A recent court case between WorkPac & Skene [WorkPac Pty Ltd v Skene [2018] FCAFC 131] has highlighted some ambiguous areas surrounding casual employee contracts. It described how an employee who had consistent working hours as a casual, by law was unable to take sick or annual leave.
From the 1 August 2018, all modern award covered employees will be entitled to take 10 days of unpaid domestic violence leave. Businesses will now need to determine how they will manage unpaid domestic violence leave in their workplace.
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Incorrectly classifying an employee as a contractor can be costly. Businesses can be fined up to $54,000 for sham contracting. It is easy to ensure you avoid such fines with advice from our human resources (HR) specialists.
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The Fair Work Act 2009 requires national minimum wage & minimum award rates be reviewed each financial year. The Fair Work Commission recently issued the 2017/18 annual wage review which will see increase by 3.5% from 1 July 2018.
The Fair Work Ombudsman (FWO) has had a targeted approach to the start of 2018 by issuing a number of penalties to businesses across Australia. Key issues being the underpayment of workers & failure to keep accurate wage & time records.
The Australian Council of Trade Unions (ACTU) is the collective voice of Australian trade unions has declared war on the increasing casualisation of the Australian workforce which they claim is being brought on by the rise of ‘fake’ casual roles.