8th December 2011, 03:06 PM
You didn't exactly answer my question: what's the alternative given a limited number of hours of work available?
However as Kevin pointed out there is some confusion between working under a ZHC and casual employment, and I was wrongly lumping them in one basket.
That said, I still don't see any issue with a ZHC if the employee knows and understands what they're signing up for. There are benefits for both the employee (more protection, benefits after long-term contracts) and the employer (they have staff available when work is available) over a casual employment contract.
(I do not condone abuse of the system!)
However as Kevin pointed out there is some confusion between working under a ZHC and casual employment, and I was wrongly lumping them in one basket.
That said, I still don't see any issue with a ZHC if the employee knows and understands what they're signing up for. There are benefits for both the employee (more protection, benefits after long-term contracts) and the employer (they have staff available when work is available) over a casual employment contract.
(I do not condone abuse of the system!)