Casual Conversion (Employee Choice) Response Letter

CASUAL CONVERSION (EMPLOYEE CHOICE) RESPONSE LETTER

Employer: ✓Employer name Employee: ✓Employee name

On Date employee gave employee choice notification, you notified us under the "employee choice" pathway in the Fair Work Act 2009 that you believe you no longer meet the statutory definition of a casual employee and wish to convert to full-time or part-time employment.

1. CONSULTATION 1.1. We consulted with you about your notification on Date of consultation with employee, as required before responding.

2. DECISION 2.1. Decision

3. IF ACCEPTED 3.1. New employment type: New employment type (if accepted). 3.2. New agreed hours pattern: New agreed hours pattern (if accepted) 3.3. Effective date of conversion: Conversion effective date (if accepted).

4. IF DECLINED 4.1. Grounds for declining: Grounds for declining (if declined) 4.2. A response declining conversion must be on fair and reasonable operational grounds, or because you no longer meet (or never met) the statutory definition of a casual employee — reasons such as "we intend to reduce your hours" or "we will dismiss you" to avoid conversion are not lawful grounds and are prohibited.

5. TIMING 5.1. This written response is given on Date of this written response, within 21 days after the consultation, as required by section 66AAC of the Fair Work Act 2009.

6. DISPUTES 6.1. If you disagree with this response, you may raise a dispute, including with the Fair Work Commission.

SIGNATURES On behalf of ✓Employer name ______________ Employee acknowledged receipt ______________ / ✓Employee name /

— — — ⚠️ This is a boilerplate template, not legal advice. Australian workplace, consumer-protection, food safety, and work health & safety law combines uniform federal rules (Fair Work Act 2009, the National Employment Standards, the applicable Modern Award, the Australian Consumer Law) with state- and territory-specific rules that this template flags with ⚠️ but does not resolve for you — have it reviewed and adapted by a lawyer before use, check the current Fair Work Ombudsman resources at fairwork.gov.au (including free official templates and the P.A.C.T. pay calculator), and confirm the Modern Award classification and minimum pay rate in force on the date of use (rates change every 1 July).