Modern-Award System - it's here

 

Do you know if you fall under the state or federal jurisdiction of the Modern-Award enactments?  Be prepared, that as of 01 January 2010, the new Modern award and National Employment Standard is effective.  Has your state refered their powers to the Federal Government?  What changes must you implement immediately?

Dont get caught applying the wrong penalties or provisions under the modern-awards and the NES.    Penalty provisions may apply, even if it was an innocent error. 

 

National Employment Standards (NES) and Modern Awards

 

Is your Business compliant ready?

Changes under the National Employment Standards include:

  • Maximum ordinary hours
  • Requests for flexible working arrangements
  • Parental Leave
  • Annual Leave
  • Personal Leave
  • Community Service Leave
  • Long Service Leave
  • Public Holidays
  • Notice of Termination and Redundancy
  • Fair Work Information Statement

From my experiences, wage claims from current and former employees may be complex and lengthy and may impact on what you do best.

 

Do you know how the changing legislation may affect your business and your employees?

The Small Business Fair Dismissal Code came into effect on the 01 July 2009.  Employers today are faced with a myriad of changing legislation, which can be time consuming and complex.  Ineffective understanding and interpretation of the National Employment Standards and the Modern Awards, may be costly to an employer for not keeping proper time and wage keeping records or paying the appropriate wages and conditions. 

 

Did you know that the Small Business Fair Dismissal Code came into effect on the 01 July 2009?

  • The Fair Dismissal Code applies to small business employers with fewer than 15 full-time equivalent employees.
  • Small business employees cannot make a claim for unfair dismissal in the first 12 months following their engagement.

 

Did you know that the transitional provision in Award-reliant industries may affect you and your employees?  

  • A large number of employees may be directly affected particularly in industries such as retail, hospitality and aged care to name a few.
  • Potentially employers could be required, in moving from the transitional instrument to a modern award, to deal with a series of phased-in increases and decreases, going in different directions, for not just one, but a whole range of entitlements.
  • Thus possibly creating complexities for the employer and their payroll systems 

Disclaimer: information on this site is provided as general guidance only and is not legal advice. Information provided may change in accordance with legislative changes. Allison Coles accepts no liability for loss or damage arising out of the use of this information.

Allison Coles- Workplace Relations Advisor

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