Secondment Agreement - Public Sector Employment and Management Act 1993 (NT) - secondment terms and obligations

Sep 15, 2026

Uploaded by Eden

Secondment Agreement outlines the legal framework for seconding an employee from an employer to a host organisation under s 39 of the Public Sector Employment and Management Act 1993 (NT). It defines the roles and duties of each party, the purpose of the placement linked to a partnership agreement and NT mobility policies, the commencement and maximum term (up to three years), and employment status provisions. It also sets employee obligations and host responsibilities for supervision, induction, performance standards, workplace safety, and coordination with the employer’s administrative control.

LanguageEnglish

CategoryResearch & Report

FormatDOCX

Pages11

Reading Time28 min

AccessFree to download

Interpretation

Secondment

Term of Secondment

Employment Status of Employee

Employee’s Obligations

The Host’s Obligations

SECONDMENT AGREEMENT (S 39 of the Public Sector Employment and Management Act 1993 (NT)) parties BETWEEN: The employer of the Employee named at REF _Ref48638641 \r \h \* MERGEFORMAT Item 1 (“the Employer”) AND: The organisation hosting the Employee named at REF _Ref48638650 \r \h \* MERGEFORMAT Item 2 (“the Host”) AND: The person named at REF _Ref48638661 \r \h \* MERGEFORMAT Item 3 (“the Employee”) AGREED TERMS Interpretation In this document, a reference to an Item is to an Item in the Schedule attached to this document. Secondment The Host requires a person to carry out the duties and functions of the role described at REF _Ref48656029 \w \h \* MERGEFORMAT Item 4 (“the Role”) and the relevant Chief Executive Officer has agreed pursuant to s 39 of the Public Sector Employment and Management Act 1993 (NT) (“the Act”) to the secondment of the Employee to the Host for the purpose of the Role (“the Secondment”). The parties agree that the Secondment: is in pursuance of the purpose and objectives of the Partnership Agreement between the Northern Territory Government and Charles Darwin University 2017 - 2024 dated 9 June 2020; is in pursuance of the Northern Territory Public Sector’s “Broadening Our Horizons – Avenues for Career Mobility” policy and the “Framework for NT Public Sector/NGO Secondment Program”; and will operate on the terms and conditions set out in this document, including any additional requirements specified at REF _Ref48656428 \w \h \* MERGEFORMAT Item 9 (which will take precedence to the extent of any inconsistency with the terms and conditions). Term of Secondment The Secondment commences on and expires on the dates specified in REF _Ref48655765 \w \h \* MERGEFORMAT Item 5, subject to any earlier termination or extension in accordance with this document (“the Term”). Notwithstanding clause REF _Ref48655699 \w \h \* MERGEFORMAT 3(a) and with reference to s 39(3) of the Act, the Term will not exceed 3 years. Employment Status of Employee During the Term: the Employee will remain the employee of the Employer at all times and no employment relationship will exist between the Host and the Employee; the Employer will retain the administration and management of the Employee’s employment conditions and entitlements; the Employer will pay the Employee’s wages and any other payments or contributions required by law (“Remuneration”) and shall make all appropriate taxation deductions required to be made; the Employee’s entitlements with the Employer will continue to accrue; subject to clauses REF _Ref52182732 \r \h \* MERGEFORMAT 5(c)(iii) and REF _Ref52182743 \r \h \* MERGEFORMAT 6(c), the Employer will retain overall control and direction of the Employee; the Host will have no responsibility for, and must not pay to the Employee, Remuneration or other benefits ordinarily paid by an employer to an employee under an employment contract, law or industrial instrument; the Host must not create or incur an Employee entitlement or cost for which the Employer may be liable, such as overtime, time off in lieu, meal or travel allowances, or the like; and the Host will be responsible for its expenses incurred in connection with the Secondment. Except where expressly authorised by the Host in writing, neither the Employer nor the Employee shall have any authority to, and shall not bind the Host to any agreements, or otherwise hold itself, or themselves out to be an agent of the Host, or deal as an agent of the Host. Employee’s Obligations During the Term, the Employee: will perform the duties of the Role in accordance with the duty statement or job description set out at Attachment A to this document (“the Duties”), substantially at the location specified in REF _Ref48638774 \w \h \* MERGEFORMAT Item 6; must not perform, and the Host must not require the Employee to perform, activities or duties outside the scope of the Duties; must: perform the Duties to the best of their abili

FAQs

What legal basis governs this secondment arrangement?

The agreement is made pursuant to s 39 of the Public Sector Employment and Management Act 1993 (NT).

What is the maximum duration of the secondment term?

The term must not exceed 3 years, subject to earlier termination or extension in accordance with the agreement.

Does the host become the employee’s employer during the term?

No. The employee remains the employer’s employee at all times, and no employment relationship exists between the host and the employee.

Sep 15, 2026

Uploaded by Eden