1. AVA helping you become part of your profession Debbie Neutze AVA National Strategy and Services Manager

2. Animal Care and Veterinary Services Award 2010

3. An award is an enforceable document containing minimum terms and conditions of employment what is an award ?

4. what is covered by the award ? Hours of work Public holidays Minimum wages Superannuation Annual Leave Sick Leave Allowances Termination

5. Where do I find the award? www.ava.com.au

6. What’s the difference between part-time, full-time and casual? Full time : average of 38 hours a week Part-time : less than 38 hours per week on a regular basis (entitled to pro-rata per full time employee) Part-time : less than 38 hours per week on a regular basis (entitled to pro-rata per full time employee) Casual –irregular hours (entitled to 25% loading but no leave and other entitlements) Casual –irregular hours (entitled to 25% loading but no leave and other entitlements)

7. What are the minimum wages I must be paid? The veterinary award classifies vets based on their level of experience, need for supervision and competency Level 1A is from graduation up to no more than 6 months Normal duties may require the supervision of more experienced veterinarian. Level 1A is from graduation up to no more than 6 months Normal duties may require the supervision of more experienced veterinarian.

8. This is for a 38 hour week NOT a 45 hour CURRENT MINIMUM WAGES

9. What leave am I entitled to? Annual Leave 4 weeks leave and with a 17.5% loading Personal or carer’s leave 10 days paid and 2 days unpaid carer’s leave as required Study leave 1 week paid leave for each year completed. Must pay course registration fee Compassionate leave 2 days as required. Also community service leave

10. What about Public Holidays ? That one is complicated! It is reasonable to be expected to work a public holiday You should get a day off in lieu, an extra days annual leave or an additional day’s pay If you are full time but the public holiday falls on a weekday that you are rostered off, you are entitled to an alternative day off, or additional day’s pay or extra days annual leave It is reasonable to be expected to work a public holiday You should get a day off in lieu, an extra days annual leave or an additional day’s pay If you are full time but the public holiday falls on a weekday that you are rostered off, you are entitled to an alternative day off, or additional day’s pay or extra days annual leave

11. Termination of my employment Probation period up to 6 months One months notice required by both employee and employer Redundancy

12. How about superannuation payments? Paid on top of minimum wage Presently 9% Increases announced June 2013 9.25% June 2014 9.5% June 2015 10.0% June 2016 10.5% June 2017 11.00% June 2018 11.5% June 2019 12.0%

13. Minimum $35.73 per night on call If called back relevant hourly rate for such duty as minimum AVA recommends 50% of the professional fee (if higher)

14. What other allowances are I am entitled to? If you are on call the practice needs to supply or pay for a communication system If you have a uniform you are entitled to a laundry allowance Travel expenses if you have to use our own vehicle

15. What are the other legal responsibilities of my employer Pay employees for all hours worked. (Offering goods/services instead of pay is prohibited) Pay correct wages & issue payslips. (Paying 'Cash in hand‘ without taking tax out is against taxation law) Provide safe working conditions and environment Reimburse employee’s expenses Remit tax and superannuation Pay employees for all hours worked. (Offering goods/services instead of pay is prohibited) Pay correct wages & issue payslips. (Paying 'Cash in hand‘ without taking tax out is against taxation law) Provide safe working conditions and environment Reimburse employee’s expenses Remit tax and superannuation

16. What are the other legal responsibilities of my employer Not to unduly influence, pressure or coerce an employee Avoid Adverse action against employees for exercising a workplace right or because they do, or don't belong to an industrial association or do, or don't engage in certain industrial activity. Terminate employees lawfully related to inherent requirements of the position concerned (not on discriminatory grounds) Not to unduly influence, pressure or coerce an employee Avoid Adverse action against employees for exercising a workplace right or because they do, or don't belong to an industrial association or do, or don't engage in certain industrial activity. Terminate employees lawfully related to inherent requirements of the position concerned (not on discriminatory grounds)

17. So do I have any legal responsibilities as an employee? Obey lawful instructions treat the employer with respect (in return for respect given by the employer) confidentiality in dealing with certain work-related information work in good faith on behalf of the employer's interests honesty in dealing with employer's money and property Obey lawful instructions treat the employer with respect (in return for respect given by the employer) confidentiality in dealing with certain work-related information work in good faith on behalf of the employer's interests honesty in dealing with employer's money and property

18. So do I have any legal responsibilities as an employee? an obligation to report OHS incidents and breaches to employer (in certain cases) a restriction on a current or former employee competing (in business) against the employer or former employer; and to provide appropriate notice when the decision to resign has been made an obligation to report OHS incidents and breaches to employer (in certain cases) a restriction on a current or former employee competing (in business) against the employer or former employer; and to provide appropriate notice when the decision to resign has been made

19. Tell me about the AVA and the award

20. Where do I find what jobs are available?

21. The wrong employment choice can be very damaging to your professional career.

22. AVA policy on employing recent graduates

23. AVA guidelines for employing recent graduates written employment contract induction of new graduates into the practice adequate training in the OHS policies and procedures of the practice working hours should be reasonable a positive attitude to the employment of a new graduate adequate nursing assistance adequate supervision opportunities for discussion of cases encourage attendance at continuing education courses and conferences regular staff meetings

24. AVA new graduate friendly practice Accreditation Program

25. Cover Letter Resume Interview

26. Generally, there are no restrictions to the content or form of an employment contract. The acceptance of a contract/offer may also be represented by the conduct of the employee E.g. the shake of a hand, verbal arrangement and/or the turning up to work on first day. The presence of deception, mistakes or duress can result in the contract becoming unenforceable Tell me about the employment contracts

27. Contracts of employment are important and generally act to formally determine the employment rights and obligations between the employer and the employee, including terms and conditions like wages, hours, type of work, employment status, start date and many others being prescribed. Tell me about the employment contracts

28. Don’t hesitate to negotiate. Now is the time to ask for what you want. Your negotiation position will be weaker once you are employed. Don’t sign “template” contracts – make sure the contract addresses your particular situation Tell me about the employment contracts

29.  Make sure you understand all aspects of a contract before signing it  Don’t enter an employment agreement based on a handshake. Get everything in writing  Don’t sign a contract if your not comfortable with the employer Tell me about the employment contracts

30.  Are there regular staff meetings? Who attends? When held?  Are there opportunities to discuss cases?  Are there adequate nursing levels – will you have an experienced nurse working with you at all times?  Are they receptive to new ideas  from new graduates?  Are all veterinarians involved in  continuing education? Questions you should ask?

31.  When will I be expected to be able to work without another experienced veterinarian at the practice to assist you if needed? (3-6 months)  Once working alone, will there be someone available on the phone for advice at all times, and if so for how long?(12 months) Questions you should ask?

32. Powerpoint document title “I think you should support your industry and that’s what I’m doing by having a membership” AVA recent graduate research and membership plan

33. Should I ask them to pay for my AVA membership? YES! At present 15% of practice pay for their recent graduates to be AVA members As a recent graduate the AVA gives you a 50% concession - $350 which only needs to be paid June 30 th The practice can claim back the GST The practice has to pay for you to attend a conference each year, the member concession that they will receive will cover the membership fee RSPCA NSW now pays for AVA, ASAVA and another SIG membership for all their employees Graduates value their membership the same whether they pay or the practice pays

34. Last words of AVA wisdom Concentrate on the joys of being a veterinarian – celebrate and tell others about the good things you do, use mistakes to learn from not to beat yourself up.

35. Questions? Contact the AVA HR Advisory Service to inquire about matters discussed in this presentation - Phone 1300 788 977 between 8:30am and 5:30pm (AEST) www.ava.com.au