This article has been designed to answer FAQ's for Host Companies looking to join the Hatch Labour Exchange ("HLX") and take in Workers that have been stood down during COVID-19.
These FAQs cover:
Host employer responsibilies
Charges and Billing
If we haven't answered your question please let us know by emailing us at email@example.com
Q: Who is the legal employer of a Worker placed in a Host Company?
A: Hatch. As the legal employer Hatch is responsible for:
Facilitating a positive work experience
Paying workers in accordance with the relevant workplace laws
Protecting your intellectual property and confidential information
Remittance of all appropriate taxes, superannuation and workers compensation
Insuring the labour exchange between you and the worker including a $20m public liability policy as well as professional indemnity insurance.
The official name for this type of arrangement is "on-hired workers".
We’ve chosen this arrangement as it means:
You have no employment admin!
Workers don’t count as Full Time Employees;
You have a fully flexible engagement.
Q: What are my responsibilities as a Host Company?
A: Your responsibilities are to:
Supervise, instruct and direct the Worker;
Comply with your obligations to the Worker pursuant to all relevant laws, including laws relating to workplace or occupational health and safety, discrimination and harassment;
Maintain the confidentiality and privacy of information that Hatch provides to you about the Worker.
Q: How much do Workers get paid?
A: This rate is set by you on a role by role basis.
Q: As a Host Company, what are the costs involved?
A: Host Companies are charged for the hours worked. This charge is based on the base rate the worker gets paid plus superannuation, workers compensation, payroll tax and a $3.50 per hour Hatch margin for roles <$30 per hour, or $5 per hour for roles >= $30 per hour.
100% of Hatch's fee is invested back into our efforts to find more jobs for more people, and to support the cost of the service.
For example, the total cost for a worker with a base rate of $27 per hour would be $34.81 per hour all inclusive.
There are no other costs involved.
Note: Penalty rates will be applied for work outside of ordinary hours.
Q: What are the costs for a company with stood-down workers ("Home" company)?
A: There are no costs involved for you, or for your Workers. We are happy to provide help in this challenging period for you and them.
Q: What happens if you no longer require your Worker or want a different Worker after they start?
A: That is completely fine - we have a 1 day notice period, as we believe in a fully flexible engagement. We do suggest however that you give your Worker 1 week notice so that they have time to wrap up their work and their time with you, should you need to end the placement early.
If you would like get a different Worker on your team, we will find you a replacement.
Q: How long do Labour Exchange placements typically last?
A: Placements typically last 1-12 months, with the average placement being 6 months.
Q: Are these roles full-time or part-time?
A: As the Host Company you decide for each role - it's fully flexible. We'll make sure to find you a Worker that suits your needs.
Q: When are workers paid?
A: Workers are paid fortnightly on Thursdays.
Q: How does billing work
A: Invoices are sent out weekly on Wednesday afternoons and Hatch's payment terms are 7 days.
Q: Does Hatch undertake background checks?
A: Hatch performs background checks through WorkPro, including the Citizenship and Work Rights Check.
WorkPro is a government accredited online platform used by 1000+ Australian & NZ companies, that integrates directly with Government databases including VEVO and ACIC to return fast, official background check results. Hatch can also use WorkPro to conduct other background checks at the request of companies including the Federal Australian Police Check.
For training compliance, Workers need to work through content related to Office Worker Safety, WHS & EEO best practices. This provides Workers with an overview of Office Safety Procedures and requirements including safety in the office and working remotely, an examination of emergency response and office security, as well as workplace discrimination, harassment and bullying, and how to prevent it.