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Other Added - What is the Australian Fair Pay Commission & Standard - Does It Affect Your Business?
Most entrepreneurs and senior executives completely miss out on one of the most powerful branding strategies available in today’s market…The creation of their own personal brand. Most people in business understand the need to build brand equity at the corporate level or for products, services, intellectual property, etc., but very few understand the substantial benefits that are created from increasing their personal brand equity.When reading
Personal / Carers Leave
1 10 days per year paid leave– cumulative
2 2 days unpaid leave for emergencies – casual employees are included
3 Unpaid leave can be taken in broken periods i.e. half day
4 Employers have the right to request documentary evidence of leave taken – medical certificate or if unable to get employee to sign a statutory declaration.
Compassionate Leave
1 2 days paid leave to visit the seriou
In order to run a profitable business in the competitive world today, it is very essential for a business to have instant access to clients, information and potential future liasons. The dependibility on computers has increased to a point that any transaction without the invlovement of the technology is unimaginable.Computers have opened up new vistas that have made it possible for many small amd medium scale industries and regional applicatio
The ‘standard’ equates to the minimum conditions of employment that an employee is entitled to working in Australia
The ‘standard’ applies to constitutional corporations (incorporated) from 27 March 2006.
For non constitutional corporations (unincorporated) employee relations matters will be subject to the various state industrial relations commissions. You could say there is going to be double standards and this could well effect your business.
WHAT IS THE STANDARD
The standard replaces the safety net of minimum wages and conditions and preserves and establishes minimum conditions of employment for;
1 Annual Leave
2 Annual Leave Loading
3 Personal / Carers Leave
4 Maximum ordinary hours of work
5 Minimum wages
6 Parental Leave
Minimum Wages
1 Federal Minimum Wage ($12.75 per hour)
2 Minimum Award Classification rates of pay
3 Minimum wages for juniors, trainees, apprentices and the disabled
4 Minimum wages for Piece Workers
5 Minimum Casual Default Loading of 20%
Annual Leave
1 4 weeks annual leave for fulltime workers
2 5 weeks annual leave for shift workers
3 Annual leave is cumulative and accrued monthly
4 Proportionate annual leave
Cashing Out Annual Leave
1 Employees can cash out up to two weeks annual leave by written request if they are subject to an Australian Workplace Agreement or Federal Collective Agreement.
2 An employer cannot insist on an employee ‘cashing out leave’
3 There are potential Tax Implications
4 There are potential Workplace Health & Safety Concerns (Fatigue)
5 The employer can insist that the employee take annual leave for operational purposes if the business is subject to shut down over a season (Christmas period).
Parental Leave
1 12 months unpaid parental leave after 12 months continuous service
2 Casual workers included where they have a reasonable expectation of ongoing employment.
Personal / Carers Leave
1 10 days per year paid leave– cumulative
2 2 days unpaid leave for emergencies – casual employees are included
3 Unpaid leave can be taken in broken periods i.e. half day
4 Employers have the right to request documentary evidence of leave taken – medical certificate or if unable to get employee to sign a statutory declaration.
Compassionate Leave
1 2 days paid leave to visit the serious
When it comes to getting your message out to the media, there are two forces at work. The first is the diversity of media outlets that exist today. In addition to the mainstream print, television, and radio media, there are now millions of websites that publish news as text, audio, and video. The second force at work is the media's insatiable appetite for content. In an era of 24/7 cable news channels and Internet access, there is a never-ending dema
WHAT IS THE STANDARD
The standard replaces the safety net of minimum wages and conditions and preserves and establishes minimum conditions of employment for;
1 Annual Leave
2 Annual Leave Loading
3 Personal / Carers Leave
4 Maximum ordinary hours of work
5 Minimum wages
6 Parental Leave
Minimum Wages
1 Federal Minimum Wage ($12.75 per hour)
2 Minimum Award Classification rates of pay
3 Minimum wages for juniors, trainees, apprentices and the disabled
4 Minimum wages for Piece Workers
5 Minimum Casual Default Loading of 20%
Annual Leave
1 4 weeks annual leave for fulltime workers
2 5 weeks annual leave for shift workers
3 Annual leave is cumulative and accrued monthly
4 Proportionate annual leave
Cashing Out Annual Leave
1 Employees can cash out up to two weeks annual leave by written request if they are subject to an Australian Workplace Agreement or Federal Collective Agreement.
2 An employer cannot insist on an employee ‘cashing out leave’
3 There are potential Tax Implications
4 There are potential Workplace Health & Safety Concerns (Fatigue)
5 The employer can insist that the employee take annual leave for operational purposes if the business is subject to shut down over a season (Christmas period).
Parental Leave
1 12 months unpaid parental leave after 12 months continuous service
2 Casual workers included where they have a reasonable expectation of ongoing employment.
Personal / Carers Leave
1 10 days per year paid leave– cumulative
2 2 days unpaid leave for emergencies – casual employees are included
3 Unpaid leave can be taken in broken periods i.e. half day
4 Employers have the right to request documentary evidence of leave taken – medical certificate or if unable to get employee to sign a statutory declaration.
Compassionate Leave
1 2 days paid leave to visit the seriou
Figure out what you want to do.You can't write an effective resume if you have no job target. What I mean by this is you need to tailor your resume to the specific job you want to apply to. Gone are the days of sending out 400 copies of the same resume.Make a list of the jobs you have held that have relevance to the new job target.If none exists, what skills did you acquire from those jobs that a
3 Minimum wages for juniors, trainees, apprentices and the disabled
4 Minimum wages for Piece Workers
5 Minimum Casual Default Loading of 20%
Annual Leave
1 4 weeks annual leave for fulltime workers
2 5 weeks annual leave for shift workers
3 Annual leave is cumulative and accrued monthly
4 Proportionate annual leave
Cashing Out Annual Leave
1 Employees can cash out up to two weeks annual leave by written request if they are subject to an Australian Workplace Agreement or Federal Collective Agreement.
2 An employer cannot insist on an employee ‘cashing out leave’
3 There are potential Tax Implications
4 There are potential Workplace Health & Safety Concerns (Fatigue)
5 The employer can insist that the employee take annual leave for operational purposes if the business is subject to shut down over a season (Christmas period).
Parental Leave
1 12 months unpaid parental leave after 12 months continuous service
2 Casual workers included where they have a reasonable expectation of ongoing employment.
Personal / Carers Leave
1 10 days per year paid leave– cumulative
2 2 days unpaid leave for emergencies – casual employees are included
3 Unpaid leave can be taken in broken periods i.e. half day
4 Employers have the right to request documentary evidence of leave taken – medical certificate or if unable to get employee to sign a statutory declaration.
Compassionate Leave
1 2 days paid leave to visit the seriou
Metal stamping dies are the devices used in metal stamping machines. Each metal stamping machine can have one or more than one dies depending on the kind of machine. Dies are the main components in metal stamping machines that do the actual casting, punching, cutting and shaping of the metal sheet.The basic die operations are drawing, shearing and bending. In metal stamping, the metal sheets are placed in a die or a press tool which has a spec
2 An employer cannot insist on an employee ‘cashing out leave’
3 There are potential Tax Implications
4 There are potential Workplace Health & Safety Concerns (Fatigue)
5 The employer can insist that the employee take annual leave for operational purposes if the business is subject to shut down over a season (Christmas period).
Parental Leave
1 12 months unpaid parental leave after 12 months continuous service
2 Casual workers included where they have a reasonable expectation of ongoing employment.
Personal / Carers Leave
1 10 days per year paid leave– cumulative
2 2 days unpaid leave for emergencies – casual employees are included
3 Unpaid leave can be taken in broken periods i.e. half day
4 Employers have the right to request documentary evidence of leave taken – medical certificate or if unable to get employee to sign a statutory declaration.
Compassionate Leave
1 2 days paid leave to visit the seriou
Where many marketing conversations get off-track are the ones you have with yourself, before you even pick up the phone or initiate the handshake. As independent professionals, usually at the helm of solo businesses, we sometimes find ourselves facing daunting internal obstacles as we try to begin our day’s marketing activity. With no one in our office-of-one to help with a confidence booster, an important resource to have in our self-management to
Personal / Carers Leave
1 10 days per year paid leave– cumulative
2 2 days unpaid leave for emergencies – casual employees are included
3 Unpaid leave can be taken in broken periods i.e. half day
4 Employers have the right to request documentary evidence of leave taken – medical certificate or if unable to get employee to sign a statutory declaration.
Compassionate Leave
1 2 days paid leave to visit the serious ill, a dying relative or attend a funeral
Hours Per week
1 38 hours per week ordinary hours
2 Hours can be averaged out (seasonal requirements)
3 Employees can be requested to work extra reasonable hours
4 Overtime and penalty rates remain part of awards and agreements unless removed through bargaining.
While naturally the ‘devil’ is in the detail it is important to recognise that these rules may be subject to change over the next 6 months.
Employers need to take expert advice when considering the implications to their business as the implication are Australia wide.
If you are unsure as to how the ‘standard’ applies to your business or whether you are an incorporated or unincorporated entity you may need to speak with us.
Visit www.biz-momentum.com for other informative articles designed to assist small businesses. Subscribe to our free monthly e-zine to keep up to date.
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