Biz Momentum Blog

Reasonable additional hours are additional hours worked each week in access of 38 (or agreed or usual weekly hours for permanent part-time employees’ or casuals) that are considered reasonable after certain factors have been taken into account.

You must consider all the relevant circumstances before deciding if additional hours are reasonable. Some considerations may be:

• Are there any health and safety factors in the employee working additional hours?
  
• Has the employee certain commitments that would be unreasonable for them to forgo? (more…)

Philip Lye the Managing Director of Biz Momentum will be in Japan from the 10^th June 2010 until 18^th June 2010.

Phil will be taking a seminar in Osaka and conducting some meetings in Sapporo.

Earlier this year we participated in meetings in Germany and Switzerland.

Biz Momentum undertakes international assignments from time to time. Why not invite us to speak at your next event. For further information contact us today.

Having long term casual employees in your business comes with obligations.

Did you know a long term casual employee?

• Has the right to a claim for unfair and unlawful dismissal.
• Is entitled to paid long service leave.
• Must be given a copy of the Fair Work Information Statement.
• May be entitled to unpaid parental leave (maternity, paternity and adoption leave).

(more…)

As part of normal business practice today employers are increasingly dependent on employee’s performing their duties by using email and internet technology.

Recent studies have demonstrated that abuse of these systems is rife in the workplace.  In one investigation Biz Momentum discovered that one employee had visited over 500 different porn sites in a 6 months period. Employers have an obligation to inform, train and ensure that employees understand their responsibilities and rights in using the employers email and internet systems.

(more…)

The commonwealth government has introduced a paid parental leave scheme for all eligible Australians. The scheme is scheduled to begin 1 January 2011 and YOU NEED to be aware of your obligations.

While nothing is set in concrete the government recently released draft legislation which is expected to be passed soon. Basically the scheme provides primary caregivers of newborn children with 18 weeks paid parental leave.

Some of the details are:

• There will be a phasing in period of 6 months where the draft indicated that the employer will not be required to pay the caregiver and where the caregiver will claim directly from the Family Assistance Office. You will be required to pay eligible primary caregivers from 1 July 2011.

(more…)

The introduction of Fair Work has brought about many changes that an employer is required to keep abreast of and ensure compliance with.

Most employment agreements are now out of date and now may be a good time to bring your agreements up to date.
There are significant penalties for non compliance.

Consider the following;

• Do your agreements provide an acknowledgement that the employee has the right to work in Australia.

(more…)

Under Fair Work there is no statutory limit as to how long a verbal or written warning remains valid.
However as a general rule, depending on the severity of the circumstances and the event one to six months is appropriate.
In considering warnings there are some things an employer should consider;

• Ensure the confidentiality of the warning process as being between only those parties that have involvement in the process.

(more…)

Employee participation in unions has grown as more employees turn to unions to assist them in improving their pay and conditions.
Employers need to be educated about how, when, why and if unions become part of their workplace what their obligations are.
Call us to see how we can assist your business ensure that it complies with its employment obligations. Call us on 61 7 3349 5662 working Australia wide

In recent days Fair Work Australia has recovered significant amounts of employee entitlements underpaid to employees.

It is vitally important to ensure that you pay your employees correctly and that you understand your obligations surrounding termination of employment including payment of notice periods, redundancy payments, severance payment s to name a few.

Biz Momentum can assist you with determining what you must pay your employees and assist you safely navigate Fair Work requirements. 

Recent recoveries by Fair Work included:

• $16,900 for two Fortitude Valley cleaners underpaid their redundancy entitlements
  
• $16,000 for a Kangaroo Point educator underpaid wages in lieu of notice and accrued annual leave on termination of employment
  
• $7400 for a Indooroopilly food and beverage assistant underpaid hourly overtime and penalty rates
  
• $7300 for a manager in the CBD underpaid severance pay

(more…)

“There’s a dramatic change in the workplace today which should be a major concern to every HR department and boardroom.” (the Australian)
It is being widely reported that many managers and workers are intending to move. Many believe that their sacrifices during the GFC have gone unrewarded.

Unless employers took action, companies risked losing their most talented employees and would be forced to pay the higher costs of recruiting new staff.

Employees rated being well rewarded along with development opportunities as being their top two choices.

There are strategies you can take to retain valuable employees and at Biz Momentum we can assist you in this process.

Contact us at (INFO ( AT ) BIZ-MOMENTUM.COM) OR TELEPHONE US ON 61 7 3349 5662. Biz Momentum operates Australia wide.