Biz Momentum Blog

Accountants are increasingly finding themselves subject to complaints and litigation from employees.

Phil Lye managing Director of Biz Momentum is a qualified accountant (now not in practice) and is a well respected HR/IR Specialist assisting many businesses Australia wide. We have assisted many Accountants and their clients.

W can assist you whatever your requirements are: grievance, job descriptions, employment agreements, policies and procedures and much more.  We understand accounting. Call us today and see how we can assist you

(T) 61 7 3349 5662      (M) 0409 002 365       (E) info ( a t ) biz – momentum (d o t ) com

Emergency services leave is part of the entitlement to ‘community services leave’ that appears in the National Employment Standards (NES). The relevant sections of the Fair Work Act 2009 are ss108–112.

A permanent full-time or part-time employee is entitled to be absent from work to attend an ‘eligible community service activity’, which includes a ‘voluntary emergency service activity’.

The emergency service activity is eligible if the following conditions are met:

• The activity involves dealing with an emergency or natural disaster — floods meet this requirement, as do bushfires, major storm damage and major accidents.
• The employee engages in the activity as a volunteer (although he/she may still receive an honorarium, gratuity or similar type of ‘payment’).
• The employee is a member of a ‘recognised emergency management body’. This is defined as a body set up as part of a government-prepared plan for coping with emergencies or disasters, and whose main functions involve rescue, securing public safety, protecting property or otherwise responding to an emergency/disaster.
• Either the emergency service organisation requested the employee to take part in the emergency service activity or, if no request was actually made, it would have been reasonable to expect a request to be made if possible to do so. 
• The organisation is otherwise prescribed by Regulations to be eligible.

 Absence from work that is covered includes the following:

• the period of actual engagement in dealing with the emergency
• reasonable travelling time to and from the site of the emergency
• reasonable rest time to allow the employee to recover from the activity.

Source BSW Business Chamber

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.

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It’s vital that everyone in your organisation has a written outline of their role; a position description.

Position descriptions clarify what you can ask your employees to do AND give you the back-up you need if they refuse to follow your instructions.

With the introduction of modern awards as at 1 January 2010 there are detailed classifications that apply to your business when remunerating your employees. If your position descriptions are incorrect you could find yourself subject to claims for backpay.

Writing detailed position descriptions can be time consuming and costly. We at Biz Momentum have developed a suite of Job Descriptions that comply with legislation, pre-written and cost effective.

Contact us today to see how we can assist you. www.biz-momentum.com (T) 07 33495662 or email info (AT) biz-momentum.com ‘We service you whereever you are located’.

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.

Payroll records are important sources of information that can assist your business is proving you met your obligations under ‘fair work’ and paid your employees in line with their employment agreements and the award.

Fair Work has a number of regulations regarding what a pay slip should contain and for your convenience we have attached a copy to our post.

This information has been provided by Philip Lye of Biz Momentum. ‘Operating Australia wide’

For other helpful information visit us at www.biz-momentum.com

Pay Slip Template