Compliance Alert: more changes to modern awards

Following on from some major decisions on modern awards handed down by the Fair Work Commission in 2017, which I discussed in a previous article, the Commission has now issued further changes to part-time and casual employment in modern awards, effective 1st January, 2018:

Part-time employees must now receive a guaranteed number of rostered working hours per work cycle. Part-time employees who regularly exceed their guaranteed hours for over 12 months have the right to request an increase of their guaranteed hours. These changes will affect employers covered by the Hospitality Industry (General) Award 2010, the

Registered and Licensed Clubs Award 2010, and the Restaurant Industry Award 2010.

The agreed hours for part-time employees in the Disability, Community and Social Services industries do not need to be the same each week. This clarification affects employers covered by the Social, Community, Home Care and Disability Services Industry Award 2010.

Casual employees must now receive overtime penalty rates. This change affects employers covered by the Fast Food Award 2010, the General Retail Industry Award 2010, the Hair and Beauty Industry Award 2010, the Hospitality Industry (General) Award 2010, the Registered and Licensed Clubs Award 2010, and the Restaurant Industry Award 2010.

As an employer, you are primarily responsible for ensuring that your organisation complies with the most current legislation and regulations around employing staff. For busy senior managers and directors, this can be difficult to keep up with. An experienced Human Resource and Industrial Relations specialist can help ensure you are complying with your obligations under the relevant modern awards, enterprise agreements or employment contracts.

For more information, or to discuss any issues you may have in your organisation, please contact us today.

WorkPlacePLUS is the “Preferred Human Resource and Employee Relations Provider” for Speech Pathology Australia and all of its members.

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