Under the Superannuation Guarantee (Administration) Act 1992, employers have been required to make Super Guarantee Contributions (‘SGC’) to eligible employees at a minimum rate of 9.5% of their ordinary time earnings (OTE).
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ER Strategies’ Interactive Guide to the Federal Government’s Casual Reforms Legislation is now available!
In late March, the Fair Work Amendment (Supporting Australia’s Jobs and Economic Recovery) Act 2021 (Amendment Act) passed both Houses of Federal Parliament, which amended the Fair Work Act 2009 to include reforms to workplace rights and obligations for casual employees. The legislation has received Royal Assent and is therefore now in operation, with some transitional arrangements.
In late March, the Fair Work Amendment (Supporting Australia’s Jobs and Economic Recovery) Act 2021 (Amendment Act) passed both Houses of Federal Parliament, which amended the Fair Work Act 2009 to now include reforms to workplace rights and obligations for casual employees. The legislation has received Royal Assent and is therefore now in operation, with some transitional arrangements.
This month (March 2021) marks a full year since the Federal Government announced the JobKeeper scheme, providing unprecedented financial support to many employers and employees across Australia. Unfortunately, this month also signals the end of the scheme, along with the Fair Work Act flexibilities extended to eligible ‘Qualifying’ employers and ‘Legacy’ employers as part of the program.
With the first COVID-19 vaccinations under the federal government’s COVID-19 Vaccine National Rollout set to take place today, Monday 22 February 2021, employers around Australia will need to consider how the availability of COVID-19 vaccines may impact their broader Work Health and Safety obligations to their employees and persons who come into contact with their business.
As a result of COVID19, the Australian government has provided significant financial support to employers through the subsidy known as JobKeeper (‘JK’). The JK program commenced in March 2020 and will cease at the end of March 2021.
The Government on 9 December has moved to make significant and important changes to the Fair Work Act 2009. The aim of the proposed legislative changes is to resolve uncertainty as to casual employment by defining what is a casual employee, adding flexibility for part time employment, providing flexible work directions, introducing changes to enterprise bargaining rules and the approval process, and through new compliance and enforcement obligations.
On 27 July 2020, the Health Sector Awards Full Bench issued a decision ( FWCFB 3940) granting an entitlement to paid pandemic leave for most employees working in the aged care industry who are covered by the following awards:
Does unpaid leave extend the minimum employment period (probation period) in relation to unfair dismissal claims?
Most employers now conveniently align the probation period under their contracts of employment to the minimum employment period under the Fair Work Act 2009 (the Act).
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