Key updates: Casual Conversion Notice by 27Sept, Award Increases and Super changes from Nov 1 PeopleStart have some key legislative changes, updates and reminders to share with you. 1. Casual Employment Conversion notice required by 27 Sept 2. Award rate increases for Group 2 Award from
Workplace
Thursday, the 9th of September is national “R U OK?” Day. R U OK? Day is a great time to check in with your employees about how they are doing and to offer any support they might need. The rise of the COVID-19 pandemic, the impact of lockdowns and restrictions, and the effects of natural
Building a diverse & inclusive workforce Diversity and inclusion within the workplace are powerful assets in producing a superior workforce. Research has shown that the benefits of diversity enable a workforce to gain increased adaptability, a wider combination of skills and experience, a
Manage and prioritise employee wellbeing in the modern work environment The COVID-19 pandemic has seen a spike in concerns regarding the mental health and wellbeing of employees. These challenges were heightened by the rise of the hybrid workplace model which combined remote and in-office work,
There have been some massive changes in the casual employment landscape, and we are very pleased to keep you all informed. What you need to know in a snapshot Finally… a new definition for casuals – hooray! Small businesses (under 15 employees) don’t need to offer casuals the right to
Reminder: Minimum Award wage increase 1 November 2020 for Group 2 awards On 19 June 2020, the Full Bench of the Fair Work Commission (‘Commission’) handed down its annual wage review decision. As a reminder these were: Minimum wages in modern awards will be increased by 1.75% from the start of
As you may be aware from our recent updates, on the 13th of August 2020, the High Court handed down a decision about the method of accruing and taking paid personal/carer’s leave under the National Employment Standards. The High Court found that the entitlement to 10 days of personal/carer’s
Coronavirus – to test or not to test? That is the question. As an employer you are legally obliged to contain the health and safety risks presented by COVID-19 infection in the workplace by seeking to ensure, as far as reasonably practicable, the health and safety of: your workers (employees,