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$33/,&$7,21)25(03/2<0(17
HRF 02
Position applied for:
Availability to commence:
Date of application:
How did you find out about this position? Seek Christian Jobs Wesley Mission website Wesley Mission intranet
Newspaper _____________________________ Other ____________________________
PERSONAL
Title:
Rev.
Mr
Mrs
Miss
Other _____________
Surname: ______________________________
please specify
Given Name(s): __________________________________
Contact Phone:
Home
Mobile
Work
Email: _____________________________________________________________________________________
Do you speak any languages other than English?
No
Yes ___________________________________
please specify
Centrelink Information:
Type of Benefit: ______________________ Centrelink Referral: Yes / No
CRN: ______________________
Are you legally entitled to work in Australia?
Yes, I am an Australian/New Zealand citizen or permanent resident
Yes, I hold a valid work visa (please provide details below)
Type of Visa:
Expiry Date:
Have you previously worked for Wesley Mission?
No
Yes
(please provide details below)
Date employed:
Position held:
Name of Centre/Program:
Reason for leaving:
Are you registered to practice as a
Registered/Enrolled Nurse or an allied
health professional (e.g. psychologist,
physiotherapist, doctor, etc.) in NSW?
No
Are you a licensed tradesperson?
No
Yes (please provide details below)
Registration No.
Practicing Cert. Anniversary Date
Yes (please provide details below)
Trade
Do you hold a current Australian
driver’s licence?
No
Licence No.
Yes (please provide details below)
Licence No.
Class Type
Membership of professional organisations:
CRIMINAL OFFENCE CHECK
Have you been convicted of a criminal offence in any way related to this position? No
© Copyright: Wesley Mission
This Wesley Mission Sydney document becomes uncontrolled when printed or
downloaded, unless registered as per MP IMS-05 Document and Data Control.
Yes
(please provide
details below)
Page 1 of 2
HRF 02
HRF 02
APPLICATION FOR EMPLOYMENT
OCCUPATIONAL HEALTH & SAFETY
Do you have any past or current medical condition which may affect your performance in the role for which you
have applied? No Yes (please describe in detail below)
Do you have any past or current medical condition which may be aggravated or worsened by the duties of the
role? No Yes (please describe in detail below)
Please note: Your appointment may be subject to you undergoing a health assessment.
CONDITIONS ASSOCIATED WITH THIS APPLICATION
I acknowledge that:
•
Wesley Mission will release information on this application form to nominated individuals participating in
the recruitment and selection process. I am also aware that, under the Privacy Act Amendment (2000),
Wesley Mission will take all reasonable steps to protect this information.
•
If my application is unsuccessful, this form shall be kept for no longer than six (6) months before being
destroyed.
•
If offered employment, this form will become the basis of my personal file, and will be forwarded to
Wesley Mission’s Payroll Department, and a copy of this form will be retained at the Centre/Program
where I will be employed by the Manager/Supervisor.
•
If successful, I will adhere to the requirements of my Letter of Offer, Award or Agreement, Staff
Handbook, and Policies and Procedures of Wesley Mission.
•
Wesley Mission is a Christian organisation requiring staff to affirm the Mission’s values:
Our Vision:
To be at the heart of our community where everyone has the
opportunity to live a whole and productive life
Our Values:
Out of Christian love and compassion, Wesley Mission is driven by:
Christlike Servanthood
Unfailing Integrity
Courageous Commitment
Wesley Mission endeavours to translate these values into practical
policies and behaviour so they actively shape and define the character
of the Mission and the decisions we make within it.
Our Mission:
Serving people
Building hope
Honouring God
I have read and understood the above conditions of associated with this application and hereby affirm the
Mission’s values statement. Furthermore, the information stated on my application for employment is true and
correct to the best of my knowledge and belief. I am aware that any false or inaccurate information given by me
may prevent my employment or be the cause for my dismissal.
Signature of Applicant:
Application for Employment
HRF 02 Issue 5 | June 2011
Date:
This Wesley Mission Sydney document becomes uncontrolled when printed or
downloaded, unless registered as per MP IMS-05 Document and Data Control.
Page 2 of 2
HRF 02
Our vision
Our mission
Continuing the work of Jesus Christ in Word and deed
Our values
Out of Christian love and compassion we are guided by:
CF2831_JULY13
• Christlike servanthood
• unfailing integrity
• courageous commitment.
Fair Work
Information Statement
From 1 January 2010, this Fair Work Information Statement is to be provided to all new employees by their employer as soon as possible
after the commencement of employment. The Statement provides basic information on matters that will affect your employment. If you
require further information, you can contact the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au.
\The National Employment Standards
The Fair Work Act 2009 provides you with a safety net of minimum terms and conditions of employment through the National
Employment Standards (NES).
There are 10 minimum workplace entitlements in the NES:
1.
2.
3.
4.
5.
A maximum standard working week of 38 hours for full-time employees, plus ‘reasonable’ additional hours.
A right to request flexible working arrangements.
Parental and adoption leave of 12 months (unpaid), with a right to request an additional 12 months.
Four weeks paid annual leave each year (pro rata).
Ten days paid personal/carer’s leave each year (pro rata), two days paid compassionate leave for each permissible occasion,
and two days unpaid carer’s leave for each permissible occasion.
6. Community service leave for jury service or activities dealing with certain emergencies or natural disasters.
This leave is unpaid except for jury service.
7. Long service leave.
8. Public holidays and the entitlement to be paid for ordinary hours on those days.
9. Notice of termination and redundancy pay.
10. The right for new employees to receive the Fair Work Information Statement.
A complete copy of the NES can be accessed at www.fairwork.gov.au. Please note that some conditions or limitations may apply to
your entitlement to the NES. For instance, there are some exclusions for casual employees.
If you work for an employer who sells or transfers their business to a new owner, some of your NES entitlements may carry over to the
new employer. Some NES entitlements which may carry over include personal/carer’s leave, parental leave, and your right to request
flexible working arrangements.
\Right to request flexible working arrangements
Requests for flexible working arrangements form part of the NES. You may request a change in your working arrangements, including
changes in hours, patterns or location of work from your employer if you require flexibility because you:
r
r
r
r
r
r
are the parent, or have responsibility for the care, of a child who is of school age or younger
are a carer (within the meaning of the Carer Recognition Act 2010)
have a disability
are 55 or older
are experiencing violence from a member of your family or
provide care or support to a member of your immediate family or household, who requires care or support because they are
experiencing violence from their family.
If you are a parent of a child or have responsibility for the care of a child and are returning to work after taking parental or adoption
leave you may request to return to work on a part-time basis to help you care for the child.
\Modern awards
In addition to the NES, you may be covered by a modern award. These awards cover an industry or occupation and provide additional
enforceable minimum employment standards. There is also a Miscellaneous Award that may cover employees who are not covered
by any other modern award.
Modern awards may contain terms about minimum wages, penalty rates, types of employment, flexible working arrangements,
hours of work, rest breaks, classifications, allowances, leave and leave loading, superannuation, and procedures for consultation,
representation, and dispute settlement. They may also contain terms about industry specific redundancy entitlements.
If you are a manager or a high income employee, the modern award that covers your industry or occupation may not apply to you.
For example, where your employer guarantees in writing that you will earn more than the high income threshold, currently set at
$129,300 per annum and indexed annually, a modern award will not apply, but the NES will.
Transitional arrangements to introduce the modern award system may affect your coverage or entitlements under a modern award.
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\Agreement making
You may be involved in an enterprise bargaining process where your employer, you or your representative (such as a union or other
bargaining representative) negotiate for an enterprise agreement. Once approved by the Fair Work Commission, an enterprise
agreement is enforceable and provides for changes in the terms and conditions of employment that apply at your workplace.
There are specific rules relating to the enterprise bargaining process. These rules are about negotiation, voting, matters that can and
cannot be included in an enterprise agreement, and how the agreement can be approved by the Fair Work Commission.
You and your employer have the right to be represented by a bargaining representative and must bargain in good faith when
negotiating an enterprise agreement. There are also strict rules for taking industrial action. For information about making, varying, or
terminating enterprise agreements visit the Fair Work Commission website, www.fwc.gov.au.
\Individual flexibility arrangements
Your modern award or enterprise agreement must include a flexibility term. This term allows you and your employer to agree to
an Individual Flexibility Arrangement (IFA), which varies the effect of certain terms of your modern award or enterprise agreement.
IFAs are designed to meet the needs of both you and your employer. You cannot be forced to make an IFA, however, if you choose
to make an IFA, you must be better off overall. IFAs are to be in writing, and if you are under 18 years of age, your IFA must also be
signed by your parent or guardian.
\Freedom of association and workplace rights (general protections)
The law not only provides you with rights, it ensures you can enforce them. It is unlawful for your employer to take adverse action
against you because you have a workplace right. Adverse action could include dismissing you, refusing to employ you, negatively
altering your position, or treating you differently for discriminatory reasons. Some of your workplace rights include the right to
freedom of association (including the right to become or not to become a member of a union), and the right to be free from
unlawful discrimination, undue influence and pressure.
If you have experienced adverse action by your employer, you can seek assistance from the Fair Work Ombudsman or the Fair
Work Commission (applications relating to general protections where you have been dismissed must be lodged with the Fair Work
Commission within 21 days).
\Termination of employment
Termination of employment can occur for a number of reasons, including redundancy, resignation and dismissal. When your
employment relationship ends, you are entitled to receive any outstanding employment entitlements. This may include outstanding
wages, payment in lieu of notice, payment for accrued annual leave and long service leave, and any applicable redundancy payments.
Your employer should not dismiss you in a manner that is ‘harsh, unjust or unreasonable’. If this occurs, this may constitute unfair
dismissal and you may be eligible to make an application to the Fair Work Commission for assistance. It is important to note that
applications must be lodged within 21 days of dismissal. Special provisions apply to small businesses, including the Small Business
Fair Dismissal Code. For further information on this code, please visit www.fairwork.gov.au.
\Right of entry
Right of entry refers to the rights and obligations of permit holders (generally a union official) to enter work premises. A permit
holder must have a valid and current entry permit from the Fair Work Commission and, generally, must provide 24 hours notice of
their intention to enter the premises. Entry may be for discussion purposes, or to investigate suspected contraventions of workplace
laws that affect a member of the permit holder’s organisation or occupational health and safety matters. A permit holder can inspect
or copy certain documents, however, strict privacy restrictions apply to the permit holder, their organisation, and your employer.
\The Fair Work Ombudsman and the Fair Work Commission
The Fair Work Ombudsman is an independent statutory agency created under the Fair Work Act 2009, and is responsible for
promoting harmonious, productive and cooperative Australian workplaces. The Fair Work Ombudsman educates employers and
employees about workplace rights and obligations to ensure compliance with workplace laws. Where appropriate, the Fair Work
Ombudsman will commence proceedings against employers, employees, and/or their representatives who breach workplace laws.
If you require further information from the Fair Work Ombudsman, you can contact the Fair Work Infoline on 13 13 94 or visit
www.fairwork.gov.au.
The Fair Work Commission is the national workplace relations tribunal established under the Fair Work Act 2009. The Fair Work
Commission is an independent body with the authority to carry out a range of functions relating to the safety net of minimum
wages and employment conditions, enterprise bargaining, industrial action, dispute resolution, termination of employment, and
other workplace matters.
If you require further information, you can visit the Fair Work Commission website, www.fwc.gov.au.
The Fair Work Information Statement is prepared and published by the Fair Work Ombudsman in accordance with section 124 of the Fair Work Act 2009.
© Copyright Fair Work Ombudsman. Last updated: July 2013.
www.fairwork.gov.au
Fair Work Infoline 13 13 94
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