Terms and Conditions

The following terms and conditions (T&Cs) apply to employment vacancies submitted by prospective employers (including organisations, recruitment agencies and private individuals) (Advertisers) to the Charles Sturt University (CSU) Career Development Office. The vacancies, once accepted, will be posted to CSU's online internal notice board (Online Notice Board) free of charge.

  1. Operation of Online Notice Board
    1. The Online Notice Board is a free online platform service provided by CSU in which employment vacancies submitted by Advertisers may be posted.
    2. CSU reserves the right, in its absolute discretion, to refuse to post any employment vacancy submitted by an Advertiser to CSU on the Online Notice Board for any reason, or to alter or withdraw any employment vacancy which CSU has already posted on the Online Notice Board. CSU is not obliged to provide reasons for exercising any of these rights.
    3. CSU does not endorse nor recommend any of the employment vacancies posted on the Online Notice Board.
    4. CSU is not an employment agency and is not involved in the vetting or selection of candidates who apply for any employment vacancies posted on the Online Notice Board.
  2. Variation of T&Cs
    1. CSU reserves the right to change the T&Cs from time to time which will take effect when uploaded to this website.
  3. Limitation of liability and indemnity
    1. CSU accepts any employment vacancies submitted by Advertisers in good faith on the basis that each Advertiser has complied with the T&Cs.
    2. CSU accepts no liability for any failure by an Advertiser to ensure their employment vacancy complies with all laws, legislation and guidelines.
    3. CSU is not responsible and accepts no liability for the content of employment vacancies submitted by Advertisers, including any errors, (for example incorrect hyperlinks), and the Advertisers must check the details of any employment vacancy before submitting to CSU to ensure they are correct.
    4. CSU does not warrant that the Online Notice Board and/or its content will be accessible and available at all times, free of interruptions, without error or free from viruses, Trojans, worms or other malicious software.
    5. CSU accepts no responsibility for the suitability of any candidates who apply for employment vacancies submitted by Advertisers.
    6. CSU will not be liable to Advertisers for any loss or damage which may be suffered or incurred or which may arise as a consequence of Advertisers' use of the Online Notice Board.
    7. Advertisers agree to indemnify CSU against all claims, action, suits, costs and expenses incurred in any way by CSU as a result of Advertisers' use of the Online Notice Board.
  4. Compliance with laws
    1. All employment vacancies accepted by CSU for posting on the Online Notice Board must be compliant with all relevant Australian and State or New Zealand (as applicable) laws, legislation and guidelines (including but not limited to privacy, fair trading, trade practices, anti-discrimination).
    2. CSU will not post on the Online Notice Board any employment vacancy, including unpaid work, which does not comply with the Fair Work Act 2009 (Cth) or the Employment Relations Act 2000 (NZ) (as applicable) or any other jurisdictional applicable laws.
    3. Advertisers must ensure they do not breach any law or the rights of a person.
  5. Advertisers' general obligations
    1. Advertisers must understand their rights and responsibilities before submitting to CSU an employment vacancy.  For more information, CSU encourages Advertisers to read the following websites:
      1. Australian Government Information for employers
      2. Fair Work Ombudsman - Fact Sheets for Employers
      3. Australian Human Rights Commission - Guidelines for writing and publishing recruitment advertisements
      4. Employment New Zealand
      5. Human Rights Commission NZ
    2. Advertisers must submit to CSU only genuine employment vacancies based in Australia or New Zealand or overseas only if employed by an Australian employer pursuant to Part 1-3 Division 3 of the Fair Work Act 2009, or a New Zealand employer pursuant to the Employment Relations Act 2000 (NZ) (as applicable).
    3. Advertisers must ensure any employment vacancy submitted to CSU provides a clear summary of the work offered and its duties, and where possible, a link to the full job description and application process.
    4. Advertisers must ensure that minimum wage standards must be met in any employment vacancy submitted to CSU.  CSU encourages Advertisers who are uncertain about wage standards to obtain information or clarification from the Fair Work Ombudsman or Employment New Zealand (as applicable).
    5. Advertisers must take all reasonable efforts ensure all links contained in any employment vacancy posted are free from viruses, Trojans, worms or other malicious software.
  6. Requirements for private householders
    1. Advertisers posting employment vacancies situated at a private location are responsible for:
      1. providing a safe and lawful working environment for persons employed, invitees and visitors; and
      2. compliance with all Australian and State or New Zealand (as applicable) laws, legislation and guidelines (including but not limited to privacy, fair trading, trade practices, anti-discrimination, working with children).
  7. Voluntary work and unpaid work experience
    1. Only Advertisers which are recognised as charities or non-profit organisations are eligible to have an unpaid, voluntary vacancy accepted for posting to the Online Notice Board.
    2. Advertisers must understand their obligations in relation to voluntary and unpaid work experience.
    3. CSU encourages Advertisers to find further information at:
      1. Fair Work Ombudsman - Unpaid Work
      2. Australian Taxation Office - Is your organisation not-for-profit?
      3. Employment New Zealand - Volunteers

*Advertisers who have unpaid positions available to students to undertake as part of their studies, Workplace Learning, can refer to the information provided at: Looking to offer workplace learning?

  1. Unacceptable employment vacancy postings
    1. The following, but not limited to, are reasons CSU may find an employment vacancy submitted by an Advertiser to be unacceptable:
      1. is not based in Australia or New Zealand unless otherwise employed overseas by an Australian employer pursuant to Part 1-3 Division 3 of the Fair Work Act 2009, or a New Zealand employer pursuant to the Employment Relations Act 2000 (NZ) (as applicable);
      2. does not meet all Australian and State or New Zealand (as applicable) laws, legislation and guidelines (including but not limited to privacy, fair trading, trade practices, anti-discrimination);
      3. considered to be a device used to access CSU in order to promote a business, product or service;
      4. business or franchise opportunities;
      5. requires students to obtain an ABN (an independent contracting arrangement or self-employment);
      6. remuneration is on a commission basis;
      7. remuneration includes full or partial non-monetary arrangements, e.g., accommodation or goods;
      8. remuneration is not provided to employees for using their own facilities and resources (phones, internet, vehicles, etc.);
      9. requires unpaid trial periods (does not apply to registered not-for-profit organisations);
      10. requires payment for products, services or securities (etc.) as a condition of employment;
      11. requires applicants to register and pay for opportunities, e.g., application and program fees;
      12. risks students' personal safety, health, finances or moral well being;
      13. considered to be illegal, offensive or unethical;
      14. requires images of an applicant or copies of personal documents at time of application; or
      15. contains misleading or incorrect information.
  2. Privacy
    1. CSU may collect, store and use personal information collected from Advertisers' details to:
      1. update Advertisers about the service, e.g., indicating other services to facilitate student and graduate recruitment;
      2. clarify any details as required;
      3. undertake labour market research;
      4. contact advertisers to assist with the Online Notice Board administration; and
      5. other related purposes.
    2. Personal information is managed by CSU in accordance with the CSU Privacy Management Plan.
    3. Any Advertiser can contact the CSU Ombudsman about personal information held by CSU about them.
    4. Supply of personal information is voluntary, but if an Advertiser declines to do so then CSU may not be able to post an employment vacancy.