Do you dread having to sit your employees down to deliver ‘bad news’ for them about their performance? Do you put off having difficult conversations with your employees as a result?
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.
Employers may need to temporarily close down their businesses for a range of different reasons, this is considered a shut down. Shut downs may occur because of refurbishments or during slow periods of the year, such as Christmas and New Year.
Payroll Compliance seems like a simple issue.
Providing or acquiring references for prospective employees can be a daunting process.
The Privacy Act is just one area of law that impacts on what managers can say or do in regards to giving a reference.
Last week, the Victorian Premier Daniel Andrews, announced an Australia-wide first scheme, offering a sick pay guarantee for casual workers in Victoria. Naturally, this has sparked an abundance of questions from employers and employees alike, so the ER Strategies team has broken down the key information below.
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.
In March 2021, 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.
What are an employer’s rights to require an employee to work on a public holiday? What are the employee’s rights not to work? We consider the requirements under the Fair Work Act.
We recently had a client pose the question “Can we monitor an employee’s emails and what are the privacy concerns?” In researching the answer we came to the conclusion that the law is very confusing, with no one committing absolutely clearly what an employer’s obligations are. However, we offer a practical solution to the issue.
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