All staff employed by UTS must have the right to work Australia.
In order to help you get a better understanding of what this means this page contains information answering many of the common questions relating to Right to Work.
What is meant by the Right to Work (RTW)?
In order to be employed in Australia you are legally required to have what is referred to as “the right to work.”
Australian and New Zealand citizens automatically have the right to work in Australia, as well as Australian Permanent Residents.
Everyone else is required to hold a current visa with work rights in order to gain employment in Australia.
It is illegal for UTS to employ or pay a staff member who does not have the right to work in Australia. If you do not provide the right to work documentation, UTS cannot employ you.
What documents prove I have the right to work in Australia?
The following examples are accepted as proof of right to work in Australia:
• Australian birth certificate
• certificate of Australian citizenship
• Australian or New Zealand passport
• evidence of permanent resident status
• temporary visa with entitlement to work.
Please note, where the document does not contain photo ID we will also ask you to provide documentation containing a photo ID in order to verify your identity.
The following examples are NOT acceptable as proof of Right to Work: Australian driver’s licence, bank cards or statements, utility bills, marriage certificates, Medicare card, information obtained from VEVO (DIAC’s RTW verification tool).
I am unable to provide evidence of my right to work in Australia. What can I do?
You will need to provide written permission for UTS to verify your right to work status with the Department of Immigration and Citizenship (DIAC).
- Casual support staff & casual academics should contact Payroll for assistance on ext 2846.
- Fixed-term and continuing staff should contact Staff Services on ext 1060.
What happens to UTS and UTS managers if they employ a staff member without the right to work in Australia?
Non-compliance can result in UTS facing significant sanctions and fines, including withdrawal of the right to sponsor international staff.
Managers are also personally liable and can face significant monetary fines, as well as possible imprisonment, if found to be non compliant.
What happens with my information?
Continuing and fixed-term staff (over 12 months) should bring in original documents evidencing right to work when you return your contract or at your HR induction.
For other staff the approved staff representative in your work area should sight your original documents evidencing your right to work and copy, sign and attach the evidence when sending through employment forms to Payroll/HRU.
The hard copies of the documentation will be placed on your personal file held in secure storage in HRU and Payroll. Soft copies of your information will be attached to your record in NEO.
The Manager will be able to view this information (through Manager Self Service) along with other authorised HR and Payroll staff and if necessary, representatives from the Department of Immigration and Citizenship (DIAC).
I have already provided this information. Why do I need to provide it again?
If UTS is unable to locate documentation verifying your right to work in Australia we are legally obliged to obtain this evidence.
What happens if my visa runs out?
It is illegal for an individual to work in Australia on an expired visa. It is your responsibility to ensure you hold a valid visa.
You will be asked by UTS to provide evidence of your new visa, or change in status, that allows you to continue to work in Australia. Certified copies of this evidence, or copies sighted and signed by the approved staff representative in your work area, should be sent to:
• fixed-term/continuing - Staff Services in HRU
• casual support/academic – Payroll.
I have a new visa or I have become a Permanent Resident/Australian Citizen. Do I need to tell someone at UTS?
If you get a new visa, or become a Permanent Resident/Australian Citizen, it is important to notify Staff Services as soon as possible and provide them with evidence of the change.
UTS is required to report to the Department of Immigration and Citizenship on the visa status of all its staff and face significant fines and penalties if we are unable to provide accurate information.
I need more information, where do I go?
Contact Staff Services on ext. 1060.
Contact your HR Partnership team.