userlist&mode=7&guid=614010a7-5630-478f-9e78-8a6cc4f8d224

Many areas of work will not benefit from having casual workers. In management jobs, constant attention from employees is required as a manager, relationships may be built and tasks are continued over time, which cannot be carried out by more than one individual. This makes this area of work suitable as full- time.

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A job with no guaranteed hours of work. Casual employees work the hours their employers require. This is usually set out on a list called a "roster". A roster shows the times and dates you're expected to work (these are called "shifts"), and how long you're expected to work for each shift.

The hours you work as a casual can vary from week to week, depending on the job and changes to the roster. One week you might  work on Saturday and Sunday, the next only Saturday, and the next you might work Monday and Thursday.
http://www.youthcentral.vic.gov.au/jobs-careers/work-options/part-time-casual-short-term-work

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1. Casual employment can be defined as where an employee is employed when and if needed, and where there is no particular expectation of continuing employment. Whether an employee is employed on a casual basis is a regularly contested matter.

2. http://www.dol.govt.nz/er/services/law/case/themes/2011-05-casual-employment-decisions.asp