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Complimentary briefing on your obligations under the Fair Work Act

Written on the 16 February 2011 by Gavin Hanrahan

... or other workplace issues

It's now just over 12 months since the Fair Work Act came into full effect, including the application of Modern Awards and the National Employment Standards across most workplaces.  Additionally, there have been further changes which took effect from 1 January 2011 eg.  Paid Parental Leave.

We're finding that quite a few employers are still not fully aware of their obligations under the new federal system...and often when we have a chat with them it becomes apparent that they're not fully compliant.

If you're unsure of your obligations under the new system and you'd like to have a complimentary chat with me about it, please give me a call on 02 490 48037 or send me an email and I'll arrange a mutually convenient time to come to your office to meet with you and your relevant HR/Payroll staff.












 


Author: Gavin Hanrahan
Publications

Employment

Employers need to get ready for the new National Employee Standards

Written by Gavin Hanrahan, Partner - The 1st of the National Employment Standards (NES) is that which provides that the maximum weekly hours are 38 hours for full-time employees (or if the employee works less than 38 hours per week, then their ordinary hours of work in a week), subject to reasonable additional working hours.   ...

Read More ...

How should employees give notice when they are sick?

When determining how employees should give notice when they are sick, there are two main points to consider: the employer can via a policy (written or verbal) regulate the nature of the notice to be given e.g. – the employee has to speak (not text or email) to the HR manger before 8.30am;
it makes sense for the pol...

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10 Rules for Executives to Follow When Confronted with a Disciplinary Meeting

  Disciplinary meetings can be stressful and demanding for both executive employees and employers. Indeed, many employees have never had to attend a disciplinary meeting and many employers have never had to conduct one. In these circumstances, where one or both parties are inexperienced, it is common for either party to make r...

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Unfair Dismissal Maximum Compensation Explained

The preferred method of resolving an unfair dismissal claim, under the unfair dismissal provisions of the Fair Work Act 2009, is the reinstatement of the employee (which includes back-pay) to the position they were previously in or into a new position that is deemed to be similar to the previous one. Similarity is defined by hours, responsibi...

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The Unfair Dismissal High Income Threshold Explained

The high income threshold for unfair dismissals refers to the highest possible income an employee can have, unless they are covered by an award or enterprise agreement, before they are excluded from making an unfair dismissal claim against their organisation. This threshold applies under the Fair Work Act 2009 (Cth) and changes every year on ...

Read More ...

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