Un­paid work tri­als

Style Magazine - - Experts - BY LISA LEE HU­MAN RE­SOURCES For fur­ther ad­vice con­tact Lisa Lee at Clas­sic Re­cruit­ment and Hu­man Re­sources on 4638 3599 or visit clas­si­cre­cruit­ment.net.au.

Re­cently two of our clients sought our ad­vice as to whether they can re­quest a po­ten­tial em­ployee to do an un­paid trial with them. This is quite a com­mon prac­tice used to help de­ter­mine if the per­son does ac­tu­ally have the skills to per­form the role they are try­ing to fill. To de­ter­mine whether you can do this and not be act­ing il­le­gally de­pends on a cou­ple of fac­tors. You need to es­tab­lish if an em­ploy­ment re­la­tion­ship ex­ists or if it’s vo­ca­tional work ex­pe­ri­ence. Some points to con­sider are: How long is the ar­range­ment for? How sig­nif­i­cant is the ar­range­ment to the busi­ness?

Is the work nor­mally per­formed by paid em­ploy­ees?

Does the busi­ness or or­gan­i­sa­tion need this work to be done? Many awards have clauses that cover on work tri­als and stip­u­late a min­i­mum rate of pay.

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