The Fair Work Commission (FWC) has implemented its first amendment to the flexible working arrangement provisions of the Fair Work Act 2009 (Cth) (Act), ordering an employee with carer’s responsibilities to attend their place of work in person one day a week
The Australian Federal Government has recently enacted significant reforms through the Fair Work Legislation Amendment (Closing Loopholes No 2) Bill 2024, marking a pivotal moment in the realm of industrial relations.
In the past, when a shutdown was approaching, a business would close shop and workers would take time off. Workers in a position to take annual leave would do so, and those that found themselves… Critical Changes to Unpaid Leave and Temporary Shutdowns
On the 4th of September the government introduced the Closing Loopholes Bill. This bill aims to close loopholes that exist within current pay and working conditions, with a specific focus upon gig workers. It will also increase penalties for non-compliance and breaches of pay and conditions such as, imprisonment for intentionally underpaying workers.
Employer understanding of these changes is vital and we encourage you to remain informed and to act prior to implementation. Within this article we have outlined a few ways in which you can do this.
As a business owner you are aware of the tribulations that come with managing people and how this MUST be handled sensitively and attentively. Sometimes employees can slip into bad habits, lose passion, and/or allow external influences and other factors to impact working capacities, behaviours and decision making. To help, we have identified what YOU can do to make the Disciplinary Process effective.
The proposed ‘Closing Loopholes Bill 2023’ will see future changes to the Fair Work Act 2009 (Cth), that may affect your business. This will see changes to contracts for casual and contract workers, adjustments to standards surrounding pay and conditions, and industry specific changes for the Road Transport Sector.
We foresee many changes coming to workplaces in response to this bill in mid 2024, and we encourage you to be aware and prepare for how this may impact your business.
As of the 1st of April 2023, a new code has been introduced to the Workplace Health and Safety Acts Code and Regulations. The introduced code states that employers need to, ‘manage the risk of psychosocial hazards at work’, increasing preventative efforts to address any potential hazards in the workplace.
As of the 1st of April 2023, a new code has been introduced to the Workplace Health and Safety Acts Code and Regulations. The introduced code states that employers need to, ‘manage the risk of psychosocial hazards at work’, increasing preventative efforts to address any potential hazards in the workplace.
As an employer it is important that you stay up to date with the changes that effect your employee wages and work conditions. There have been several announcements of late, that will see significant changes to workplaces in the coming weeks, inclusive of an increase to the national minimum wage.
Do you have an employee that isn’t quite meeting workplace requirements and role expectations? Have you informally discussed this with the employee only to see no notable changes? If you have answered yes to these questions, then it might be time to consider implementing a Performance Management process.
The Fair Work Act 2009 has recently been amended with many changes made to existing rules. It is critical that employers understand these changes as they will directly impact HR operations and what is required to remain compliant with workplace legislation.
The changes implemented will be introduced in a rolled-out capacity starting the 7th of December 2022 until the 6th of December 2023.
As an employer, neglecting to improve staff morale prior to the Christmas holidays may see you lose some of your best employees this season. To avoid this we advise that businesses consider the following as they prepare for the holiday wind down…
