Employee/independent contractor characterisation is determined by the legal rights and obligations in the written contract, not the totality of the relationship.
employment
HCA confirmed that employee/contractor distinction is determined by contractual terms alone, rejecting the multi-factorial totality-of-relationship test.
A casual employee's status is determined by the contractual terms at engagement; regularity of work pattern does not transform casual employment into permanent employment.
Under the Fair Work Act, 'ten days' of paid personal leave means ten notional days (based on ordinary hours), not ten shifts, regardless of shift length.
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