Before you employ casual professional/general staff, make sure you understand:
- the terms of a casual appointment
- the sourcing process
- administrative arrangements.
Terms of appointment
Where the University engages a casual professional/general employee, the following terms normally apply:
- minimum of 3 hours per engagement
- maximum of 6 months engagement
- overtime applies after 10 hours in one day
- no more than 5 hours work without a minimum half-hour break
- a notice period of 1 hour
- applicable casual hourly rate.
Note: where the University employs CSU students or examination supervisors as casuals, the following exception applies:
- minimum of 1 hour per engagement
- student rates apply to CSU students
- examination supervisor rates apply to examination supervisors and assistants.
Sourcing casual staff
People can register their interest in working with Charles Sturt via one of the casual professional/general staff registers for administrative, operational, technical or professional/specialist work. However, you may offer casual work to people who aren't registered.
Accessing the register
If you're a hiring manager you can access applications by emailing email@example.com. You should provide the following information:
- details of the role you are trying to fill
- the specific skills and experience you need
- which campus the person will be working from.
HR staff will search the registers and provide applications that fit your request. Alternatively, you can request to have access to the register and view all available applications via the Selection Committee Member section on your PageUp dashboard.
Before you issue an offer of employment
- Make sure the person has appropriate qualifications for their level of appointment
- Make sure the person has the right to work in Australia. If they are not an Australian Citizen they provide a copy of their valid visa. Check with HR if you're unsure
- Contact their referees, even if they already work at CSU
Conflicts of interest
To avoid a conflict of interest, you must not employ a:
- family member
- person somebody in your section has a close personal relationship with.
- Work out the appropriate pay rate for the work. Refer to Schedule II of the Enterprise Agreement for details.
- Collect the casual's CV and original evidence of their qualifications.
- Arrange for the following documents to be completed and sent to firstname.lastname@example.org before they start:
- To be paid, casuals must complete timesheets using Web Kiosk. Supervisors should instruct the casual on how to do this. Quick reference guides are available to help.
- Supervisors must provide the casual with the information they need to perform their duties.
Classifying professional/general casual appointments
Apply these principles to determine a casual's pay:
- All casuals should be paid at the first salary step regardless of the level. This does not include additional hours for part-time staff.
- If a casual is replacing an employee on leave and performing the full duties for the position, they should be paid the same level as the employee. They are paid at the first salary step of that level.
- Ad hoc casual work is paid in line with the University's classification descriptors in the Enterprise Agreement.
- Part-time employees who work extra hours during workload peaks are paid at the same level and step as their part-time position.
- CSU students working in an area that relates to their study or is likely to improve their career prospects should be paid the applicable student rate.
Orientation and induction
New casual staff will be enrolled in the relevant online orientation module. The module, delivered by ELMO, gives casuals a broad overview of the University. Supervisors are responsible for providing casuals with any other job-specific information.
Self-enrolment in ELMO modules is available if the employee needs a refresher.
CSU employees should be inducted in a consistent manner. All employees must understand their compliance and ethical responsibilities, regardless of their classification.
The supervisor should make sure the casual understands their obligations in relation to employment conditions and performance.
Faculties and Divisions will identify other position-specific compliance information the casual needs to know. This may include:
- records management (as applicable to the position)
- safety procedures relating to employment in specific areas (e.g. laboratories)
- University Council and Academic Senate policies applicable to the work being undertaken.