Biz Momentum Blog

An Adelaide company that employed two (2) employees was fined $288,000 for underpaying their two (2) workers less than $4,000.

Many business owners still continue to keep being surprised by the veracity of claims against them and the courts are continuing to take a tough line with employers they believe are deliberately flouting the law.

Employers need to be extra careful about industrial relations compliance and understand that it is not an easy exercise to remain vigilant and up to date with the many changes in addition to complying with modern awards.

Biz Momentum provides employers and businesses with expert advice in each state and territory – get the facts on 07 3349 5662.

Chiropractors you must at a minimum understand the following to protect your business.

1.    Ordinary hours are from 6am to 6pm Monday to Friday. You are not considered a Medical practice which has preferential ordinary hours.

2.    Employees who work outside these hours are considered shift workers in some circumstances and you must pay them a 15% loading on all hours worked that shift. E.g. Employee commences 2pm and finishes 6.30pm a 15% loading is paid on each hour.

3.    Saturday work is paid at penalty rates e.g. time and one half and double time.

4.    Associates cannot be paid an all up rate or a percentage of revenue invoiced by the Associate.

5.    This exposes you to penalty rates, paid annual leave and other benefits you must pay.

6.    Your Chiropractic Assistants working reasonably predictable hours are considered permanent part-time employees and cannot be paid as casuals anymore.

7.    Most Chiropractors (97%) in Australia are in major breach of the new Health Professionals and Support Services Award. This leaves you open to serious risks, fines and penalties. Fines per breach can amount to $33,000.

We at Biz Momentum have developed products and services that assist you in keeping employees as casuals as well as employing Associates in a manner that will not cost you any more than you are currently paying them

For further information ring the Chiropractic Employee Relations Specialists Biz Momentum. We have Chiropractors in every state and territory of Australia.

Contact: 07 3349 5662 for solutions to your unique requirements.

Allsopp Accountants is sponsoring a seminar on understanding your employee obligations on Wednesday 25 August 2010.  

Philip Lye from Biz Momentum will present this practical seminar. For further information please download the two (2) attachments.

Understanding you Employee Obligations Invitation

Topics and Speaker

If an employee is given payment for their employee entitlements upon termination of employment in lieu of working any notice period then the Fair Work Act considers that the Superannuation Guarantee is to be paid.

This can be a tricky issue in some situations and depending on your circumstances you should take advice. Redundancy and other forms of termination have different applications to what should or should not be paid or included.

Contact us on +61 7 3349 5662

Biz Momentum has developed a comprehensive employment agreement for Chiropractic Associates that comply with the requirements of Fair Work and the Heath Professions and Support Services Award.

Chiropractors can no longer employ Associates on common law agreements based on an all up rate or a percentage of fees however we have designed a compliant agreement that achieves the same outcome with certain changes.

We have Chiropractors in every state and territory of Australia and are specialists with a vast knowledge of the profession. For further information call +61 7 3349 5662.

Did you know your employees do not have a statutory right to a smoke break in the workplace?

Have you ever added up the cost of the loss of productivity of smoking in your workplace?  You may be very surprised. What seems to be a 10 minute break often rolls into 20 minutes.

Consider doing the following:

• Have a policy that clearly states that smoking is confined to rest breaks and not your time.
• Set out why the policy is in force, (e.g. Health & Safety).
• Specify where employees are allowed to smoke and where they are not. (Different states have different requirements).
• Identify who is responsible for enforcing the policy.
• Outline what the consequences of not complying with the policy are.

For further assistance please contact Biz Momentum. We have clients in all states and territories of Australia and advise some international clients. (T) 61 7 3349 5662 (m) +61 409 002 365