Don’t Get Caught Out: Issuing Employee Information Statements

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Having settled into the new year, it is a good idea for clubs to review employment compliance measures, one of those being the provision of information statements to employees.

Clubs must provide key information statements to new employees and to existing employees in certain circumstances. This checklist will help to clarify your club’s compliance requirements under the Fair Work Act 2009 (Cth). Importantly, there are penalties for failure to issue the necessary statements.

Checklist for Information Statements

Who should receive an information statement?

All new employees; and
Existing casual employees on an ongoing basis (explained below).

What are the various statements?

An Information Statement is a document written by the Fair Work Ombudsman which provides employees with information about their conditions of employment. There are different types of statements that must be provided depending on how the employee is engaged, as below:

Fair Work Information Statement (FWIS) – provided to every new employee irrespective of their employment type;
Casual Employment Information Statement (CEIS) – provided to casual employees in addition to the FWIS; and
Fixed Term Contract Information Statement (FTCIS) – provided to fixed or maximum term employees in addition to the FWIS.

It is important to ensure that you are regularly downloading the most current statements from the Fair Work Ombudsman. The latest statements can be accessed here.

When are statements provided?

All employees (including casuals):

Your club is required to issue the relevant statements before, or as soon as practicable after, the employee starts employment. Ideally statements are issued before the employee commences work and attached to the employment contract.

Existing casual employees (during their employment):

The obligation to provide casuals with the CEIS continues during their employment with the club. In addition to being provided the statement before commencement of employment, it must also be provided as soon as practicable at the following times:

for small business employers – after 12 months of employment
for other employers – after 6 and 12 months of employment, and then after every 12 months of employment.

Keep records
It is important to maintain documentation to show each employee has been provided with the relevant statement(s).

Any questions?
If you have any questions or concerns, please contact ClubAssist on 1300 730 001 and ask for a member of the Workplace Relations Team.