Individuals and work

Introduction
The nature of work
- Work = activity to earn money, volunteer work, unpaid, labour intensive, office work,
making a contribution, working for yourself or others, productive, reaches goals,
completes tasks
- Why do people work= money, sense of identity, experience, career, social skills,
status
- Definition of work= energy directed towards a goal, either paid or unpaid affecting all
aspects and areas of wellbeing
- Paid work= employment especially the opportunity of earning money by labour
- Unpaid work= volunteer work

Reasons people work

 To meet specific needs
Reason people work
- Specific need
Safety and security: safety
and security refers to our
essential desire to feel
protected and safe from threat.
This need covers important
physical, emotional and
financial aspects of wellbeing
Satisfaction of needs
Compare paid and unpaid work
Paid work
- Provides security of a regular income to provide for
self and family
- Some work only provides security of income of the
length of the contract or for the shifts that become
available (casual)
- Some jobs increase risk of injury such as working in
a war zone or construction work. ‘danger money’ is
offered to compensate for this
Unpaid work
- Generally considered safe work e.g. teaching or
fundraising, but not always
- Environmental conservation involve outdoor work
which can be unpredictable (injuries, falls, insects)
- Caring for the disabled is physically demanding and
can cause injuries if performed incorrectly
- Working at night or volunteering for homeless help
distribution can compromise safety and security
Similarities
- Neither paid nor unpaid work always guarantees
safety and security as both have some positions that
can be unsafe and do not provide security

Reason people work Satisfaction of needs

- Specific need
Health: health is a holistic
concept and is related to a
person’s perception of
wellbeing. There are five
dimensions of health: physical,
social, emotional, mental and
spiritual
Compare paid and unpaid work
Paid work
- Jobs such as physical training, lifeguards, the armed
forces and emergency teams directly relate to
physical health. These can both improve and be
detrimental to physical health and require constant
medical checks.
- Some jobs impact mental health if the job is
stressful or does not meet economic needs leading to
an increase of anxiety or depression
Unpaid work
- Working in the home (e.g. cleaning) can improve
fitness through tasks such as vacuuming, making

Reason people work
- Specific need
Employment needs: needs
that are met via the exertion of
energy towards the goal of
earning a pay, profit,
commission or payment
Reason people work
- Specific need
Sense of identity: this need is
the need to know who you are
as a person, which is
influenced by your roles in
work, family, sport or social
life.
Reason people work
- Specific need
Education needs: this refers to Paid work
the need to engage in the action - Most workplaces are seen as intellectual
or process of acquiring new
knowledge and skills
- Many employers require their employees to engage
beds and carrying laundry, decreasing the risk of
lifestyle diseases and heart attacks
- Unpaid/volunteer work enables people to meet
mental health needs via the creation of routine and
the sense of purpose it gives the individual
Similarities
- Both enable an individual to meet physical and
mental needs ion some form or another, and both
have the potential to negatively impact upon these
areas of health
Satisfaction of needs
Compare paid and unpaid work
Paid work
- This need is satisfied through all forms of paid work
as it provides economic benefits
Unpaid work
- The need is not met as it does not provide economic
benefits
Similarities
- The participation in both paid and unpaid work is
dependent on the requirements of each individual’s
employment needs. E.g. an individual having
already obtained enough wealth to only require a
low paying job Is then able to devote more time and
energy to any volunteer or unpaid work they wish to
partake in such as exercise or volunteering in an
animal shelter
Satisfaction of needs
Compare paid and unpaid work
Paid work
- The nature of the work you can express your culture,
level of education, lifestyle, etc. can enable you to
create a picture of yourself
- An individual’s sense of identity influences work
ethic
Unpaid work
- The opportunity for self-discovery or life changing
experience through volunteer work is ever present
Similarities
- Both paid and unpaid positions allow for an
individual to both create and reimagine the sense of
identity as well as express this to others
Satisfaction of needs
Compare paid and unpaid work
environments as each day some task can be
presented that enables an individual to expand upon
their knowledge and skills
in continual professional learning or offer on-site

Reason people work
- Specific need
Adequate standard of living
needs: sometimes referred to
as the primary needs, food,
clothing and shelter that are
required by all people
 Economic
and off-site training and education such as TAFE
Unpaid work
- Work placement through vocational education and
training courses allows individuals to gain first-hand
experience in the field they are studying
- Networking and meeting people in the desired field
of work can increase the opportunity for paid
employment
- Donating time and energy to charities can educate
volunteers on a particular matter, which they can
educate others about
- Through volunteer work, new skills such as
customer service and handling money can be
learned
Similarities
- Both provide ample opportunity for an individual to
be further educated in a particular field of work and
learn new universal skills
Satisfaction of needs
Compare paid and unpaid work
Paid work
- Working in paid employment provides financial
resources That allow an individual to access an
adequate standard of living
- The amount of money earned but an individual
dictates the comfort of an individual’s lifestyle
- The underemployed find it difficult to meet this
need as they require more hours of work to provide
even their basic needs
Unpaid work
- unpaid or volunteer work provides no monetary
compensation and so does not allow for the
meeting of this need. this work would need to be
performed in combination with paid employment
in order to meet this need.
- Volunteer work can however provide an
individual with the opportunity to obtain further
hours of paid work via the demonstration of
dedication and work ethic to the employer
Similarities
- Both provide a means to work towards the
fulfilment of this need, but by no means guarantee it
will be met
 Reason people work- economic
Economic
- This is one of the major reasons why people work. economic gain or monetary
rewards are given for labour, either through direct or indirect payments. Direct
payments for work are usually in the form of a wage, salary or fee for service, which
often includes compulsory superannuation. Indirect payments are non-monetary
payments in return for service, such as a company car, bonuses, stock options, shares,
corporate boxes or mobile phones.
- Both indirect and direct enable workers to create a lifestyle and satisfy needs and
wants. The amount of financial comfort will depend on the work pattern and
occupation, as different work patterns and occupations attract different wages.

 Value and status

Reason people work- value3 and status impact in how a person perceives work

Value
Work is valued for:
- The individual satisfaction of economic
needs to fulfiil the need to have an
adequate standard of living including
the fulfilment of physical needs such as
food and clothing
- Work also gives a sense of purpose and
satisfaction
- For work where taxes support the
community perceive the work valuable.
Taxes support the community and those
within it.
- An individual may perceive work to be
valuable if they gain employment or
sense of purpose from it
- The value placed on an occupation by
both the individual and society alters
the perception of that job and therefore
how valuable the job is
Status
Status is a societal-based rank of an
individual’s importance derived from their
job
Status can be perceived by:
- Employed/unemployed
- Integrity of the job such as fireman/school
teacher gives the individual status compared
to those that are seen to lack integrity such
as paparazzi.
- Level of employment (CEO, Manager,
assistant)
- The magnitude of the result of a decision
(e.g. doctor, prime minister)
- How many years of study required for the
job (e.g. doctor 7 years) vs retail (on the
job))
- How much the individual earns (level of
remuneration)

The labour force

 Labour force concepts and items
Concept Definition
Labour force All people who are working or able to work

employed All people aged 15 or over who during the

working week
- Worked one hour or more per week for
either direct or indirect payment in a
job, business or on a farm
- Worked one hour or more per week
without pay either in a family business
or in a farm
- Where employees who didn’t work due
to being away or on strike or on workers
compensation

unemployed All people aged 15 and over who weren’t

employed but were actively looking for work
and were availablele for work
Employed part time These working fewer than 35 hours per
working week
Employed full time Those working 35 hours or more per working
week
Participation rate The labour force expressed as a percentage of
the entire population

 Labour force participation across life span

- Workforce made up of primarily
 (2001) 30-44 years
 (2006) 35-49 years
 (2011) 25-29, 35-39 and 50-54 years
- The labour force has grown at approximately an extra 1,000000 each year
- The number of 15-19-year olds in the labour force outweighs those not in the labour
force in all three years
- Adolescence (12-18 years) focusing on school/studies= decreased work
- More young adults (18-25 years) work now
- As people age, their work-related needs are going to evolve. Thus, participation
within the labour force will change
- Aged continue to work part time
- Across the lifespan, life events may occur that impact on labour force participation
and determines their pattern of work
- Events include
 Going to school
 Having a family
 Buying a car
 Renting a house
 Choosing to retire

Patterns of work
 Pattern of work
Full-time work
- Worker who
consistently
works more than 35
hours
- Entitles employees to
a minimum of four
weeks annual leave,
sick leave, long-
service and
parental leave
Part time work
- Permanent
employment
- Work less than 35
hours per week
Receive all entitlements
as a full-time employee
but pro-rata basis
Job share
Involves one full time
position being shared
between two people
Pattern of work
Casual work - Receive extra pay
Advantage Disadvantage Suitability to
individuals across the
life span
- Stable - Long hours. - Young people who
- Increased hours = - Work may need to have finished UNI or
increased wages be taken home TAFE and ready to
- Benefits (leave - Annual leave may start a career will
entitlements) not be flexible benefit by developing
- Promotion opportunitie - Increased skills in
s responsibility increa the workplace
- On the job training ses stress - Homeowners with a
- Hours can be - Less time is spent mortgage to pay off
structured/regular with family. their mortgage
- Increased stress. - Parents with a
family to provide
for essential items
(petrol, health
care, schooling,
sports)
- Shorter hours allowing - Wages depend on - Phased retirees:
combination of work number of hours allows them to
and family worked gradually ease out of
- Wide range of - Less promotional the workforce
occupations opportunities - Parents: allows them
- Continuing - May have to take to have set work and
employment week to work home childcare hours as
week - Lower status than childcare is not
- Enabling to maintain full time flexible
skills - Young students
(school, uni, tafe)
enabling them to
socialise in adult
environments
- People returning to
work from maternity
or paternity leave of
after injury or illness
- Family - Income is lower. - Parents with a
friendly (provides - Working with partner working.
balance between work someone else may be - Those returning to
and family) difficult. work of
- Opportunity to - Conflict between the phased retirees. Days
continue working after two workers over off provide time for
pregnancy, illness hours and rest, bonding with
or disability. day worked children,
- Lower - Less promotional rehabilitation
absenteeism due opportunities due to - University/tafe stude
to adequate time off potential for loss nts. They can
- Educational and social of continuity in gain valuable work
needs met position practices
Advantage Disadvantage Suitability to individuals
across the life span
- Can be called in - Young students (enables
Engaged to work on loading
an hourly or daily - Gain skills, training and
basis paid an extra exposure to workplace
loading on top of - Shorter hours of
normal rate to employment
compensate for the - More casual work
lack of benefits. available
- Can access unpaid
parental leave, if
employed for a period of
12 months
Temporary/contract -Paid for every hour worked
work (more than permanent
-A contract agreement workers)
to perform a task -Usually flexible (can chose
for a certain rate of which contract to work
pay. for)
-Temporary workers -Working with many new
only employed for people can keep work
a certain period of interesting.
time e.g. duration - It is temporary so
of a project. individuals can change
work direction
Self-employed -Control over how much
-Individual who owns time is spent working.
and operates their -Control over decisions.
own business. -Work hours can be made to
Produce money accommodate family
directly from their needs or other
service or product. commitments.
-Control over when holidays
are taken.
-Tax advantages.
-Can work from home
Pattern of work Advantage
without notice them to socialise, learn
- Lacks job security skills and earn money)
- No access to sick - Carers (may be able to
leave, carers leave, pick up extra shifts in
annual leave and times of economic strain)
long-service leave - Parents (allows them to
- No right of return cater to multiple role
after maternity expectations)
leave - Retirees (allows them to
- Difficult to get gradually ease into
home loans retirement)
-No benefits. -Young people who have
-Lack of job security finished uni and tafe who
and stability if don’t have commitments
productivity is low choose higher paying
- Travel to work rates to pay for lifestyle
may result in high - Parents with a partner/
petrol costs babysitter at home can
take advantage of the
higher paying rates
-Any time off results in -Parents with partners will
loss of earnings. benefit from any profit
-Responsible for all made
banking and -Single men and women.
financial matters. Time can be put into
-Uncertain income due productivity of the
to uncontrollable business, any profit can
markets or weather be used for a lifestyle
(traders can’t work -Parents. There are many
in the rain) internet savvy mums who
-Extra retraining needs are creating a living
to be done outside through the internet
of work
Disadvantage Suitability to individuals
across the life span
Shift work - Shorter hours allowing - Wages depend on - Phased retirees: allows
Must work for a combination of work number of hours them to gradually ease out
period of time around and family worked of the workforce
a 24 hour clock. - Wide range of - Less promotional - Parents: allows them to
Examples: occupations opportunities have set work and
- Continuing - May have to take work childcare hours as
employment week to home childcare is not flexible
week - Lower status than full - Young students (school,
- Enabling to maintain time uni, tafe) enabling them to
skills socialise in adult
environments
- People returning to work
from maternity or paternity
leave of after injury or
illness
Voluntary work - Benefits the - No financial reward for - Retirees will have time to
Performing a task or community and effort give back to the
choosing to give your those less fortunate. - Lack of recognition. community, while meeting
time to not-for- - Experiences of a - Not covered by award new people
profit Organisations or lifetime, such as the conditions - School students can
project. Olympic games gain valuable skills
- Agreed working hours - Non-working parents may
in a safe environment. have time while children
- On the job training are at school
which develops skills
Seasonal work - Different parts of - Income is dependent on - University/TAFE
Work that is available Australia provide a good or bad season students during their
at certain times of the a variety of seasonal (drought in fruit) holidays
year, each year. work all year-round - Work can be intensive, - Single people looking
It may be due to e.g. summer lifeguards repetitive and hard. for adventure and to meet
weather (fruit picking) & winter skiing - Minimal or no new people
or celebrations instructors. protection from the - Retirees and school
(Santa Claus) - Earns extra money for weather (costs involved students usually available
short periods of time. in protective clothing during high demands (end
or sunscreen) of financial year)
- Little opportunity for
career development.

Pattern of work Advantage Disadvantage Suitability to individuals

across the life span
 Working remotely - Individuals and families
(there are two don’t need to
ways) permanently relocate.
1. Working away - Travel costs are paid for
from the home for - Time off is longer than a
a period of time two day weekend
This includes small allowing family and
business trips, fly-in- social time
fly out situations - Usually paid well to
compensate for living
arrangements.
2. Working - Must be technologically
remotely away savvy.
from the office - Save on daily transport
and office rental space
- Avoid traffic jams, city
tolls and parking costs
- Save on work clothes
- Time spent travelling to - Young males: for those
and from work can be without family commitm
draining to increase financial
- Time away from family resources and have long
can place stress on period off to travel
relationships - Families with supportiv
- Living arrangements are situations. They will ben
basic from long periods of tim
- Not available in all - Parents: more time can b
occupations. spent with children due
- Social contact with less time travelling.
others is minimal. - Young people:
- May reduce access to telecommunicating can
staff training, well as a second job to e
development and extra money
promotion - New mothers: working f
- Computer issues may home allows new mothe
halt productivity re-enter the workforce, e
money and still breastfe

Changing work patterns

Social factors leading to changing work patterns

By 2020, there will be many changes in the labour force and work patterns:
- The average worker will be older (ageing population)
- Larger percentage of workers will be female
- Jobs will not reflect traditional 9-5pm working hours
- Technology will influence many workplaces
 social factors leading to changing work patterns:
- E- education/training
- G- government policy
- G-gender
- F- family circumstances, structural change
- E- economic
- E- employment/unemployment
- T-technology

Social factor Relationship between patterns

of work and social factor
 Education/retraining - Young people continuing to
- Education was viewed differently in the past as the study full-time means they
workforce was not as competitive. Many students need access to causal and part-
completed compulsory years of schooling and continued time jobs that are flexible and
on to apprenticeships, traineeships or gained low skilled has a balance of school/ study
employment life and work life
- Since then, more people are finishing their year 12 HSC - Now women are better
course and more people accessing universities educated therefore they are
- The Australian government has impacted on level of able to seek full-time and
education. Laws now state student cannot leave school permanent jobs as opposed to
until the age of 17 unless they are full-time employment or part-time and causal in the past
 full-time study up to 25 hours per week - The high cost of retraining
- The job market are hiring people with higher education as have caused workplaces to
employees, and consequently pushing those with no degree offer flexible working patterns
down the queue to retrain trained staff e.g. job
- More colleges, institutions and online degrees have share and part-time work
influenced level of study. People who leave year 12 have
options out of school to study E.g. TAFE, online degrees
and schools across NSW are offering practical training in
VET courses e.g. hospitality
 Technology - More people will be contracted
– Computers to complete smaller jobs e.g.
- Computers have reduced the number of laborious jobs, web designing. These can be
created new jobs, allowed people to create businesses done remotely
from home and enables people to communicate with - Shift workers will be required
others thousands of kilometres away. at irregular hours to maintain
- Computers have shrunk geographical and cultural computer-operated machines.
distances through satellite conferences, email, skype and - Remote working arrangements
trade in a global market 24/7 will increase due to better
- Computer programs have created new industries such as telecommunications and
web designing, internet advertising, animation and online computers, therefore more jobs
gaming in remote areas
- Contractors and volunteers
– Automation/robotics working on their PhDs through
- Advancements in automation and robotics has displaced university research centres will
both skilled and unskilled workers. work on an area of research for
- In the food industry many foods can be made in totally a specific period of time. If
automated factories with the assistance of unskilled successful they will obtain full-
‘quality control’ workers time or contract employment
- Machines produce goods and services more cheaply and
efficiently than humans.
- Robotics has brought improvements in the medical
industry and therefore minimised human error and thus
risk of injury or death

– Research and Development

- Industries such as the textiles and medical industries
will always require people to take on projects to
improve the lives of others.
- For example:
 Wrinkle free fabric,
 cheaper fuel costs (aeronautical engineering has
reduced time involved in travel)
 New diseases and strains of diseases will
continue to evolve. The science and medical
industries will therefore continue to search for
cures.
 Employment/unemployment - Changes to the 9-5 format enable
- Employment has changed from the regular 9 a.m. to 5 p.m. people to better manage their
working day to more irregular working hours. For time, which has reduced
example, some employees work at night or on the pressures on parenting and
weekend. Such irregular hours can encroach on family improved their bargaining power
time. with their employees
- The casualisation of the workforce involves the shift from - The casualisation of the
predominantly full-time and permanent positions to higher workforce, this has reduced the
 levels of casual and contract positions number of full-time and
- It is important to focus on the percentage of casual, permanent jobs available.
contract and part-time employees who are underemployed, -
rather than unemployed. The underemployed are those
workers who need more working hours to fulfil their
family’s basic needs.
- Our economy moves up and down, when we are in
recession, consumer confidence is low, businesses and
individuals are les likely to take risks so there is high
unemployment. They will rely on contract and temporary
work to avoid leave entitlements.
 Perception of gender - Women desire flexibility to fit
- Traditionally, men and women entered the paid work around the demands of
workforce at the age of 15. parenting and caring. After
- Men usually continued in the workforce until death, childbirth women prefer part-
disability, retirement (interruptions may be due to time and casual to balance
unemployment, job changes, military service) work and family life.
- Women continued to work until marriage or perhaps - Increased acceptance of men as
child birth at which they gave up their career to care full carers of their children has
time. enabled them to work part-time
- Males = breadwinners + work 9am-5pm / females = no while their partners work full-
work, house chores (domestic life). time. E.g. if women get paid
- Over the past few decaded factors have removed societal more, husband stays home and
expectations that the father is sole provider and mother cares for the children.
completes domestic labour. Feminism has encouraged
women to continue their education, women no longer
have to rely on their partner, as they have become
financially independent.
- Anti-discrimination policies have increased women’s
participation in the workforce.
 Family circumstances, including structural change - Women may take maternity
- As a family moves through stages of the lifespan, their leave from their full-time job
circumstances/situations will change. following the birth of the child.
- Changes could include: They may return to work part-
 Losing or gaining a family member e.g. death/birth. time or casual e.g. teacher
 Forcing family members to work to gain income and returning part time
have a stable SES to provide for family. - Some may decide to go full-
 The caring situation e.g. when children go to school, time when child goes to
parent is able school.
- Today, the fertility rate stands at almost two babies per - In the event of losing a job or
women. A slight increase was triggered in 2002 when the partner, many have to increase
baby bonus was introduced, but in general family sizes are their working hours.
smaller then they use to be. - The irregular hours of shift
- Women are having shorter absences from work, while most work or lack of job security in
work pattemoves through strns have a ‘right of return’ contract work may no longer be
following maternity leave, women are seeking suitable suitable for a parent after the
working patterns. birth of a child.
- High rate of divorce has left sole parents responsible for the
paid and domestic work responsibilities. Some sole parents
may have no other choice but to take on more than one job
to provide financially.
- As parents age, they may choose to reduce their working
hours or retire
- The high costs (average $81.50 per day) and difficulties
 associated with finding childcare have meant many mothers
are not entering full-time work.
 Government policy - Minority groups who were
- Women have benefited much more than men from legislative previously unable to gain
changes in recent decades. This has resulted in the double employment such as those with
number of women in the paid workforce. a disability may be able to
Examples of government policies that affect patterns of work access flexible work patterns
include; (part time, casual, job share)
⁻The Anti discrimination Act 1977 (NSW) allows people to be - Maternity and partenity leave
treated equally regardless of gender, sexuality, disability, age may involve the new parent
or carer’s responsibility moving from full time to
- The Industrial relations Act 1996 (NSW) introduced unpaid parenting. Some
enterprise agreements industries has allowed parents
- The workplace Gender Equality Act 2012 (Cth) aims to to work part time until their
improve gender equality, including equal pay and eliminate child attends school.
discrimination on the basis of gender - Enterprise bargaining
- The introduction of parental leave includes maternity and agreements may allow some
paternity leave (this scheme enables mother’s to receive 18 workers to negotiate more
weeks paid leave from the government) Parental leave flexible working patterns away
guarantees position back to work from full time.
 Economics - To remain competitive, some
- The economic status of a country can influence levels of businesses have had to respond
employment and the relationship between employees and to globalization and employ
their work patterns. shift workers to communicate
- The time difference between the northern and southern around the clock with overseas
hemispheres has meant that companies need to trade 24 clients and competitors
hours a day if they want to remain competitive. Efficient - During a decline in economic
technological advancements such as electronic banking, cycle Full-time workers are
has enhanced the communication power between the two replaced by cheaper, casual and
hemispheres part-time labour.
- During recessions there is a
high in unemployment and
little bargaining power. The
number of shift workers is
reduced as factories cannot
maintain 24 hour services
- During recovery the number of
hours is increased, part time
workers may be increased to
full time and contracts may be
signed to longer periods
- During economic boom
employees are able to bargain
for flexible working patterns to
help manage multiple
businesses, increasing the
number of self-employed in the
market.
Structures that support individuals in the workplace
Rights and responsibilities
 Employees
Rights and responsibilities
Rights (entitlements)
-a clear rate of pay and to be paid the correct
amount (must be at least the minimum
wage set out by the award or contract.
-Freedom to belong or join a union
-Be protected from unfair dismissal
-Work in an environment that is free from
discrimination and harassment
-Feel safe in the working environment and
have access to safety equipment when
needed
-Leave entitlements as stated by the award,
agreement or contract (sick leave, annual
leave, parental leave etc.)
-Receive on the job training and in-services
to complete their job properly and safely
Responsibilities (moral obligation)
- Work together with the employer and
employees to ensure a safe working
environment
- Give sufficient notice when intending to
leave
- Maintain a reasonable work ethic by
arriving on time, dressing appropriately in
compliance with OH&S
- Disclose information that may put
themselves or others at risk. For example
must disclose if an employer has
HIV/AIDS
Importance in the workplace
- Allows the employees to feel safe and be
capable of fully completing their job in a
comfortable area Physical + Emotional
- To ensure that if sick that the individual
does not get other employees ill as it may
slow down the productivity + so they get
adequate rest Physical + Economic
- As they are capable of updating their
credentials, it will enable them to fulfill
their role as teacher to students for them
to fully understand the studies Emotional
+ Social
- As it will ensure that while all staff are
trying to maintain a safe working
environment, that this will significantly
increase the rate of productivity for the
workplace
- As it will allow the employer to organize
the time and data of your leave (if needed)
and quickly discover your replacement
- As it will allow all staff to follow OHS
standards and regulations when it comes
to such things as dressing appropriately as
it may cause distractions or issues
- As it may be a health issue to all staff and
the employer and increase the amount of
employees on sick leave or absent from
work
-Comply with lawful and reasonable
instructions given by the employer
- Have good faith and maintain
confidentiality (confidential information
or trade secrets).
 Employers
Rights and responsibilities
Rights (entitlements)
-Discuss and negotiate terms and conditions
with any employee about work contracts/
agreements.
-Expect their employees to follow safety
instructions, complete all set tasks and
maintain work integrity.
- End employment by providing redundancy
when the amount of work or hours have
changed
-Dismiss employees on the spot when they
fail to obey lawful instructions, don’t
perform duties over a period of time or in
the case of misconduct/ inappropriate
behaviour.
Responsibilities (moral obligation)
- Pay their employees on a regular basis and
provide pay slips which records their
hours, days worked, the amount of tax and
superannuation
- Provide a duty of care, which ensures the
safety of employees, this includes safety
equipment, training employees, alerting
any unexpected risks
- Create an environment free from
discrimination/vilification
- Set out clear terms and conditions of
employment e.g. minimum wages or
working hours, opportunities for overtime
- Maintain records for 6 years e.g.
Importance in the workplace
- As they may be able to bargain for a
cheaper price on the average pay rate for
the enterprise so the employers can put
that extra fund into the workplace
Emotional + Economic
- To ensure that productivity continues to
run smoothly without an issues as all staff
are following the safety instructions while
maintaining work integrity Physical +
Economic
- As this may be have be caused due to
economic recession, the employers have
to ultimately think about the business and
while ensuring that employees still have
their right of redundancy or a decrease in
hours Economic
-Significantly impact on the workplace’s
reputation if an even occurred with an
employee due to them failing to follow
lawful instructions to keep them
safe Physical + Emotional
- With the pay-slip, as it will allow
employees to ensure that they are getting
paid the correct amount for the correct
hours that they have worked on the basis
- Ensure that with safety with employees
that no injuries, illnesses or issues will
arise in the business or damage the work’s
reputation/integrity
- Will decrease the chance of being sued
due to any form of discrimination
- To allow that all employees know and
comply with the regulations set for the
day-to-day working day
 employee details, wages paid, hours
worked leave accruals

Workplace structures
- Workplace structures have been implemented in workplaces to meet the rights of
employers and employees.

 Legislation
o Health and safety
- A large number of work related to illnesses and injury still occur.
- Aus. Gov. is responsible for reducing the number of injuries, illnesses and
fatalities in Australia. This was done by updating previous laws to for
Work Health and Safety Act 2011.
- Work Health and Safety Act 2011 (WHS Act) seeks to act as a safety net to
prevent injury and illness but also to reduce the costs associated with work
related injury such as legal, rehabilitation and medical costs.
- The major aim of the WHS Act is to protect the health and safety of
workers. The primary duty of care is imposed on a person conducting a
business or undertaking (PCBU) e.g. manager. It is their duty to ensure that
risk is minimised for themselves, workers and others, including customers
or visitors.
- The PCBU must ensure:
 Work environment without risks to health and safety.
 Safe system of work.
 Safe work structure.
- Workers also maintain responsibilities in the workplace – they must take
responsibility for their own health and safety and ensure they do not impact
on the health and safety of others.

Analyse how rights and responsibilities are supported by workplace structures and
affect:
- Wellbeing of employer and employee in workplace
- Efficient work practice
 DESCRIPTION
seeks to not only act as a safety
net to prevent injury and illness,
but also reduce the costs
associated with work-related
injury (legal, rehab, medical
costs etc.)
EMPLOYEE WELLBEING
Impact positively on physical
wellbeing
Impact positively on social
wellbeing = working as a team to
ensure safety
employees will be aware of the
health and safety procedures that
need to be lawfully obey as there
is a high respect for health and
safety
RIGHTS RESPONSIBILITY
- Ensure the provision and It is their duty to ensure that risk is
maintenance of minimised for themselves, workers
a work environment without and others including
risks to health/safety customers/visitors to the workplace
- Safe system and place of work
EMPLOYER WELLBEING WORK PRACTICES
Impact positively on economic - Low absenteeism
wellbeing - High respect for health/safety
low absenteeism (due to the
high respect for health/safety)
will emphasise the high
productivity resulting in high
profits for the employer (and
the company)

o Equal employment opportunity

- Equal Employment Opportunity (EEO) is the establishment of conditions
that allow all workers regardless of their age, gender, disability, ethnicity
and sexuality, the opportunity to find, gain and advance in employment.
- Everyone is given the same opportunity to use their skills, talents and
abilities.
- EEO aims to eliminate the possibility of discrimination. The discrimination
of workers may take place during staff recruitment, in promotional and
retraining opportunities, and when transferring and terminating contracts.
Analyse how rights and responsibilities are supported by workplace structures and
affect:
- Wellbeing of employer and employee in workplace
- Efficient work practice

DESCRIPTION RIGHTS RESPONSIBILITY

The establishment of conditions
that allows all workers the
opportunity to find,gain and
advance in employment
(regardless of gender age,
disability etc.
EMPLOYEE WELLBEING
By having equal employment
opportunities an individual’s
emotional well being is positively
impacted as they have the
knowledge that they are receiving
fair treatment in their workplace.
An employee has the right to It is the employer's responsibility to
join/be apart of a union. They create an environment free of
are also protected from unfair discrimination.
dismissal by their industrial
tribunal, if they feel they have
been wrongly dismissed.
EMPLOYER WELLBEING WORK PRACTICES
By providing employees with - Equal pay
equal employment opportunities, - Appropriate staff recruitment
an employer will positively - Equal promotion opportunities
enhance their cultural wellbeing, - Regular retraining opportunities.
as they are providing employees
with various cultural
backgrounds.

 Work conditions
o Awards
- An award is a set of minimum employment standards that is specific for
each industry or occupation.
 -
It dictates the working arrangements of employees and includes rates of
pay, types of employment, overtime and penalty rates.
- The National Employment Standards (NES) introduced in January 2010 set
out 10 minimum conditions of employment for every employee in
Australia. The standards cover: Public holidays, Weekly hours, Request for
flexible working arrangements, Annual leave, Unpaid parental leave, Long
service leave and notice of termination.
- It is important to note that modern award may apply on top of the NES.
Employment contracts and enterprise bargaining agreements may give
employees extra entitlements but can not go below what is specified in the
NES.
- Awards have evolved over time and can change according to changes in
government.
Analyse how rights and responsibilities are supported by workplace structures and
affect:
- Wellbeing of employer and employee in workplace
- Efficient work practice

DESCRIPTION RIGHTS RESPONSIBILITY

Awards set the minimum
employment standards
specifically for each industry or
occupation
EMPLOYEE WELLBEING
- The employee’s physical
wellbeing is catered for as the
award ensures they are given
adequate breaks per number of
hours worked and limits these
hours to a healthy number
- The employee’s economic
wellbeing is looked after as the
award dictates their minimum
rates of pay for their occupation
and days worked
- Social and Emotional wellbeing
are both seen to with the
requirement of leave addressed in
the industry award, allowing
employees to rest and recharge
The rights of the employees are
supported in regards to the pay
they are entitled to, rest breaks,
leave, hours of work and so on to
ensure their wellbeing is looked
after by the employer
EMPLOYER WELLBEING
- The employer’s economic
wellbeing is looked after as they
know their minimum pay
requirements and can organise
their finances based on this
figure if unable to afford
anything higher
- The employer’s emotional
wellbeing is catered for as they
know they are doing right by
their employees as they have a
guideline for their
responsibilities
Awards dictate many of the
employer’s responsibilities to their
employees and the minimum
standards of treatment they must
observe
WORK PRACTICES
- Minimum pay met
- Adequate break time given
- Employees are not overworked
- Employees are able to negotiate
for proper pay if they do not already
have it with support from the award
- Employers can support they are
following their minimum
requirements from the award

o Grievance procedures
- A grievance procedure is a formal communication of dissatisfaction about a
work situation or incident. It can be made by an employee, or in some
cases, a group of employees. It mat be set out in the award and therefore
used by entire industries, or developed by individual employees.
- When a dispute cannot be resolved, it may be referred to a third party, such
as the Australian Industrial Relations Commission or the Anti
Discrimination board.
 - A commissioner will be employed to hear both sides of the complaint. To
resolve the conflict both sides will negotiate or develop strategies for
resolution.
- Process/ steps:
® Grievance discussed by employee and supervisor.
® Mediation
® Conciliation
® Arbitration

Analyse how rights and responsibilities are supported by workplace structures and
affect:
- Wellbeing of employer and employee in workplace
- Efficient work practice

DESCRIPTION RIGHTS RESPONSIBILITY

Formal process that employees The rights are supported in Employers’ responsibility is to
may follow to resolve a grievance regards to feel safe in the provide a duty of care which ensures
(formal communication of environment and disclosing the the safety of employees and create
dissatisfaction about work dissatisfaction to the employer or an environment from discrimination
incident) a third party if dispute cannot be as this may be a rising issue
resolved resulting in the dispute
EMPLOYEE WELLBEING EMPLOYER WELLBEING WORK PRACTICES
Impact on social wellbeing as they impact on social wellbeing as - Open and productive
are capable of trying to resolve a while employees are expressing communication
grievance as it may temporarily their conflict issue, it is allowing - High productivity
affect their level of productivity employers to become closer with - High morale
until this dispute is resolved employees and embrace their .
communication, breaking the
employer-employee relationship
  Trade unions
- Definition: An organisation that has been created by workers for the purpose of
protecting and advancing their interests and wellbeing
- The rise of unionism In 1860 that NSW first Trade Unions commenced, forming
and recruiting members
- Over the years, trade unions have played a large role in creation of fairer working
conditions
- They will fight on behalf of employees to:
® Maximise the wages and salaries of members.
® Preserve and protect awards.
® Provide job security (challenge redundancies, negotiate consent packages)
® Ensure equality between men and women.
® Create a safe and healthy workplace.
® Ensure Equal Employment Opportunity is enforced

Analyse how rights and responsibilities are supported by workplace structures and
affect:
- Wellbeing of employer and employee in workplace
- Efficient work practice

DESCRIPTION RIGHTS RESPONSIBILITY

Organisations that have been
created by workers for the purpose
of protecting and advancing their
interests and wellbeing
EMPLOYEE WELLBEING
Trade unions assist to improve
social, financial and emotional
wellbeing as they allow for
individuals to be treated as equals
within the workplace and ensure
that all of their rights are given to
them to ensure their pay is fair for
the work they are undertaking,
which would improve their social
life outside of work too
Trade unions fight and support
employees rights i.e. workplace
safety, job security, equal
employment opportunities,
preserve and protect awards etc.
EMPLOYER WELLBEING
The employer has a stable
emotional wellbeing with the
peace of mind knowing that they
are awarding their employees
what they deserve and there is no
need for retaliation against unfair
pay or conditions in their
workplace
It is the trade unions responsibility
that they enforce fair working
conditions for the employees of
each trade, such as:
- ample break times
- Equal pay
- Fair working hours
- Employee health and safety
- Equality
WORK PRACTICES
- Fair pay
- Grievance procedures to battle
inequality
- Employees and Employer health
ensured

 Flexible work patterns and practice e.g. job share, flexible work arrangements
- Businesses need to use flexible work patterns and practices to maintain and attract
new skilled staff.
- Flexible work practices include:
- flexible start and finishing times, flexible rostering, leave arrangements that are
flexible and negotiable, part-time work, job sharing, career breaks
Benefits
- Employing someone part-time or two people to job share will increase productivity
and therefore results in high motivation to achieve goals.
- However, if communication is not clear between colleagues productivity may
decline through jobs being completed twice or not at all. Incomplete tasks and
frustrations would impact negatively on wellbeing of employer and employees
 - Having the option to job share a part-time work gives new parents or those
recovering from illness or injuries (physical wellbeing) and those caring for
someone else the choice to work whilst also meeting the needs of others
(emotional wellbeing)
- Being able to work allows for economic wellbeing through wages and
accumulation of superannuation, social contact (social wellbeing) and maintenance
of skills.
- Working from home can save time & money. Time is saved by not having to travel
to work and money is saved on public transport, fuel and work clothes. Childcare
costs may also be saved (economic wellbeing)

Analyse how rights and responsibilities are supported by workplace structures and
affect:
- Wellbeing of employer and employee in workplace
- Efficient work practice
DESCRIPTION RIGHTS RESPONSIBILITY
Flexible working practices It is an employee’s right to seek It is the employer’s responsibility to
include: out their employer to negotiate negotiate with employees on flexible
- Flexible start and finish times these work patterns to suit their work arrangements and comply with
- Flexible rostering lifestyle and changing reasonable requests that meet
- Flexible leave arrangements circumstances such as engaging company policy
- Rostered days off or finishing study, starting a
- Job share, working remotely and family or taking a trip.
part time options
EMPLOYEE WELLBEING EMPLOYER WELLBEING WORK PRACTICES
- Economic wellbeing is The employer’s social, emotional - Award standard leave is observed
maintained but has declined as the and economic wellbeing is - Well trained and long service
employee is still in a job despite maintained as, by granting employees are kept on as workers
working less hours or taking a flexible arrangements to their even when they require time off or
break from normal hours of work employees they not only less hours
- An employee’s social wellbeing appreciate their employer but are - Employers have a wider range of
is observed as they are able to more willing and efficient in employees in various work patterns
negotiate flexible leave their work practices when they to perform tasks suited to specific
arrangements around events in return to work or when they are patterns of work e.g. filing is best
their life at work in a part time or job suited to a secretary on a casual
share position position

 Workplace culture e.g. childcare, prayer room, kitchen

o Childcare
- A workplace that provides access to childcare is a family-friendly culture.
Benefits
- An individual may spend lunchtime with their child. This is also convenient
for breast-feeding mothers.
- Having referral services or reserved places takes the ‘guess work’ out of
finding a safe and suitable childcare center
- By creating a family-friendly culture, employers will benefit by having
skilled women return to work after having children. This will reduce
retraining cost and increase productivity.

Analyse how rights and responsibilities are supported by workplace structures and
affect:
- Wellbeing of employer and employee in workplace
- Efficient work practice
DESCRIPTION
Workplace that provides access to
child care is said to have a family-
friendly culture
EMPLOYEE WELLBEING
Impacts emotional wellbeing, as
having referral services or
reserved places takes the ‘guess
work’ out of finding a safe and
suitable childcare centre as it is
now one of the biggest inhibitors
of women returning to the
workforce
RIGHTS
Employees are entitled to have
childcare available for all
occupations for all children with
no discrimination impacted
EMPLOYER WELLBEING
Impact on economic wellbeing,
as having skilled women return
to work after having children will
significantly reduce retraining
costs and increase productivity as
their previous training will allow
them to fit straight back into the
working environment
RESPONSIBILITY
Employees are entitled to have
childcare available for all
occupations for all children with no
discrimination impacted
WORK PRACTICES
Creates a high level of productivity
as it ensures that all employees feel
their children are safe at the
childcare while also increasing their
opportunities for promotions as they
are already acquainted with training
previously before childbirth

o Prayer room
- To create an environment free from discrimination and vilification,
employers should ensure that their work places are welcoming to people
of all faiths/ religions.
- Although it is not required by law, employers can create a space that
fosters greater inclusivity at work
- Having a multi-faith prayer room acknowledges that some religions are
required to observe ceremonial activities during working hours e.g.
Muslim employees are required to observe an important prayer at midday
on Fridays.

Analyse how rights and responsibilities are supported by workplace structures and
affect:
- Wellbeing of employer and employee in workplace
- Efficient work practice

DESCRIPTION RIGHTS RESPONSIBILITY

Prayer rooms are rooms set aside
for multifaith prayer during work
hours which acknowledge some
peoples’ religious needs that
require them to seek prayer during
work hours and request a sacred
or at least devoted space for doing
so
EMPLOYEE WELLBEING
This improves the individual's
spiritual wellbeing as their
religious needs are being observed
by the use of this room for daily
prayer during work hours and
their social wellbeing may
improve as this area may enable
individuals to discover a co-
worker’s religious affiliations and
base a friendship on this
commonality
This acknowledges the rights of
all employees to be a part of any
religion they choose and have the
right to respectfully express and
fulfill this aspect of their life in
the workplace
EMPLOYER WELLBEING
The employer may also be
spiritually enhanced through
personal use of the room or from
the experience of their employees
using the service, allowing them
to discover other faiths and
perhaps explore them as well
It is not required by law that a prayer
room be set up in workplaces,
however, an employer may feel the
responsibility, particularly if he has
many individuals of various faiths
that require daily prayer in their
employ, to provide this service
WORK PRACTICES
- Acknowledging religious needs
- Promoting equality in all areas of
life

o Kitchen
 - Kitchen creates a space where relationships between employers can be
developed. It is a space where informal discussions can take place, in
which people can trade gossip, discuss sporting teams or make after work
plans
- By encouraging these relationships employers can hope to reduce conflict
and increase communication.

Analyse how rights and responsibilities are supported by workplace structures and
affect:
- Wellbeing of employer and employee in workplace
- Efficient work practice

DESCRIPTION RIGHTS RESPONSIBILITY

A place in the workplace that
provides an area to not only store
food items but also socialise with
each other and build relationships
by trading information and setting
weekend plans
EMPLOYEE WELLBEING
Social and emotional wellbeing
are both improved as there is a
designated area at work for
employees to socialise with one
another and make plans for
outside of work hours to make
new friendships and form bonds
Employees have the right to
expect this area to be available to
them in a workplace and have the
right to expect they can talk
freely, however, the employer
has the right to expect there is no
conversations going on that
ostracise or victimise another
employee or themselves.
EMPLOYER WELLBEING
An employer’s emotional and
social wellbeing is observed as
they are also able to socialise
with their employees and form
relationships, though it is usually
not allowed for employers to be
in romantic relationships with
their employees
It is an employer’s responsibility to
provide such an area but it is also
under their care to ensure there is no
conflict arising from conversations
held by employees
WORK PRACTICES
Enables employees to use a kitchen
area that leads to healthier choices
when it comes to lunch and therefore
benefitting the workplace health as a
whole

• leave entitlements, eg parental, carers CLAPS

o carers leave
- Paid leave that allows individuals to care for spouse, child, parent,
grandparent/grandchild.
Effect on efficiency
- When employees have paid time off to care, they can return to work and remain
productive without worrying about their home situation.
- There will be less animosity and conflict between employers and employees due
to open communication and therefore understanding (workers wont have to lie or
be sneaky when not attending work)
- Workers who continually take time off to care for others may cause frustration for
their fellow employees, which may impact on productivity and staff morale
 Analyse how rights and responsibilities are supported by workplace structures and
affect:
- Wellbeing of employer and employee in workplace
- Efficient work practice
DESCRIPTION RIGHTS RESPONSIBILITY
Carer’s leave is paid leave that Employees are entitled to all It is a responsibility by law for
enables individuals to care for a forms of leave especially carers employers to provide this leave for
spouse, child, parent or as they have the right to care for employees who are eligible for it
grandparent an individual in a time of need
EMPLOYEE WELLBEING EMPLOYER WELLBEING WORK PRACTICES
When employees have paid time Impact on their economic - High productivity
off to care for their dependants, wellbeing, as when employees - Low absentees
spouses or parents, they can return are paid off they are paying for
to work and remain productive them not to be ultimately
without worrying about their working at the office however
home situation= emotional when employees return the
wellbeing employer will benefit from their
return as they will return while
maintaining their productivity

o Long service leave

- Long service leave is two months of paid leave after 10 years of service with the
same employer and 1 month of paid leave for each additional 5 years of service.
Effect on efficiency
- Gives time off for loyal employees. Loyalty in a employee results in contentment.
- Long serving employees have remained productive and built loyal relationships
with newer employers sharing skills and information
- This kind of positive working environment can be a cost effective way of training
and developing staff.

Analyse how rights and responsibilities are supported by workplace structures and
affect:
- Wellbeing of employer and employee in workplace
- Efficient work practice
DESCRIPTION RIGHTS RESPONSIBILITY
2 months of paid leave for the first It is an employee’s right to claim An employer is responsible for
10 years of constant service to the this leave from their employer acknowledging this leave and
same employer and a further one once they have fulfilled the allowing employees to claim this
month paid leave for every requirements to attain it when they meet the requirements,
additional five years of service providing a substitute employee to
fill their post if required
EMPLOYEE WELLBEING EMPLOYER WELLBEING WORK PRACTICES
The employee’s emotional The employer will be - Enhances skills of workforce as a
wellbeing will be enhanced when emotionally sustained as they whole through enticing long service
this leave is claimed as they will know that, by giving their loyal from newer employees
be able to take some time off to employee this reward for service, - Ensures loyalty of already long-
relax without sacrificing their they may be more enticed to service employees
financial wellbeing. This will also remain in their employ longer, - Promotes equality and fairness in
therefore enhance social wellbeing leaving the employer with a very the access of this leave among
with the free time they have to experienced and well versed workers
improve their social life employee in their workplace
 o Annual leave
o Employees under the Annual Holidays Act 1944 are entitled to 4 weeks annual
holiday each year.
o It can be used in 1,2,3 or 4 separate blocks and can only be taken after 1 year
of employment.
Effect on efficiency
o Gives workers time off to recuperate or rejuvenate away from work. This
allows workers to return to work happier and healthier, increasing staff morale
and productivity.
o When employers dictate when annual must be taken, efficiency may be
reduced as a result of employees being unhappy.

Analyse how rights and responsibilities are supported by workplace structures and
affect:
- Wellbeing of employer and employee in workplace
- Efficient work practice

Examine the extent to which the workplace can provide equal access to work
entitlements for females and males
DESCRIPTION RIGHTS RESPONSIBILITY
Employees under the Annual The employee has the right to It is in the employer’s responsibility
Holidays Act 1944 (NSW) are request this leave if they meet the to respond to requests for this leave
entitled to 4 weeks of paid annual requirements to be entitled to it made by employees that are entitled
holidays which can be used in and they also have the right to to it and to provide a substitute
one-four separate blocks if agreed negotiate when this leave will be employee if required while the leave
upon and cannot be taken until the taken and in what number of is taken
one year anniversary of work blocks, though the employer also
has the right to request, though
not demand, a pattern of holiday
that will suit the both of them
EMPLOYEE WELLBEING EMPLOYER WELLBEING WORK PRACTICES
The employee’s social and The employer’s emotional - Adhering to leave entitlement laws
emotional wellbeing will be wellbeing will be enhanced as - Providing a reward for lengthy
improved upon taking this leave they know providing their periods of hard work
as there will be more free time for employees with their entitled - Boosts workplace loyalty and
the individual to spend with leave will be a step towards their morale
family and friends after working long term loyalty which benefits
hard for so long, though also the workforce as a whole
without having to sacrifice
financial stability

o Parental leave
- The NES has established a set of minimums for unpaid parental leave and covers
all situations relating to birth-related leave (including stillbirth), adoption leave,
and leave for those in de facto same-sex relationships
- Employees who become the parents of a newborn receive 18 weeks paid leave.
- It can be taken as a new mother, father or same sex partner.
- Continuous unpaid leave can be taken for up to 52 weeks (12 months). Employees
can request a further 52 weeks leave in writing; this may be refused if there are
reasonable business grounds to do so.
- Generally, parents will take their leave separately over the agreed period of time
but are not entitled to more than 24 months however they can both take unpaid
leave at the same time for a maximum of 8 weeks.
Effect on efficiency
 - By giving time off, employers are enabling skilled parents to return to the
workforce. This is associated with less training cost, increase in staff morale and
productivity.
- For males, there may be an unspoken pressure that questions masculinity and
discourages them from taking time off after the birth of their child. This can lead to
frustration and early resignation.

Analyse how rights and responsibilities are supported by workplace structures and
affect:
- Wellbeing of employer and employee in workplace
- Efficient work practice

Examine the extent to which the workplace can provide equal access to work
entitlements for females and males
DESCRIPTION RIGHTS RESPONSIBILITY
The NES has established a set of - The right to return to work - To pay the right amount
minimums for unpaid parental - Have the same or higher - Give the correct position back
leave and covers all situations position as before leaving - If paid leave, pay on a regular basis
relating to birth-related leave, - Same amount of pay
adoption leave and leave for those - Same respect
in de facto same-sex relationship
EMPLOYEE WELLBEING EMPLOYER WELLBEING WORK PRACTICES
By giving employees time off With employees taking time off Higher productivity upon return to
(whether paid or unpaid) and the and being allowed to return to work
right to return to work, employers work, it impacts financially on
are enabling skilled parents to the employer’s wellbeing with
return to the workforce. these less training costs, increased staff
skilled workers are invaluable to morale and productivity
the workplace as they increase
staff morale and provide a happier
sense to one’s self

o Sick leave
- Entitled to a minimum of 5 sick days per year.
- It entitles workers to take time off when they are ill or incapacitated
Effect on efficiency
- This reduces the spread of infection to other employees and increases recovery
time.
- The paid time off allows workers to attend doctor’s appointments and seek
medical help

maintaining work and life balance

individual roles
- As workers, individuals have roles they must fulfil in order to meet their employment
responsibilities. Outside of work, individuals take on or assume other roles that they
may not get paid for, but are equally important.

Recognise that individuals may have multiple roles outside the workplace
 Personal commitments and interests
 Work
- Employees of any working pattern will have responsibilities. An employee
must recognize these responsibilities and plan for them. Responsibilities can
extend outside working hours and may not incur overtime hours.
 - Many individuals may struggle to maintain work and life balance e.g. work
and family time.
- Different occupations and working patterns will dictate the level of
responsibility. More responsibility means more time and energy spent in the
workplace.
- Accessing workplace support will allow employees to achieve a greater work
and life balance. when circumstances change, individuals can access their level
of entitlements to support them.
- In the case of workplace injuries Work Health and Safety laws and workers
compensation are available to support injured employees with their medical
and rehabilitation needs.

 Leadership
- Leadership roles generally more responsibility, and the expenditure of time
and energy
- Leadership roles may be in many areas such as; employment, parenting,
volunteering, recreation and religion.
- Unfortunately, leadership comes with accountability. In times of failure or
success leader must show what decisions were made and why they were
made.
- High stress or elation (happiness) may impact on the leader’s emotional
wellbeing. When hard decisions need to be made, which the group do not
understand leader may experience separation. In such situations the leader
must employ strategies e.g. accusing to maintain their own and the group’s
morale.

 Parenting
- Parenting is a role with no time boundaries. Parenting is a 24/7 job with
limitless responsibilities.
- Children’s needs will differ depending on their age. younger children are
more dependent and need more support in all aspects of their lives.
- During this time Parents may maintain work and life balance by using
technology e.g. online shopping and informal support such as
grandparents.
- As children get older less reliance on parents. This will increase time for
parents to fulfill other roles e.g. hobbies.
- Parenting can be costly and increased costs may influence the number of
roles parents may take on.E.g. a parent may choose to stay at home and
look after their children rather than taking on paid employment as
financial benefits of employment may not outweigh the childcare costs. In
such situations parents may look to increase sustainability (vegetable
garden to save costs on food and create educational activity for children.

 Caring
- The level of dependency of the person in care and how much support a
carer will need to provide will dictate how much time a carer has to fulfill
their working role.
- Individuals may access workplace structures like long service leave,
changing their working pattern or even quit their job. In this case formal
support such as Centrelink may assist them.

 Volunteering
- Where individuals volunteer usually reflects their values. For example,
individuals may volunteer in legal aid, toy libraries and hospitals,
 gardening, telecross operators, drivers for the disabled or little athletics
coach.
- As volunteering is in the non-profit sector, there is no financial benefit,
which means financial employment is usually necessary to fulfill needs.
This can make it difficult to maintain work life balance.
- To manage their resources, individuals should identify how much time
they can donate prior to volunteering. Technology can also assist them to
meet their needs around the home.

 Religion
- Recognising a higher power in your life is commitment. The level of
commitment will dictate the time spent and roles individuals adopt.
- Individuals may have to adopt a set of behaviours or meet expectations set
out by the religious practice such as prayer, baptism, confession,
meditation, fasting, pilgrimage.
- Belief systems may dictate when the practices must be observed, thus
impacting on other roles such as work, parenting or study. E.g. Muslims
must observe prayer at midday on Fridays

 Recreation
- A recreational activity is a non-work activity done for relaxation,
enjoyment or entertainment.
- May create some minimal responsibilities. Though they are outweighed
by the actual activity.
- This personal commitment can help create a work-life balance. Allows
individual to take time off work and have some fun. E.g. hiking, camping,
fishing, sports

 Study
- Continuing education either at TAFE, university or other educational
facility is a commitment. Educational courses have a set timeline in which
outcomes are required. This requires individuals to spend time
researching, attending classes and completing assignments.
- Some may take on study directly after the HSC and balance their study
with other roles such as part-time work.
- Others may study at night to further their career while fulfilling full-time
employment responsibilities during the day.
- Some new mothers may take on study while on parental leave to maintain
and increase their skills for when they return to work.

 Hobbies
- A leisure pursuit or activity based on a person’s interest. Sewing, cars,
gardening, scuba diving, trekking, photography and cooking are examples
of hobbies.
- They take time and energy engaging in these activities, however they may
foster a work-life balance.

individual strategies for managing multiple roles

Individual strategy Strategies that individuals can utilise to effectively manage multiple role
for managing expectations caused by changing circumstances
multiple roles
NEGOTIATING - Roles must be negotiated and shared by those family members with the
AND SHARING capabilities to do so. For instance, families with two working parents, household
ROLES responsibility must be shared equally depending on an individual’s strength and
abilities.
- Rosters that list each family members chores and the times they should be
completed help set clear expectations for busy parents and children. Parents may
use positive and negative consequences to ensure expectations are met, e.g.
rewarding children or grounding children.
- Within the workplace, volunteer, religious, and educational setting Individuals
working in teams may also negotiate and share roles. This may be done to
recognise strengths and weaknesses.
- Working with an individual’s strengths means tasks will be completed and goals
are met in a efficient and productive manner thus saving time and energy.
MANAGING Interchangeability of resources
RESOURCES - Strategies that could be used to save time:
• Resources can be • Using labour-saving devices, such as microwaves and rice cookers
interchanged or • Car-pooling (this usually takes more time, but can save on petrol and toll
substituted. costs)
• Using them • Interchanging finances (paying electricity but saving time by using a dryer
effectively can instead of hanging clothes out – although this is not sustainable use of
help individuals resources)
manage their • Paying for cleaners, rather than using time ad energy
multiple • Online shopping.
commitments. Sustainability
• By using - A resource needs to be able to replenish itself at an equal or faster rate than that
sustainable at which it is consumed.
resources, - Sometimes sustainable living can take more time and energy but can save
individuals can money. In many cases, there is an initial economic outlay, followed by
reduce spending significant savings
and support the - Examples:
environment. ® Using solar energy rather than electricity.
® Reading newspaper on tablet rather than printed.
® Using a smartphone to take photos rather than printing out information
® Refilling and reusing ink cartridges
- Having chickens in the yard (natural fertilizer and produce organic eggs)
USING - Technology in the home has assisted individuals. Labour-saving devices are those
TECHNOLOGY appliances & products that reduce energy output of humans.
- Time taken to complete traditional domestic duties can be significantly
reduced.However, it does come at the expense of financial resources.
Examples include;
® Internet: assists with grocery shopping, budgeting advice, product advice, quick
education
® Technological advances: some fabrics and textiles have made washing and
ironing easier (wrinkle free garments and wrinkle guards on clothes)
® Fast food industry: Parents may have less time to prepare healthy meals and
therefore resort to take away. Access to online food deliveries (ubereats) or
buying from take away stores
® Technology in cooking appliances has reduced proportion and cleaning time.
E.g. non-stick Teflon has eliminated the harsh scrubbing of pots and pans.
ACCESSING Formal Support
SUPPORT - Childcare available for working parents with young children. However, many
come at a cost and require parents to budget and allocate resources to use them.
- Counselling services available for those unable to cope with daily life without
professional support
Informal Support
- For those who may not have the extra income informal support networks are a
 useful alternative.
- Relying on friends, relatives and neighbours can give busy parents more cost-
effective substitute to a paid service.
- Friends or family to assist in raising or caring for a child
- Family support in life decisions and life in general forms a bond between the
individual and their family, and supports the next generation from a young age
- Other advantages include;
® Access on short notice as no appointment is necessary
® Family, friends and relatives can be trusted
® Favour can be reciprocated
® Bonds can be created
UTILISING - When managing roles individuals need to recognise what support structures exist
WORKPLACE within the workplace.
STRUCTURES - Having knowledge, overcoming pride and being able to negotiate will impact an
employee’s ability to effectively access these structures.
- Can allow an employee to meet their needs and the needs of those around them.
For example an individual who can work through the grievance procedure may
find support by accessing the appropriate trade union. This may save employee in
legal costs, as paying union members may have free access to legal advice and
representation. This will positively impacting their economic wellbeing and
emotional wellbeing
Youth employment
Issues that impact on youth employment
- The united nations defines youth as those aged between 15-24 years.
- Youth is usually a time of transition between formal education and employment

Issues that impact Requirements in the workplace

youth
PERSONAL -It is Important to develop skills of planning and organisation, clear communication
MANAGEMENT and effective decision-making. These are essential for a workplace to run
SKILLS effectively and efficiently.
REQUIRED IN -Personal management skills include:
THE ® Planning.
WORKPLACE ® Problem solving.
® Organisation
® Decision-making.
® Communication
-Planning within the workplace may refer to planning of time by looking at their
current and future rosters, projecting future budgets or planning how to use
resources effectively. Successful planning involves being able to recognise what is
available and how they can be sustainably
-Organisational skills required by youth may be related to to attendance, punctuality
and organising files or stock.
-Communication skills required in the workplace related to being clear, open
communication. Youth will need to communicate with those around them. They
may need to be assertive with their employer to ensure they are not vulnerable.
-An employer will rely on youth in the workplace to make decisions and to problem
solve. This will ensure that the workplace remains productive and time is not
wasted.
STEPS TAKEN TO - It is important to look at careers and career development early in life.
PREPARE AND Understanding the many types of occupations and roles within a workplace will
PLAN A CAREER begin the process of developing a career plan. Starting this process later in
 schooling creates pressure and may lead to poor decisions.
- The Process of preparing and planning can be broken down into 3 main areas:
1. Study: many schools have access to VET courses and TVET courses.
These courses enable students to study and complete all or part of a
nationally recognized qualification either at TAFE during school hours or
at school.
2. Training and hands on experience: Each VET and TVET course has
either a strongly recommended or compulsory practical workplace
component within the workplace. These link students to employers,
enabling students to gain hands on skills and training and meet with
possible future employees.
3. Marketing yourself: this will enable them to gain skills and seek out
information about the career as well as market themselves with potential
future employees.
- Aspects of this process will change depending on the chosen career but marketing
yourself will apply no matter what your choices are.
-By acknowledging each of these areas and applying them, a young person can
optimise their employment prospects.

PREDOMINANT PATTERNS OF Time of the year

WORK OF YOUNG PEOPLE
- Patterns of work young people
adopt will depend on their needs - From April-October there are usually a small change in
and circumstances.
- Some trends include: time of
year, job type and overall career
choice will impact on the
wellbeing and patterns of work
of young people.
- Part-time
- Casual
- Voluntary
- Seasonal work
RIGHTS AND
RESPONSIBILITIES OF
YOUNG PEOPLE IN THE
- Certain seasons within the year that create peaks in participation
e.g. employee at jambaroo
participation while from November-March there are a major
increases in participation.
- These increases coincide with schooling and uni holidays, the
completion of formal education for HSC leavers and the
Christmas/holiday period.
Job type
- Type of job a young person takes on will usually dictate the
working pattern.
- There is a large percentage of young people working in the serv
industry (hospitality, retail).
- Many of these jobs are demand based so employers require
workers more in peak season such as Christmas/holiday period.
- Today there is also 24 hours demand in places such as fast-food
restaurants e.g. McDonalds, workers will generally be hired as
casuals.
Career choice
- For young people who have left school and taken up traineeship
(child care/ real estate) or apprenticeships (e.g.
carpentry/hairdressing), working patterns will differ from those
combining work and study.
- These workers can be hired full-time, part-time or school-based
apprenticeships.
- For individuals working towards higher education (careers that
require university degrees or other tertiary studies), a balance m
be achieved. These young people will require flexibility within
their work pattern e.g. part time/ casual.
- The rights and responsibilities of young people in the workplace
the same as the rights of all employees (e.g. rates of pay, leave
entitlements).
 WORKPLACE - However, because of a lack of education and a fear of job loss,
young people may be vulnerable to employers.
- Rights & responsibilities of young employees:
® There is no legal minimum working age.
® You may be asked to complete a trial or probation period, bu
by law must be paid.
® Prior to accepting a job you should see in writing duties of jo
rate of pay, number of hours per week and work pattern.
® Must be paid in money – your employer may not pay you in
goods or services
® Apprenticeships need to be registered through an authorised
Australian Apprenticeships Centre and in a registered trainin
organisation
® Unless required by law (tax purposes), an employer cannot
make deductions from your pay without your written
permission; therefore, if the cash register is short or you
accidently break something you are not expected to cover it

Discuss the positives and negatives of young people having jobs:

Positive Negative
- Fosters independence - Limits time which can affect education
- Teaches kids about the value of money - May have negative experiences as an adolescent
- Allows them to start saving for the future at work which may attach a negative stigma to
- Way to attain life skills/people skills work
- Experience for future job applications
- Gives structure to the week
- Puts an emphasis on organisation and
deadlines