Semua alasan yang sudah disebutkan dalam kalimat (ras, agama, dll.) tidak menjadi alasan penghalang untuk keberlanjutan pekerjaan.

Jadi tidak sama dengan pekerjaan tetap. Kalau perusahaan ada pekerjaan, perusahaan wajib menawarkan pekerjaan itu kepada karyawannya, dan karyawannya wajib melaksanakan pekerjaan tersebut, meskipun di saat transisi masa pekerjaan yg sekarang dengan yang akan datang.

The Court also noted the importance of understanding what is meant by the terms “casual” and “ongoing” or “permanent”:

“Whatever the nature of the employment relationship, the parties will have mutual obligations during periods of actual work or engagement. The distinction between casual employment and ongoing employment lies in the extent to which the parties have mutual employment related obligations between periods of work. If those obligations only exist during periods of work, the employment will be regarded as casual. If there are mutual obligations which continue between periods of work, there will be an ongoing employment relationship.”

The Court also said that the strongest indicator of ongoing employment is where the employer is obliged to offer the employee further work if it becomes available, and the employee is obliged to carry out that work.
http://www.findlaw.co.nz/articles/4270/am-i-a-casual-employe...