ECU has statutory and ethical responsibilities to ensure that people employed at ECU are legally entitled to work and that they have the appropriate background and credentials that make them suitable for the role.
As a minimum, any successful candidate will need to have their identity, legal working rights and relevant qualifications verified before commencing at ECU. In addition, all prospective employees need to undergo a pre-placement health assessment.
Further to the minimum requirements and based on the inherent requirements of the role, additional prerequisites and checks maybe required. It is the Hiring Manager’s responsibility to ensure that these special conditions associated with a role are identified on the Position Description and are verified during the recruitment process.
The information below gives details about employment eligibility requirements and outlines the responsibilities of Hiring Managers.
Applicable to all prospective employees
ECU has a statutory responsibility to provide and maintain a safe and healthy working environment and, as part of its duty of care to all employees, reserves the right to require prospective appointees to undergo a pre-placement health assessment to determine their fitness for the work they are being engaged to do. For further information please refer to the Guidelines to Pre-placement Health Assessments for Hiring Managers.
Applicable to all prospective employees
Before hiring staff to work at ECU, it is the Hiring Manager’s responsibility to ensure that the appointee has proof of identity and the relevant working rights for the contract proposed. This includes:
Additional information about verifying working rights can be found here:
For information about the options for hiring overseas candidates, please contact HR Services for guidance on the considerations, approvals required and steps.
Applicable to all prospective employees whoare not Australian Citizens, New Zealand Citizens or Permanent Residents ofAustralia
The types of visas that the University may sponsor for are listed below. To consider these options, please contact HR Services to discuss.
For further information on these visas, please contact HR Services or visit https://www.homeaffairs.gov.au/.
Applicable when relevant to the inherent requirements of the role
Prior to the commencement of a recruitment activity, it must be identified if any special conditions are required for the role. There are two categories:
During the advertisement of the vacancy, it is essential that potential applicants are made aware of any special conditions (for example, requiring a driver’s licence or being the subject of an integrity check); these requirements must be based on the inherent requirements of the role and should appear on the Position Description.
It is the responsibility of the Hiring Manager to ensure that a prospective employee provides evidence of any other requirements or special conditions that are attached to the role. Examples of requirements or special conditions include (but are not limited to):
Unlike the obtainment of a qualification, most checks/memberships/licences are not perpetual in nature and have a period of validity. Line managers are accountable for ensuring their employees remain eligible to perform their role. It is the responsibility of the employee to ensure they continue to meet the eligibility requirements of their role, provide updated evidence when necessary and to inform the University if their circumstances change.
The below provides information about some of the integrity checks that potential employees may be subject to.
The Working with Children (WWC) Check is a legislative requirement. It is a compulsory screening strategy in Western Australia for people who engage in certain paid or unpaid work with children, described as "child-related work".
It is the responsibility of the School/Centre to identify positions at the University that require the occupant to obtain/maintain a current and valid WWC check. This check applies to all permanent, contract, fractional-time, unpaid and casual positions where the usual duties involve, or are likely to involve, contact with children.
For further information, please see the Working with Children Check Guidelines (for Managers and Employees) available below or refer to the WA Working with Children Check web page for instructions on how to apply for or renew a WWC check.
It is the responsibility of line managers to determine whether a position needs to have a National Police Check.
Having a criminal record does not automatically preclude an applicant from employment. Successful candidates with a criminal record will be considered on an individual basis.
All employers are required to provide new employees (including casuals) with this Statement.The Statement does not form part of the contract and is not intended to be contractual in nature. The Statement provides basic information on the Australian industrial and workplace regulatory framework. The conditions set out within the Statement represent minimum conditions which every employer must provide to its employees.
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