Frequently Asked Questions

Due to the requirement to recruit locally for many positions, we always try to support the regional areas where we operate. In this instance, interviews take place by telephone. We also conduct group Assessment Days where we invite groups of candidates in for a recruitment day. Please click the link here to see when our next recruitment events are scheduled.

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“What roster will I be working?”

This can vary according to the site but you could be working a two week on / one week off roster, 28 days on / 9 days off or other combinations. This will always be discussed and agreed to at the interview stage.

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“Can I change my roster after I start?”

We are guided by the requirements of our clients, so in most cases your roster will remain unchanged unless you change working location / project.

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“Is there a difference in salary?”

Although we work under an ECA (Employee Collective Agreement), salaries can vary above this according to the project and your roster. This will always be discussed and agreed to at the interview stage.

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“Why do I need to have a medical test (do I pay for this)?”

We have a Duty of Care to ensure our employees are not placed in roles that may potentially harm them or place them at risk. An important part of our recruitment process is to ensure our candidates are physically able to perform the duties they are being considered for. All pre-employment medicals are paid for by Morris.

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“What is the difference between FIFO and DIDO? Who pays for the travel?”

FIFO (Fly In / Fly Out) is a benefit offered to those staff working in very remote sites and is generally provided free of charge to the employee.

DIDO refers to Drive In / Drive Out and is at the employee’s expense and in their own time. Some roles are specifically designated as either FIFO or DIDO and you will be advised of this at the interview stage or it will be indicated on the job vacancy.

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“What are my hours of work?”

This can vary but usually employees are required to work a minimum 10 hour day for the duration of their roster. Many staff are also required to work night shift or very early breakfast shift.

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“Will I get paid overtime?”

Yes – our employees who are covered by our ECA are paid for all work performed outside of their normal rostered hours.

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“What is my uniform?”

Staff are issued with safety boots and safety uniforms free of charge upon commencement. It is very important that these are worn correctly at all times whilst on roster.

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“Where are Morris sites located and what facilities do you have?”

Morris operates sites which are mainly located in outback Queensland and Western Australia, servicing mining and construction projects. Wherever possible we try to recruit locally based employees although, due to remote locations, this is not always possible. Location preferences can be discussed with you at interview stage. Due to the contract nature of our work, some sites are only operational for short periods. If this is the case this will be discussed with you and transfer opportunities offered wherever possible.

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“What opportunities are there for promotions?”

Due to the regular opening of new sites, we have many opportunities for our employees to grow with the company. Many of our managers have grown from within the ranks and developed their skills and experience to prepare them for higher responsibilities. 

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“Can I transfer from one Morris site to another?”

Yes – many of our staff have moved between sites and even states if they wish. Transfers cannot be guaranteed and are subject to many factors including the site requirements and employee performance and preference.

 

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“What is the minimum age for working at a Morris site?”

You will need to be at least 18 years old to work at our remote sites. We have a very diverse age group of employees from diverse backgrounds. Many of them enjoy the camaraderie that accompanies working remotely and consider their Morris colleagues to be their “second family”. 

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“What are the challenges of working at a remote site?”

Working at a remote site is not for everyone and you need to consider carefully whether it is right for you. There is a big difference in saying goodbye to your family and loved ones in the morning, knowing you will see them when you get home at night, to saying goodbye and only seeing them in four weeks. Extreme weather conditions, long drives to site locations, less than reliable internet and mobile coverage in some sites, long hours, limited entertainment and recreational activities are all factors to consider before applying for a position with Morris. Balancing this is the attractive salaries, free, clean and comfortable accommodation, great food and extended time off.  These are all things that, for many, make the job very attractive.

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“What is the accommodation like?”

At the majority of our sites employees enjoy their own single, air-conditioned accommodation with ensuite, TV and desk. We like to think that our accommodation is right up there with the best in the business and take great pride in providing our customers and staff with clean, comfortable and well maintained rooms.

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“Do I need to have a Driver’s Licence?”

You will need a valid Driver’s Licence for many roles (depending on the position), however this is not essential. Many of our positions are drive in / drive out and so you will need to be able to provide your own transport to get to and from site (although carpooling is an option at many sites). In Western Australia, all roles are Fly In / Fly Out so for most positions no Driver Licence is required. This will be discussed in more detail during the interview.

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“Do you have internet and mobile phone access in remote areas?”

Most of our sites have excellent mobile and internet connection, although some locations have better connection than others.

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“If I am unsuccessful in my application, will my details be held on file?”

Yes – if you would like to be considered for other positions in the future please let us know and we will keep you on file.



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