Effective 1 August 2018, all employees covered by modern awards, including full?time, part?time, and casual staff, are entitled to unpaid domestic violence leave. Businesses must now consider how they will manage this entitlement within their workplace policies.
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.
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.
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Fair Work Wage Audits are essential for Australian businesses to remain compliant with workplace laws, avoid costly penalties, and protect their reputation. ABILITY GROUP specialises in guiding employers through these audits, ensuring accurate wage practices and safeguarding against Fair Work Ombudsman enforcement actions.
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Australia’s workplace landscape is undergoing significant change, with growing pressure on businesses to address the issue of so?called “fake” casuals. The Australian Council of Trade Unions (ACTU) has raised concerns that many workers classified as casuals are, in reality, working under arrangements that closely resemble permanent employment. This has sparked calls for tighter definitions and stronger employee protections under the Fair Work Act 2009.
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ABILITY GROUP recently achieved a landmark outcome for a client, saving them $400,000 in premium costs through a meticulous claim review and arbitration process.
When engaged, ABILITY GROUP immediately escalated the claim to senior insurer levels, recognising its potential impact. Ahead of arbitration, the team pressed for additional evidence and secured a delay in settlement. This proactive approach allowed time to develop a clear, achievable strategy in collaboration with solicitors and the client.
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