Employment Relations Business Improvement Report
MERV SALTMARSH ER & Business Improvement Manager
MEMORANDUM OF UNDERSTANDING WITH THE FAIR WORK OMBUDSMAN AND AUSTRALIAN HOTELS ASSOCIATION
National Wage - Award wages up by 3.5% from July 1 2018 Please be advised The Fair Work Commission granted award- reliant workers a 3.5% increase, lifting the national minimum wage by $24.30 a week or 64 cents an hour in this year’s annual wage review ruling. The new weekly minimum wage will be $719.20 – or $18.93 an hour – from July 1 2018. THA will also have all updated easy reference wage sheets and awards distributed to members as soon as possible and links for members on our Website- Employment Relations Portal. Also, in this edition • Why THA? • Memorandum of Understanding Fair Work Ombudsman (MOU) • Fair Work Workplace Basics Campaign Why THA? One of the most sought-after services the THA offers is our expert advice and experience we provide free support to all of our members online, over the phone and in person. We have three main goals: to be timely, proactive and value- adding to you and your business. These three tenants complement our solutions focused approach to provide an excellent experience to all of our members, and with our advice you can always best prepared to resolve a concern before it gets to Fair Work. We pride ourselves on providing and maintaining timely and proactive rather than reactive solutions focused services and the “point of difference” as distinct from other similar organisations and a benefit for all members. THA continue to promote the services available to current members, is inclusive and vigilant in marketing to potential members as proactive rather than reactive in mitigating potential risks and exposures. Value adding is reducing potential legal costs associated with alternate legal advice and support. Industrial regulation in Australia has become increasingly complex with the interaction between modern awards, enterprise agreements, contracts of employment and other elements of the Fair Work Act including the National Employment Standards. Further to this as detailed below we cover two key initiatives that we stand alone in providing all members that is clear evidence of our ability to ensure we support and assist members mitigate risk with regards to employment legislation compliance 1. Memorandum of Understanding -Fair Work Ombudsman 2. The Fair Work Ombudsman’s Workplace Basics Campaign
Parties
1.
1.1. The Parties to the Memorandum of Understanding (MoU) are; 1.1.1. The Office of the Fair Work Ombudsman (FWO) which promotes harmonious, productive and cooperative workplaces and compliance with Commonwealth workplace laws 1.1.2. The Australian Hotels Association (AHA) and by association (THA) which provides advice, assistance and representation to members in the hospitality sector, reflecting its membership in hotels, resorts, casinos, taverns, wine saloons, licenced retailers, and other hospitality businesses (the hospitality sector) The relationship between AHA and by association the THA and the Fair Work Ombudsman will be based on the principle of no surprises, constructive engagement, working collaboratively to create and maintain fair and productive workplaces and ensuring a level playing field for all businesses in the hospitality sector. The purpose of the MoU is to provide a framework for both parties to enhance existing relationships and work together to improve compliance and Commonwealth workplace laws through the provision of accessible, reliable and credible information to workplace participants 1.2. 2. Purpose; 2.1.
Framework
3.
3.1.
Each Party will nominate senior representatives (state) to meet at least twice per annum.
4.
Collaboration
4.1.
Collaboration will occur primarily through exchanges between AHA and by association THA and FWO representatives
The Fair Work Ombudsman’s Workplace Basics Campaign The Fair Work Ombudsman (FWO) has recently advised us that it is about to commence the first phase of the Workplace Basics Campaign, a national campaign focussing on small business employers and their compliance. It has to be said that where our members are concerned,
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Hospitality Review
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