In an interesting unfair dismissal case that was heard recently, an employer was ordered to pay compensation of $28,313.41 to an employee who was found to have been unfairly dismissed. … keep reading
The Fair Work Commission has made some changes to the following awards, effective from 13 November 2020:
Broadcasting, Recorded Entertainment and Cinemas Award [MA000091]
Fitness Industry Award [MA000094]
Funeral Industry Award [MA000105]
Horticulture Award [MA000028]
Live Performance Award [MA000081]
Racing Clubs Events Award [MA000013]
Telecommunications Services Award [MA000041]
Timber Industry Award [MA000071]
Wine Industry Award [MA000090]
These awards were recently updated from 6 November 2020:
Pastoral Award [MA000035]
Pharmaceutical Industry Award [MA000069]
In most cases, the changes are minimal and reflect changes to the layout, language and the inclusion of a rates table. The entitlements aren’t likely to change significantly, or at all. However, it is important to provide the current version of the award to your employees and ensure you are familiar with the updated document yourself.
If you’re unsure about how these changes apply to your business, get in touch with our Workplace Partners ASAP on 1300 766 380.
*This is general information only and doesn’t take your specific circumstances into account.
From 20 November 2020, many casuals employed under modern awards will see their overtime calculated differently.
As part of the 4 yearly review into the awards, the Fair Work Commission needed to clarify if the overtime calculation was to be made on top of the casual loading, or excluding the casual loading. … keep reading
This year, minimum wage increases have been staggered across the year. From the first full pay period on or after 1 November 2020, the following awards will see an increase of 1.75%: … keep reading
As the JobKeeper scheme has been extended, many of the terms of the JobKeeper provisions in the Fair Work Act have also been extended, effective 28 September 2020. … keep reading
Q. I’ve become aware of an employee making disparaging remarks about my business on social media. What can I do?
A. Hopefully you’ve got a documented social media policy in place that the employee has signed, and addresses this issue. If not, implementing a social media policy is a great place to start.
You should schedule a meeting with this employee to discuss the matter, allowing them to bring a support person if they chose to do so, and referring back to any relevant clauses in the employee’s contract and the social media policy. It would be a matter of putting the allegation(s) and any supporting evidence to the employee and providing the employee with the opportunity to respond.
As a reflection of the changing nature of the workplace, the Fair Work Commission has recently announced and prepared a model ‘work from home’ schedule. Currently, most awards don’t directly reflect this working arrangement which has become significantly more common due to restrictions as a result of COVID-19. … keep reading
The High Court of Australia handed down a decision on 13 August 2020, clarifying the rules around personal/carer’s leave; in particular, how it is accrued and taken under the terms of the National Employment Standards (NES). … keep reading
On 5 August 2020, the Fair Work Commission made a determination to vary the Real Estate Award. Schedule I has now been inserted to temporarily allow additional award flexibility during the coronavirus for commission-only arrangements. … keep reading