3) Once the employee's employment has been terminated/resigned, than, unfortunately he or she cannot be nominated as an employee for any other employer. ‎4 July 2020 Question: I have been stood down and my employer is claiming JobKeeper payments for me. He has been there for nearly 12 months and in this time the employer has employed more staff. 09:06 PM. The key here is they must maintain their employment with the employer who is claiming JobKeeper payments for them, the purpose of JobKeeper is to maintain the link between employer and employee for the future. a summary of what businesses need to know. 03:36 PM, Yes - but there are some points that needs to be considered, as per Your eligible employees :-, 1) The period of this employee's employment has being over 12 months before being made casual eg as full-time worker, 2) If the employee does not move to permanent employment, than his/her eligibility for Jobkeeper may continue. For example, the employee is required to have been working for at least 12 months with the employer, on a regular basis. It will help many businesses stay afloat and help many workers stay attached to their employers as we move through the crisis. However, if they are 're-engaged' with your business, than the employee should sign another Jobkeeper nomination notice for the period that they are going casual, as long as Pts 1) & 2) apply still apply (as above). 06:45 PM. You might like to consider creating a new pay rate for this employee so in the pay run which the change take place, you can seperate the number of days/hours were paid with the former pay rate and the days/hours were paid with the new pay rate as 2 seperate earning lines. If an employee is working 2 jobs, one casual, one full time, and the casual job is closed due to Corona and the full time is open, can they claim Jobkeeper from the casual, which is $100s more than they usually earn, and then the usual full time salary from their employer? Will they still be entitled to Jobkeeper payments through us while they maintain casual employment with us? As @AriH advised our employees frequently asked questions cover this scenario. An employer may be able to change an employee’s full-time employment to part-time or casual employment without agreement from the … Can an employer change a staff member from fulltime to casual based on a downturn in business and technology - Answered by a verified Solicitor. defining casual employment has been an ongoing task for courts and tribunals in Australia for decades 12:12 PM. The jobKeeper rules do allow people re-hired to be covered, but I'm not 100% sure that this sort of circumstance is covered by that rule (intented to be used for staff stood down due to no work, then put back on after JobKeeper was announced). on An employer is obliged to consider the requests on m erit and may only refuse the request based on reasonable grounds. However, there are a few pre-conditions that need to be met. 02:27 PM. You must have JavaScript running so that our website will work properly, and to enable most of the accessibility features we've implemented. Can I earn income from another job while my employer gets JobKeeper payments for me and continues to pay me? Those staff have been put on full time. - edited Thank you, Jane. We have moved employees from Full Time to Casual … Ask questions, share your knowledge and discuss your experiences with us and our Community. However, a change of employment agreement is still required: 1. Back to top. Claiming the tax free threshold. Employee changing from full time to casual, cannot deselect TOIL wage categories We have an employee who is changing from Full time to Casual and I need to deselect the TOIL wage categories (earned & taken) as they no longer apply to this employee. on Use arrow keys to navigate between menuitems, spacebar to expand submenus, escape key to close submenus, enter to activate menuitems. For me and continues to pay her $ 1500 JobKeeper per fortnight be grey to me until I a. Casual as we have an employee will change their employment status with previous. Website will work properly, and to enable most of the `` any-in, all-in '' rule so want... Questions cover this scenario will work properly, and to enable most of the `` any-in, all-in rule! Held, make sure and explain this to your newly eligible employees by August. Accrued long service leave, this may also need to be met the `` any-in, all-in rule. 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