QLD Contract changed without consent?

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Hales43

New Member
9 October 2021
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Good morning, I have just come across this forum and wanted to see if anyone might have any knowledge on what my situation would fall under in legal terms?

I accepted a position of permanent part time, still have my letter of offer in my emails reflecting this and showing I was to be rostered 10 hours per week along with the entitlements permanent employees receive.

I purely took this job over another due to the shifts being suited to my needs and therefore turned down another position which was actually closer to my home.

A staff member of seniority, lent over myself when I was completing training on the staff computers and clicked accept to something that had popped up on the screen, this was done to the other 2 new employee's as well. I found out later she had consented to me being changed to casual.

I did not provide this consent nor was I given any information about the change, I feel it was of inequality to do that to me as I would have liked to read over a new contract and make the decision for myself and what suits my needs plus an opportunity to ask questions as well. I didn't get that opportunity whatsoever.

There was also a comment made by this person of " Don't worry you'll go permanent in a month anyway" is that then a misrepresentation? False promises? I have not "gone permanent in a month"

Any advice ? I can only find that it would be classed as a unilateral change of contract but I am unsure what to do next. I can also see that when this change was consented to it would be classed as a termination of the permanent contract and its been over 21 days now so I don't think I would be eligible to go through FWC for an unfair dismissal.

I have contacted the internal dispute resolution team but without any assistance.
 

Rod

Lawyer
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27 May 2014
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If you are casual, your pay rate should have gone up 25%.

In these days, there is not a lot of benefit from being permanent.

If you do not need your job and have alternatives, then document your concern and raise the issue again.