Each financial year, the Fair Work Ombudsmen (FWO) releases its Compliance and Enforcement Priorities. These are designed to highlight areas where the FWO believes there to be a lack of employment compliance, or potential for underpayments, within a specific industry or sector and where they will be devoting their attention and resources in the coming year.
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Businesses operating in Australia are subject to a number of requirements around record-keeping obligations. Whilst it may not seem like the most important part of running a business, it plays a significant role in employment compliance and the punishments for not being compliant can severely impact a business. Through this guide we’ll specify what details businesses must record and why it is so important for businesses to record them.
One of the most common errors we’ve identified that leads to underpayments are businesses incorrectly classifying employees, whether that be choosing the wrong award, or employee classification within it. Ensuring that your employees are being paid under the correct award is the first step to being payroll compliant. Failing to be compliant at these first steps means all other payroll compliance measures in place within your business will be redundant.
In this article, we take a look at the various scenarios that an employer may be facing, explain their rights and obligations and look at some of the options to manage the situation.
McDonald’s faces further claims of non-compliance relating to rest pauses – how do you prevent this occurring in your business?
Media coverage has once again focused its attention on the exploitation of employees, this time specifically those working at McDonalds. This is due to the fresh claims McDonalds is facing, alleging that the organisation deliberately denied, or didn’t enforce that employees take their paid rest pauses, as required under their award.
Whilst most businesses are winding down for a break over the Christmas period, some employers in Queensland, Western Australia and Tasmania are frantically trying to assess whether they will have sufficient staffing levels to survive the holidays.
As COVID-19 restrictions gradually lift across Australia, employees will be returning to work, or in some states, they may have already returned. It is important that employers therefore have a plan in place for their employees to return to work and how they will manage the COVID risk when they are back.
General Protections laws are intended to protect basic workplace rights, including freedom of association and shielding workers from workplace discrimination in accordance with international labour conventions. Under these laws, it is unlawful to take adverse action against a person because of a proscribed reason. Additionally, General Protections laws provide effective relief for persons who have suffered adverse actions, such as being discriminated against, victimised, or have experienced other forms of unfair treatment.
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