Back in February 2019, the Fair Work Commission (FWC) released a decision regarding significant changes for modern awards with salary provisions. The FWC has not yet released a date for when these changes will come into force, or whether transitional arrangements will apply. If your business employs salaried staff through any of the listed awards below, you need to be prepared for these upcoming changes. … keep reading
The Fair Work Commission (FWC) has today announced a Federal Minimum Wage (FMW) increase of 3%, to apply from the first pay period commencing on or after 1 July 2019. … keep reading
There have been some significant changes recently decided by the Fair Work Commission (the Commission), regarding commission only arrangements under the Real Estate Industry Award. … keep reading
Late last year there were a flurry of changes implemented around employment conditions and modern awards. We’ve already covered Family and Domestic Leave updates and Casual Loading Offsets. Now, we bring you all the details around the updates to Flexible Work Arrangements and Modern Awards.
If you’re like most businesses, your initial job application process probably hasn’t been reviewed in many years. It’s possibly a list of questions that you ‘borrowed’ from someone else. Maybe you fly by the seat of your pants every time someone applies for a job. Either way, it’s important to understand that there are anti-discrimination obligations regarding job applications, even if you don’t decide to hire anyone for the role.
The statistics on domestic violence in Australia are staggering. WhiteRibbon.org.au reports that an average of one woman a week is murdered by their current or former partner. With thousands of people (including men, women and children) across the country experiencing domestic and family violence in their homes, recent changes to the Fair Work Act 2009 are intended to help provide certainty about requesting time off from work whilst managing these challenging situations.
The Workpac v Skene [2018] FCAFC 131 decision from early this year was challenging for many employers of casual staff. In this decision, it was effectively found that an employee who had been paid and classified as a casual, should have been classified as a permanent employee, and was then awarded paid leave entitlements.