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ISSUE 7
happening, ensure every employee is appropriately classified based on their work arrangements. 2. Review casual employees In Australia, certain industrial instruments require casual employees to be transitioned to permanent part- time or full-time roles if they meet specific criteria, such as working regular hours over a designated period. For businesses with casual staff, it’s crucial to regularly review their employment type and ensure that their entitlements align. 3. Review agreements
identifying any adjustments that may be needed. 5. Establish procedures for keeping up with award changes Navigating the evolving landscape of Australian employment law can be challenging, especially with frequent updates to awards. It’s crucial to review existing procedures or, if none are in place, develop a systematic approach. For example, setting up alerts or subscribing to notifications about award changes helps ensure businesses stay informed and can make necessary adjustments promptly to remain compliant. 6. Ensure age-related wage adjustments are implemented Age can impact pay rates under certain awards, with rates typically increasing as employees reach specific age milestones. Failing to adjust pay accordingly can lead to underpayment issues. Employers should conduct regular reviews of employee pay based on age and job duties to ensure they are being compensated correctly. 7. Check annual and personal leave accruals Employers must ensure that employees are accruing annual and personal leave in line with the terms set out in their industrial instruments. This includes understanding how
Enterprise agreements may be misinterpreted, leading to discrepancies in pay rates or
entitlements that don’t align with the actual terms of the agreement. To prevent situations like this, it’s essential to regularly review enterprise agreements to ensure that all conditions are accurately applied to the right employees. 4. Conduct annual salary reconciliations In Australia, certain industrial instruments, like the Banking, Finance, and Insurance Award, require an annual reconciliation of salaried employees’ wages to ensure they are properly compensated for all entitlements. If your business falls under these requirements, it’s important to begin planning for this reconciliation process. This includes gathering the necessary data and
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