Biz Momentum Blog

Biz Momentum conducts equipping and training as part of their services to business. We sometimes define training as rote learning such as the Pavlov’s Dog experiment and so from experience and results we prefer to equip people.

Equipping employees means giving them teaching, practical applications, demonstrations and the tools to immediately apply change into your business, a sort of ‘I Do You See’ demonstration culminating in ‘You Do I See’ hands on experience.

We have proven this method to be far superior to training and have a 90% success rate than training.

See for yourselves and call us to discuss how we can help you and how this process can radically improve productivity and application in your business.

The Australian Taxation Office published what they approve as reasonable travel and overtime meal allowances. We have attached a copy for your information.

Reasonable Travel and Overtime Meal Allowance

In most cases, the employer is prohibited from making any deductions from an employee’s wages or termination pay without:

the specific authority of the employee;

a provision specified in the relevant award or agreement;

or a condition specified in the contract of employment that allows the employer to make deductions from monies due to an employee under reasonable circumstances.

It is important to understand that deductions made with employee’s consent may only be paid to the benefit of a third party, not to the employer.

There are a range of items you are permitted to make by law and others where you can’t. What do you do with personal loans and damaged property.

See Biz Momentum for today for the solutions.

From 1 July 2009 the scope of unfair dismissal laws will change to cover all employers, subject to an employee serving a qualifying period. 

Employees covered by a modern award or enterprise agreement, and instrument-free employees earning less than the high income threshold, ie $100,000 pa indexed from 27 August 2007 (currently $104,600 pa), will be able to make a claim.

The 100 people threshold has been scrapped.  The underlining principle for unfair dismissal laws continues to be the determination of whether the dismissal was ‘harsh, unjust or unreasonable’, with an emphasis for the primary remedy to be the employee’s reinstatement, rather than the payment of compensation to an employee. 

Other procedural requirements including a new termination of employment code and changes to policies and procedures are required by your business to minimise your business risk and you need to be prepared today for these changes.

Biz Momentum are running a free information session on these changes Wednesday 18 March 2009 at Milton. Numbers are limited. Information Session on Forwards with Fairness 18 March 2009

Contact Biz Momentum on info@biz-momentum.com or call us on 61 7 3349 5662 for further information.