*Terms and conditions for posting vacancies on this site

The MEGT free apprentice and trainee vacancy listing service for employers By using the MEGT free apprentice and trainee vacancy listing service, MEGT does not guarantee applications for your vacancy, nor the suitability of those applicants for the role. MEGT will do its best to validate the jobs are real ones and reserves the right to delete any vacancy we deem inappropriate or unacceptable. If the vacancy has been approved by MEGT to be showcased on its website, and that advertisement breaks guidelines below, MEGT will not be responsible for your advertisement or any legal action that may be taken as a consequence of your advertisement. All applications will be automatically forwarded to the email address lodged with the employer account. In using MEGT’s free apprentice and trainee vacancy listing service, you must agree to these guidelines.

*Terms and conditions for applying for vacancies on this site

By applying for vacancies listing on this site, applicants register by providing their contact details. In doing so,  applicants agree for their contact details to be passed on to the employer along with their resume and cover letter. Contact details are held by MEGT and by providing them, applicants using this site agree to be contacted by MEGT about other services provided by MEGT in relation to apprenticeships, traineeships, career advice and training courses that may assist with their career development.

Privacy and security

Please refer to the full details of MEGT’s Privacy Policy published on  http://www.megt.com.au/Pages/PrivacyPolicy.aspx You are responsible for the security of your password and login.    Compliance requirements for vacancies All vacancies must comply with the following guidelines. MEGT reserves the right to ask you to re-word your vacancy so that it complies with the following guidelines and the right to delete your vacancy at any time at our discretion. State and Federal legislation Your advertisement must not breach any Australian Federal or State laws. The Fair Work Act 2009 (Cth) and Workplace Relations Act 1996 Your advertisement must not discriminate or appear to discriminate against a person based on their race, colour, sex, sexual preference, age, physical or mental disability, marital status, family or carer’s responsibility, pregnancy, religion, political opinion, national extraction or social origin. Sex Discrimination Act 1984 The federal Sex Discrimination Act applies throughout Australia and contains some provisions that are different to state and territory sex discrimination laws. People and organisations exempt under state and territory laws (such as small businesses) are not necessarily exempt under the federal Sex Discrimination Act. It is not enough to simply comply with state or territory anti-discrimination laws. You must also meet your obligations under the federal Sex Discrimination Act. Section 86 of the federal Sex Discrimination Act makes it unlawful to publish or display an advertisement that indicates, or could reasonably be understood to indicate, an intention to discriminate on the ground/s of

  • sex
  • marital status
  • pregnancy and/or
  • potential pregnancy

*in the arrangements made for determining who will be offered a job, and *in the terms on which a job is offered, including remuneration, access to training, promotion or transfer and dismissal or any other detriment. This requirement extends to persons or corporations who don’t actually publish or display the advertisement or notice, but cause or permit it to be published. The federal Sex Discrimination Act prohibits direct and indirect discrimination. Direct discrimination occurs when a person is treated less favourably on the basis of their sex, marital status, pregnancy or potential pregnancy. Indirect discrimination concerns policies and practices which appear to be neutral but have the effect of disadvantaging persons of one sex, or of a particular marital status, or pregnant/potentially pregnant women. Sexual harassment is also unlawful Tips for your advertisement.

  • Avoid gender specific job titles such as “girl friday” or “salesman” opting for gender neutral language such as “secretary” or “salesperson”.
  • Advertisements should not favour or make assumptions about a particular marital status; for example, asking for a “single, fun-loving person who is free to work nights” directly discriminates on the basis of marital status.
  • Avoid upper age limits for example, “trainee clerk required – maximum 28 years” as this may indirectly discriminate against female applicants who temporarily left the workforce due to pregnancy and subsequent child rearing. This example may also constitute age discrimination.

Note: A recruitment advertisement made in compliance with the federal Sex Discrimination Act ensures a wide merit-based pool of job applicants, it will help you attract the best, most qualified people. Exemptions There are a number of exemptions in the federal Sex Discrimination Act in Sections 13, 14 and 30 to 43. These exemptions relate to employment by religious institutions or voluntary bodies, or relate to requirements where gender is a genuine occupational qualification. An exemption also exists for the selection of a person to work in domestic duties at the residence of an employer. Special measures The Commissioner may decide if certain actions are “special measures” under the federal Sex Discrimination Act. For further information on temporary exemptions and special measures, refer to the Guidelines for Special Measures under the Sex Discrimination Act 1984 (Human Rights and Equal Opportunity Commission 1996) <https://www.humanrights.gov.au/temporary-exemptions-under-sex-discrimination-act-1984-cth> The following guidelines complement the Recruitment & Consulting Services Association Code of Conduct Job advertisers must take care that they accurately describe what, if any, jobs are available and that all information about a job given before or at an interview with jobseekers is accurate and not misleading. Real jobs Do not advertise jobs unless the job is a genuine one. Your ad must not be misleading or deceive. No charge Employers posting vacancies on MEGT’s site may not charge applicants for their applications. The MEGT free vacancy listing service does not include MEGT providing any reference checks, background checks, or other suitability checks on their behalf. Additional charges MEGT has other services that may assist employers with their recruitment. If employers engage MEGT to undertake reference checking, background checks, fitness for role assessments, interviews for shortlisting, inductions and pre-employment training, a fee for this additional service is applicable. Refer to MEGT’s website for a complete list of planning, recruitment, management services.   Positions identified as specific to Indigenous Australians To advertise a vacancy restricted to Indigenous Australians, you must quote the exemption under section 89 of the Equal Opportunity Act 2010 granted by the appropriate Civil and Administrative Tribunal  and quoting the exemption number. Duration The employer may nominate the date they wish their vacancy to be live, with a maximum of 60 days from the date of publishing. The default setting for all vacancies is 60 days and this will be the duration of the vacancy being showcased on the MEGT job site if the employer does not nominate a date.

Need help? Call us at 13 6963 or email us at info@megt.com.au

MEGT (Australia) Ltd