Hi all,
I have queries that have been building up over time. I've tried to do my own research but as an immigrant to Australia (in 2013 from UK) I am struggling to reconcile all the different laws - what does and doesn't apply to me.
I'll keep the story bullet-pointed to give the facts.
Does any of this sound correct? At various times I've had people external to the situation tell me I have been underpaid, had no consideration made in regards of minimum engagement periods, super not paid correctly.
I have queries that have been building up over time. I've tried to do my own research but as an immigrant to Australia (in 2013 from UK) I am struggling to reconcile all the different laws - what does and doesn't apply to me.
I'll keep the story bullet-pointed to give the facts.
- Arrived in Australia and job hunted for nearly 10 months before being taken on by a regional Qld employer in November 2014. I had begun a uni course part-time and was a mature student at 34 year of age.
- Initially employed on casual basis (no formal contract despite asking) doing evening work as and when required at $19/hr paid pro rata part-hour completed - no super paid.
- Early 2016, began working two days per week (average) in the office, casual basis $19/hr, no super.
- November 2016 was asked if I wanted full-time, still casual $19/hr and told that I would get super paid into the 'office super fund' (this was to cover another employee's maternity leave for 6 months). I agreed to get the extra experience and my wife and I had also recently found out we were expecting in late May 2017.
- May 2017 was told by the admin staff member who administered Super that they had no details on file for my fund so I told them about the 'office super fund' I apparently belonged to, they told me there was no such thing and recommended I sorted my own ASAP. I did within 24hrs and gave details to her.
- From July 2017 pay increased, still showing $19/hr but an additional $228 bonus each fortnight to give $22/hr equivalent. This bonus was paid every week during the 2018FY regardless of annual, personal, or unpaid leave taken. Super was calculated at 9.5% on the $19/hr.
- In late Jan 2018 I was told I was being allowed to be classed as permanent full-time, no change made to pay, bonus, or super calculations on payslip. But did start acrruing leave balances, and got paid leave for the first time.
- From July 2018 I requested part-time due to parental and study commitments, employer agreed to 3 days per week still permanent - still showing $19/hr but bonus decreased to $136.80/fortnight to give $22/hr equivalent. This bonus has been paid every week during the 2019FY so far regardless of annual, personal, or unpaid leave taken. Super has been calculated at 9.5% on the $19/hr.
Does any of this sound correct? At various times I've had people external to the situation tell me I have been underpaid, had no consideration made in regards of minimum engagement periods, super not paid correctly.