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Term Time employees are engaged to work during term periods only and therefore any period of school holidays, or other period not within “school term dates” are unpaid.  The Queensland Government has gazetted term two of 2022 to commence from Tuesday 19 April and conclude on Friday 24 June.  Therefore, any days prior to 19 April do not form part of Term 2 and are not paid.  This includes Easter Monday (18 April).  However, any public holidays that fall within those term dates ARE paid if the Term Time Employee is normally rostered to work on the day a public holiday falls (such as Queens Birthday and ANZAC Day).

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Download the back to school plan below

back-to-school-plan

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All financial Members as at 31st May 2024 will have received an email from the AEC advising them of the election and seeking nominations for positions on the Board of Management.

Only Financial Members at of 31st May 2024 are eligible to put forward a nomination.

Refer to the following attachments

Formal Election Notice

Nomination Form

Link to AEC Election Portal

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Casual Conversion – Federal Employer only

**Does not apply to P&Cs**

All large employers (those that employ 15 or more staff) are required to communicate with casual employees every 12 months to advise whether or not they are offering to convert that employee to full time, or part time employment.

Section 66B of the Fair Work Act 2009 (Cth) (the Act) requires that an employer make an offer to convert a casual employee to full time or part time employment if:

• A casual employee has been employed by the employer for a period of 12 months beginning the day the employment started; and
• During at least the last 6 months of that period, the employee has worked a regular pattern of hours on an ongoing basis which, without significant adjustment, the employee could continue to work as a full time employee or a part time employee (as the case may be).

If you are able to make an offer to convert the employee to full time or part time employment, you may use one of our template “Change of Circumstance” documents to reflect this offer.  Please note that your employee is not obligated to accept this offer of conversion.  If they refuse the offer, they must continue to be employed on the same basis as previously.  Employers are not permitted to terminate an employee, or otherwise harm them in their employment because they have rejected an offer of conversion.

If you are not able to make an offer to convert such an employee because you cannot employ that employee on the same (or similar) hours without significant adjustment over the following 12 months, you do not have to convert them.  However, your refusal must be put in writing and provided to the employee no later than 21 days after the anniversary date of their employment as a casual employee.

In any event, all large employers (again, those with 15 or more employees) must provide this advice to their casual employees before the 27^th of September 2021.  We have prepared a template for your consideration and use for this purpose which is available from our website.

You may either use the wording in that template, or amend it to suit your particular circumstances, however please seek advice before forwarding an amended version to your employee to ensure you have complied with your statutory obligations.

Small employers (those with fewer than 15 employees) are not required to make the above offer to their staff, however, if an employee requests conversion, they must be provided with written reasons for any refusal in the same way as a large employer.  We have prepared a template which may be of assistance in these circumstances and it is available from our website.  Again, please seek advice before making any amendments and forwarding to your staff.

Finally, all employers are now required to provide a “Casual Employment Information Statement” to any staff employed as casuals.  This must be provided in addition to the “Fair Work Information Statement” which is already a requirement.  We have links to the appropriate documents on our website.

If you have any queries regarding the Casual Conversion provisions, or our templates, please contact the ER Team.

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All services may operate as usual on these days.  This means that employees are required to attend work as normal on these days in these areas and they will get their usual rate of pay for performing work.  Employees may not refuse to work on these days unless they have a lawful reason (such as sick leave or other scheduled leave).

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Families will not have to use their 42 days of allowable absences during the lockdown.

Additional absences will be available until the end of the hotspot declaration.

This means families will still have allowable absence days to use after the lockdown. It also ensures children remain enrolled and providers can continue to receive the Child Care Subsidy.

You can find out if you are in a Commonwealth-declared COVID-19 hotspot on the Department of Health website.

We’ll also email providers and services if they are in a COVID-19 hotspot.

Please ensure your contact details are up to date in the Child Care Subsidy System so you don’t miss important information.

Update your details via the Provider Entry Point or your third-party software.

Read about the announcement

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