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.

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