A series of polls have indicated the Shorten-led Opposition will win the May 2019 federal election. Here’s our review of Labor’s vision on reforming the Australian industrial relations system, as announced so far, which promises major changes of importance to all employers and the franchise sector in particular.
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The expanded coverage of the legislation is – at least in part – a response to the release of the findings of the Hayne Royal Commission into the Banking, Superannuation and Finance sector. However, the new laws will impose significant new obligations on a much wider range of businesses than previously covered.
In what appears to be a disappointing – and unexpected – decision for Fast Food sector employers, the Fair Work Commission (FWC) has recently rejected an application to insert more flexible part-time provisions into the Fast Food award.
Single Touch Payroll is now a reporting change for smaller employers. The ATO has provided a list of at least 6 low-cost software providers who have products ready for use, for those micro employers who need to report through STP, but do not currently have payroll software.
The Federal Government recently varied the Fair Work Regulations 2009 to allow employers, in certain circumstances, to claim an offset of an employee’s casual loading against any NES entitlements owing to the employee, where the employee was incorrectly classified as a casual.
Back in August this year (2018) we reported that the FWC had finalised and updated all industry and occupation Awards to include a new clause dealing with family and domestic violence leave provisions.
The Fair Work Ombudsman has recently stated that franchisors must educate and train their franchisees as one of the four essential steps to avoid legal and reputational risk when franchisees don’t follow workplace laws.
All Victorian employers, and employers of employees who work in Victoria, need to be aware of the significant changes to the Long Service Leave act which come into effect on 1 November 2018 (unless proclaimed earlier by the Victorian Government).
The recent introduction of new Vulnerable Worker amendments to the Fair Work Act means employers are now liable for dramatically higher penalties for improper employment record-keeping and incomplete payslips.
The Fair Work Ombudsman (FWO) – the independent statutory body responsible for enforcing compliance with workplace laws and education – has recently published a resource for franchisors providing guidance on their responsibilities and practical steps that they can implement to comply with the ‘reasonable steps’ requirements.
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