At OutFit Recruitment we find the majority of our engagements are to provide either Long-Term, Short-Term or Casual staff appointments.
Long-Term appointments are commonly known as Permanent Placements or Permanent Employment and include both Full Time and Part Time working arrangements. The denotation of Permanent in this context is twofold;
- The work is ongoing, for example, it does not have an end date and should the engagement or contract require termination both parties are required to give notice as per the employment contract and the governing legislation.
- The engagement and contract of employment is directly between the employing business and the employee.
Short-Term appointments are commonly known as Contract Placements or Contract Employment and again this could be either Full Time or Part Time. The main differentiation here is:
- The engagement does have a specific end date. In this case a contract may be renewed or continued beyond any originally agreed term, but each renewal should technically have an end date specified.
- The initial contract tends to be Short-Term in nature. Usually between 1 and 12 months, although they can be longer.
- The engagement and contract of employment could be either; directly between the employing business and the employee (sometimes called a Contractor); or the employee could be contracted to a 3rd party, usually a recruitment agency, and the business would have a separate contract with the 3rd party to provide that person to perform the duties of the appointment as agreed.
Casual appointments are the other type of appointment following this model. While they could appear at times to be either Full Time or Part Time depending on the amount of hours a Casual Employee may be doing in a specific period of time, they are neither. The main differentiation for Casual appointments related to;
- The engagement is highly flexible and could be either on call or based around a short term roster
- The notice periods for finishing either on the day or the engagement entirely is very minimal
- There is limited or no contractual obligation to continue from one shift or work period to another, for either party. However this is subject to any specific contractual terms agreed and the relevant governing legislation.
- The engagement and contract of employment could be either; directly between the employing business and the Employee (or Contractor); or the employee could be contracted to a 3rd party