The implementation of Modern Awards has opened up the possibilities of employers entering into Annualised Awards with their employees.
This provides that an employer may pay an employee an annual salary in satisfaction of certain provisions of the award such as;
1. Minimum weekly wages;
2. Allowances;
3. Overtime and penalty rates; and
4. Annual leave loading.
Where an annual salary is paid the employer must advise the employee in writing of the annual salary that is payable and which of the provisions of this award will be satisfied by payment of the annual salary. The annual salary must not disadvantage the employee and must be reviewed annually.
At Biz Momentum we can assist you in writing and implementing these agreements for your business.
Contact us www.biz-momentum.com (T) 617 3349 5662 (M) 61 409 002 365 – we work Australia wide.
There seems to be some confusion within the Chiropractic Profession in respect to the new modern award ‘the Health Professionals and Support Services Award 2010’.
We at Biz Momentum have assisted practices safely navigate the requirements of these changes resulting from award coverage and the new Fair Work Act.
You can help yourself by contacting us www.biz-momentum.com (T) 61 7 3349 5662 (M) 61 409 002 365 We work Australia wide.
An employer and an award/agreement-free employee (such as an Accountant, Human Resource Professional and Lawyers to name a few employees in award free categories) can agree to the employee cashing out a particular amount of the employee’s accrued annual leave.
There are rules in what an employer must do to cash out annual leave. For further information please contact Biz-momentum www.biz-momentum.com (T) 617 3349 5662 (M) +61 409 002 365. ‘Servicing Australia in all states and territories’.
BUSINESSES will be forced to employ minimum numbers of females in the workplace under new laws being considered by the Federal Government.
Bosses employing 15 or more people will be required to report on the gender balance in the workplace under proposals in a new government commissioned report.
A “DELIBERATELY dishonest” manager sacked after colluding with his colleagues to defraud his employer has had the manner of his dismissal ruled unreasonable by Fair Work Australia.
In the latest decision to concern employers, the tribunal found that the employee’s admission that he had taken money from his employer, Kings Transport and Logistics, warranted his termination.
Fair Work said the employee’s actions were “deliberately dishonest” and he had “conducted himself in a manner fundamentally inconsistent with the basic expectations of an employee”.
But while the tribunal found the reason for his sacking was valid, it ruled that it was unreasonable because of the way the company had investigated the allegations.
“The evidence before me indicates that Kings has demonstrated an entirely inconsistent approach to the employees involved in this behaviour,” it said.
“This could only be described as managerial incompetence”.
The message is clear; conduct procedures and processes professionally.
In a decision that should end shock waves through the small business community Australia’s industrial umpire has ruled that a long-term employee who was legitimately sacked for repeated safety breaches must be reinstated and paid compensation because of his poor education and poor job prospects. In the latest ruling to concern business, Fair Work Australia found the worker had engaged in “relatively serious misconduct”, but ruled the sacking harsh due to his length of service and the fact he was a poorly educated middle-aged family man.
Ensure you make informed decisions and speak with us www.biz-momentum.com Working Australia wide. (T) 61 7 3349 5662
Businesses have become increasingly concerned in hiring new employees in what is not good news for potential employees.
In the last 6 months since the inception of Fair Work an increase in unfair dismissal applications have been lodged to 5200 claims. Only half of these claims have been resolved through conciliation.
However the good news is that you can risk manage your business from the merry-go-round of unfair dismissal by taking appropriate action and advice.