REMINDERS

ANNUAL WAGE INCREASE

The Fair Work Commission (FWC) is currently reviewing the National Minimum Wage and minimum Award Wages.  Any changes to minimum wages will generally come into effect on 1 July 2024. We will advise you once the FWC has made its decision.
 
FYI, the annual increases for the previous two years were:
01/07/2022                   4.6%
01/07/2023                   5.75%

SUPERANNUATION GUARANTEE
The Superannuation Guarantee rate will increase to 11.5% on 1 July 2024.

CLOSING LOOPHOLES – UPCOMING CHANGES

A reminder of changes taking effect on 1 July 2024.

• Changes about notice requirements for entry to investigate under payments. Refer Fair Work Ombudsman link - Unions and Registered Organisations Changes

Criminal offence of industrial manslaughter added to the Work Health and Safety Act and increases to other penalties. Amending the Commonwealth Health and Safety Act to introduce a new criminal offence for industrial manslaughter and significantly increasing penalties for other penalties.

NATIONAL EMPLOYMENT STANDARDS

We recommend you familiarise yourself with the National Employment Standards (NES) as there has been changes.
 
Also, Awards have been updated to reflect superannuation as an entitlement under the NES.
See link - Introduction to the NES for an Introduction to the NES.

BEWARE IMPOSING SUDDEN REQUIREMENTS ON ABSENT EMPLOYEES 

Managing unplanned absences can be fraught with risk, particularly when Employers have not strictly enforced certain obligations in the past.
 
Difficulties tend to arise when an employee who has a pattern of absenteeism has not previously been asked to provide any evidence, and then all of a sudden there’s very stringent evidence requirements imposed.  Employers need to be careful about how they go about it, ensuring they do not discriminate against a single employee. 
 
Ensure the same evidence requirements are put in place for all employees.

AWARD CLASSIFICATIONS

Read the classification descriptors that apply under the Award/s to ensure that your employees are classified correctly.
 
An employee’s classification can change if their role changes or they get a new qualification.
 
It is recommended that you review classifications when an employee:

• changes job or duties
• takes on more responsibility, such as becoming a supervisor
• completes relevant training, or
• obtains a new qualification

Some awards contain provisions that allow an employee to work at a higher classification for a limited amount of time, this is known as ‘higher duties’. When this happens, the employee may be entitled to a higher award pay rate for the time they work at the higher level.
 

MYTHS AND FACTS

Two common myths the Fair Work Ombudsman often encounter are:
 
MYTH 1: Lengthy unpaid work trials and unpaid work placements and internships are OK for workers looking to get a foot in the door.
 
FACT: Unpaid work trials are only OK for as long as needed to demonstrate the skills required for the job. 

MYTH 2: Employees don’t need to be paid for time spent at meetings or training outside their paid work hours.
 
FACT: If it is compulsory, then it is work.  Employees are entitled to be paid for the time they are required to spend at any meeting or training.