Young People @ Work. Just reviewed the “Young People At Work” website, and I just thought I’d share a few thoughts. The Focus -
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Just reviewed the “Young People At Work” website, and I just thought I’d share a few thoughts.
The Focus -
The video is quite informative, and has some guy telling me that I should always know my rights as a worker, and how important these are in the working environment. The video cleverly uses the cartoon format that we in the younger generation, find engaging, to inform the individual on what he or she needs to know. The common thread which is reinforced thoroughly throughout the video is:
working = money.
Opinion of the Video –
I think the video itself is easy to understand and portrayed in a comedic sense. The medium used is contemporary, and therefore engaging to Generation Y. I also believe it highlights the vulnerability of people entering the workforce, who may not fully understand their rights as a worker. It paints most bosses as exploiters of the younger generation, which in many cases is quite true.
Gen Y is fixated on money, driven by purchasing assets.
Funnily enough, every stereotype presented in this video, is quite a negative one... with no real positives coming from anything being presented in the video, except for the pay check at the end of the month.. Sad really..
There are three main employment types a person can be employed as in this day and age, them being:
Full-time permanent –
Part-time permanent -
Casual employees -
To me, the idea of employment is a lot like the game of Monopoly. You must progress through a series of steps before claiming your hard earned money, as you pass “GO”, or in the real world, the end of the month.
From 1 January 2010, under the Fair Work Act 2009 (FW Act), you are entitled to 10 minimum entitlements, wherever you work.
You can call the Fair Work Infoline on 13 13 94 to find out more about your entitlements. These minimum entitlements are called the National Employment Standards (NES)
Reasonable Business Grounds –
The Fair Work Act of 2009, outlines a number of areas to consider when assessing an employee request, these may include, for example:
Although no – one enjoys doing paperwork, it is an essential requirement before starting a role in the workforce. Ultimately, without completing these, you won’t get your hard earned money, so I guess it’s probably worth it in the end.
After you have accepted a position, and before you commence working, your employer should ask you to:
employer can determine the date you may become
entitled to any applicable pay increases
You should always try to keep these details up to date. This will help to ensure that payments and any important communications get to you as quickly as possible.
It is also very important in case of emergencies. It is particularly important that you provide your employer with your tax file number. If you do not provide your employer with your tax file number you risk
having tax deducted at a higher rate.
When starting a new job, although you have undertaken all the research about the role, and have had a number of interviews, both you and your employer really don’t know whether the arrangements entered will work out.
A probation period, or trial/qualifying time period, is agreed on by you and your employer to review how you are going and whether you and your employer are satisfied with the arrangements.
Under the Fair Work Act, the period allocated is 6 months, where the employer and employee
can cease employment, without incurring penalties.
During this period, the employee is entitled to all entitlements, and of course, be paid.
I believe that all employees should have some protection against this type of employer. In most instances, I believe that employers are fair and understand their roles. The protection provided under the Fair Work Act provides all employees with at least a minimum level of employment standards, and helps communicate these to all stakeholders.
In Sharyn’s case, where she felt she was being unfairly treated, and raised it with her employer, with him ultimately dismissing her, the ability to go to the ombudsman provides a degree of security and third – party review. She was being unfairly treated, and was not being granted the rights she deserved as a worker, so the decision was under paid and treated with little respect, resulting in penalties towards her employer.
There are 10 Minimum Standards which have been set to keep everything fair and equal, and to create bench mark for workers in any area, they are:
The “award system” is often referred to as a “safety net” as it sets a minimum level of employee entitlements that are supported by legislation, for a specific job role or industry.
By setting minimum standards, this provides a bench mark for all employees in a specific industry or job role. Employers are able to pay, or provide benefits above these bench marks, but cannot fall below.
This creates a minimum level of entitlements that must be complied by all employers, hence they are known as “safety nets”.
As I watched the video, learnt about the different types of employment a person may undertake, Sharyn’s predicament and the NES 10 Minimum Standards of learning, I believe I can rightfully say, that employment is not only about grabbing your pay check at the end of the month... But much... MUCH more...