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
Chiropractors’ are covered by a new award, the Health Professional and Support Services Award 2010.
There are significant fines for those that decide not to comply. Recently in a Guild Paper to the Chiropractors’ Association of Australia detailed information was given that demonstrated vast changes are required to be made in the way staff are remunerated.
We at Biz Momentum look after many Chiropractors Australia wide and can assist you comply and reduce costs. We are Chiropractic employee relations specialists to many practices. We have provided the Guild advice to you – it is serious and you must take action now.
Please speak with us on 07 3349 5662 or 0409 002 365 or email us.
Over the next 12 months, Australian employers will face further changes to the minimum safety net of employment entitlements. The Paid Parental Leave Bill 2010 (Cth) received Royal Assent on 14 July 2010, and introduces a national Paid Parental Leave Scheme, which is scheduled to commence on 1 January 2011.
For the first half of 2011, a six-month grace period will apply. In that period employers will be able to “opt-in” to administer parental leave payments, should they choose to do so.
From 1 July 2011, all employers will be obliged to administer the Scheme for their eligible employees.
Overview of the Paid Parental Leave Scheme
The main features of the Scheme are as follows:
Subject to qualifying criteria, full-time, part-time and casual employees will be eligible for parental leave payments.
Paid parental leave will be a government funded “entitlement” calculated at the Federal minimum wage rate, adjusted annually. This rate is currently $569.90 per week for a full time employee.
The federal government have updated the threshold on what amount a person earns before they are considered a high income earning employee and therefore award free. This is effective 1 July 2010.
This means that you must review your agreements where they contain a guarantee of annual income to ensure they comply with the new amount.
For your convenience the NES Fair Work Statement is attached.
For assistance call us at Biz Momentum 61 7 3349 5662 – operating Australia wide.
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.
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.
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.
“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.