Subscribers operating under or considering an Enterprise Agreement (Agreement) should be aware of recent changes made by the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022. With these changes outlined below, members may decide to start implementing their own single Agreements to avoid being possibly compelled into bargaining by employee bargaining representatives…
It is important to be aware of upcoming changes to the Family and Domestic Violence Leave entitlements under the National Employment Standards (NES) and proposed amendments to the Paid Parental Leave framework. Paid Family and Domestic Violence Leave Entitlement to leave All employees, including casuals, can access 10 days of paid family…
Employers should be aware of legislative changes that have recently been formally approved in the Industrial Relations space. It is also important to keep informed of proposed changes which form part of the government’s Industrial Relations reform agenda. Recent changes Paid Family and Domestic Violence Leave From 1 February 2023, employees will be immediately…
Having a clearly defined and unambiguous employment contract is important as this sets out the relationship between an employer and an employee. Although it is a typically straightforward process, employers do make mistakes with their standard contracts which is then compounded across several employees. These mistakes may cause future liability issues in the event of…
Given the recent increase in COVID-19 cases and the shift to rapid-antigen testing as an official method of verification, members need to be aware of potential Workers’ Compensation claims from employees who contract the disease in the course of their employment, as this is considered an injury under Victorian legislation. Individual claims relating to COVID-19…
Changes to Overtime Calculations for Casual Employees Effective from 23 November 2021 From 23 November 2021, employers will be required to apply the compounding approach when calculating the pay of their casual employees who work overtime. This means that the casual loading rate of 25% will apply to their ordinary hourly rate before the application…
Employers are often faced with changing circumstances that can impact their ability to retain certain employee positions. Redundancies can occur when a business has or is forecasting lower sales or production, undergoes a restructure, or if the introduction of new technology can replace an employee’s tasks, among other scenarios. However, employers must still make sure…
Common areas the Constructive Workplace Solutions team provides guidance and support on are performance management, termination and redundancies. There are often myths about these topics in the industry, many of which are not technically correct. When considering whether it is appropriate to terminate an employee, each circumstance should be assessed individually and a number of…
Given the recent increase in COVID-19 cases across Australia, employers want clarification around leave provisions for employees who have tested positive, or who are considered close contacts. Employers may also be concerned about employee eligibility for government payments, as they potentially face financial hardship when having to pay out personal leave entitlements on a wider…
Are you sure whether you need a bargaining representative to begin your Enterprise Bargaining Process? We have the answer for you! Employers and employees may appoint any person as their bargaining representative for a proposed enterprise agreement. Bargaining representatives are entitled to bargain for enterprise agreements and depending on the type of agreement will usually…