Podcasts about Fair Work Ombudsman

In an interview with SBS Telugu, Australia's Fair Work Ombudsman Anna Booth discussed key worker rights, including minimum wage, workplace bullying, and fair dismissal processes. - Sa panayam ng SBS Telugu, tinalakay ni Anna Booth, Fair Work Ombudsman ng Australia, ang mga pangunahing karapatan ng mga manggagawa kabilang ang minimum wage, workplace bullying, at tamang proseso sa pagtanggal sa trabaho.

The Fair Work Ombudsman (FWO) is currently investigating wage practices and the rights of workers in the aged care sector across Victoria, New South Wales, Queensland, South Australia, and Western Australia, following multiple reports of potential breaches. - Iniimbestigahan ngayon ng Fair Work Ombudsman (FWO) ang pasuweldo at karapatan ng mga manggagawa sa sektor ng aged care sa limang estado sa Australia, matapos makatanggap ng maraming ulat ng mga posibleng paglabag.

Given the recent commencement of criminal wage thefts laws, increase in the maximum civil penalties that can be awarded for wage non-compliance, and focus of the Fair Work Ombudsman on prosecuting wage non-compliance, it is more important than ever to get wage compliance right. But there is a feature of our industrial relations system that can sometimes make achieving compliance a rather difficult exercise…. We are of course talking about long, complex and ambiguous enterprise agreements. Many employers are saddled with enterprise agreements that are, at best, confusing, and at worst, internally inconsistent. They are a product of decades of enterprise bargaining – where words that were crafted 30 or so years ago have either been left as they were and considered too difficult to modernise, or been added to over time resulting in an unwieldly hodgepodge of obligations, entitlements, exceptions, and conditions. The cost and risk to business of managing compliance with these types of instruments is significant yet attempts to modernise terms during enterprise bargaining processes are often met with resistance. In our latest episode of our market-leading industrial relations podcast Inside IR, Partner Rohan Doyle and Senior Associate Mitchell Brennan grapple with this problem and explore potential solutions. Rohan and Mitchell: • provide a refresher on the potential consequences of long, complex, and ambiguous enterprise agreements, including in light of recent IR reform; • reflect on the reasons as to why some enterprise agreements have become a source of a significant non-compliance risk, and compliance cost, for some employers; and • explore various paths that employers can take – both inside and outside of bargaining – to achieve clearer terms and conditions that are easier and more cost effective to comply with.

ALNA Business Boost Live webinar focusing on critical industrial relations issues facing small business owners in 2025. ALNA CEO Ben Kearney hosts special guestTania Harris, who brings expertise on employment matters impacting smallbusinesses today. The webinar covered crucial developments including the newCommonwealth laws on wage underpayment. Key Topic: Criminal Penalties for Intentional Underpayment It's now illegal to intentionally underpay employees.Under new Commonwealth legislation, deliberately underpaying wages and other entitlements can constitute a criminal offense. While honest mistakes aren't criminalised, business owners must understand their obligations. The discussion covered new resources available through the Fair Work Ombudsman's website, including details on the Voluntary Small Business Wage Compliance Code andguidance materials designed specifically for small business employers

The Fair Work Ombudsman is conducting surprise inspections of fast food outlets, restaurants, and cafés in Newtown and Enmore to ensure compliance with workplace laws. See omnystudio.com/listener for privacy information.

The Fair Work Ombudsman and Australian Border Force recently conducted inspections of businesses employing migrants to ensure they are legally paying wages and protecting employee rights. Migrant employees in Australia should be aware of their rights. Listen to the SBS Sinhala podcast for more information. - සංක්‍රමණිකයින්ගේ සේවය ලබාගන්නා ආයතන විශේෂ පරීක්ෂාවකට ලක් කිරීමට Fair work ඔම්බුඩ්ස්මන් වරයා සහ Australian Border Force යන ආයතන පසුගියදා කටයුතු කර තිබුනා. මේ අනුව මෙල්බර්න් නුවර සංක්‍රමණිකයින්ගේ සේවය ලබාගන්නා සේවා ස්ථාන 40ක් පමණ පරීක්ෂාවට ලක් කිරීමට කටයුතු කර තිබුනා. මෙහිදී මෙම සංක්‍රමණික සේවකයින්ට නීත්‍යානුකූලව වැටුප් ගෙවීම් සහ මූලික සේවක අයිතීන් ආරක්ෂා වන ලෙස එම ආයතන කටයුතු කර ඇත්දැයි යන්න පිළිබඳව විමර්ශණ සිදු කෙරුනා. ඔස්ට්‍රේලියාවට සංක්‍රමණය වූ සේවකයකු ලෙස ඔබට ඇති අයිතීන් පිලිබඳව කරුණු විමසා බැලීම මෙහිදී වැදගත් වනවා.

Small Biz Matters: People, Policy, Purpose ~ Episode #253      Broadcast date: 10 Dec 2024 Host: Alexi Boyd, Small Business Advocate & Policy Advisor Guests: Anna Booth, Fair Work Ombudsman It's been a big year for Small Biz Matters: People, Policy, Purpose and we're finishing it off with a bang! This week we welcome Anna Booth, Australia's Fair Work Ombudsman to discuss the changes to industrial relations legislation and what it means for small businesses now and into the future. And importantly, what does it mean for the Fair Work Ombudsman agency itself? Industrial relations and the Fair Work Act have always been a minefield for small businesses but the recent changes are really overwhelming and many have said they will avoid employing anyone as a result. The Respect @ Work legislation, changes to Fair Work Act with Same Job Same Pay (tranche one and tranche two), the Right to Disconnect laws, the introduction of Family and Domestic Violence Leave, Psychosocial hazards and positive duty guidelines... it's not a far-fetched assumption to say it's a little bit confusing at times and downright out of scope for most. There's a lot of speculation in the media (both political and practical) about the impact on small business owners navigating this complex web. Will it mean more owners will shift back to under-the-counter cash in hand wages? With more complexity, will we see more workers vulnerable as small business owners struggle to navigate changes or, is this all a smokescreen and they're handling it just fine. Well, the Fair Work Ombudsman's team is on the front line of these questions from both employers and employees and there to assist both with navigating the complexities. Plus, they've made some pretty snazzy changes to their website in order to make it easier. In the final episode of People Policy Purpose it's a big show, so let's get straight into hearing from this week's expert guest, the Fair Work Ombudsman Anna Booth. PEOPLE – How would you like to see small businesses become more activated in regards to workplace relations? What sort of education and outreach programs do you currently have to engage with that audience? Where have you noticed small businesses have been engaging to find info on Fair Work? POLICY -  industrial relations legislation is complex. How does the fair work ombudsman take such complex legislation and translated into procedures that small businesses can follow? What would be your recommendations to small businesses listening as a good place to start? Who are the best advisors to work with, if a typical small business owner can't afford an HR lawyer on their team? COSBOA launched the PEAK resource for small businesses to navigate IR changes. How does your office interact with support services like this, offered by other agencies? PURPOSE - can you describe the role of the Fair Work Ombudsman? Is it independent and how do you keep your work at arm's length from policy makers? Do you influence their decisions and guide on best practice when it comes to considering the small business community in their deliberations? Anna Booth was appointed to the position of Fair Work Ombudsman for a 5 year term from 1 September 2023. Under the Fair Work Act 2009, Anna is responsible for promoting harmonious, productive, cooperative and compliant workplace relations. She has extensive and diverse experience in industrial relations spanning more than 45 years, working with unions, private, and public sectors. Anna was most recently Director of CoSolve Pty Ltd. She returned to CoSolve in 2020 after serving as a Deputy President of the Fair Work Commission for 8 years. Before her appointment to the Fair Work Commission, Anna combined her CoSolve directorship with non-executive directorships of ME Bank and IFM and was the non-executive chair of Slater & Gordon Ltd. Anna spent much of her early career in the union movement. She was the National Secretary of the Textile, Clothing and Footwear Union of Australia and a Vice President of the Australian Council of Trade Unions. Anna has also been Vice President Corporate Affairs at Sydney Harbour Casino and a lecturer at the Macquarie Graduate School of Management and the Australian Institute of Management. She has served on the boards of Commonwealth Bank of Australia, the Sydney Organising Committee for the Olympic Games and NRMA Ltd. Anna is an accredited mediator under the National Mediator Accreditation System. She holds a Bachelor of Economics (Hons) from the University of Sydney and is the patron of the Industrial Relations Society of NSW. The Fair Work Ombudsman's purpose is to promote harmonious, productive, cooperative and compliant workplace relations in Australia. Their functions are to outline the responsibilities set by the Fair Work Act 2009 to achieve this purpose: provide education, assistance, advice and guidance to employers, employees, regulated workers, regulated businesses, persons in a road transport contractual chain, outworkers, outworker entities and organisations promote and monitor compliance with workplace laws inquire into and investigate breaches of the Fair Work Act take appropriate enforcement action perform our statutory functions efficiently, effectively, economically and ethically. To find out more about the Fair Work Ombudsman and how they help small businesses  click HERE

Changes to Fair Work laws that make wage theft a crime, are casting new light on the role of the Fair Work Ombudsman, Anna Booth. But with only one per cent of this type of dispute ending in court, she says her 1000 staff are actually at the service of employers, and not just the workforce. Anna Booth describes her desire to help small businesses achieve compliance with workplace laws and lists the many resources that are available to help them in this effort. The Ombudsman emphasizes that businesses with good intentions can expect supportive guidance rather than immediate penalties. Business Essentials Daily is produced by: SoundCartelsoundcartel.com.au+61 3 9882 8333See omnystudio.com/listener for privacy information.

Support We the Punters on PATREON In this episode, Konrad and James chat with politician and senator Nick McKim about Woolies and Coles and what can be done about these record high prices. Punter Citations  ABC News - "Coles underpaid over 7,800 employees more than $115 million, Fair Work Ombudsman alleges" (December 1, 2021) The New Daily - "Woolworths wage theft bill blows out to $571 million on new underpayment" (February 23, 2022) Oxfam Australia Media - "Australian companies rake in $98 billion in 'crisis profits' off the back of global suffering: Oxfam report" (June 2024) ABC News - "Woolworths boss's enormous maximum payout revealed" (February 22, 2024) Open Politics - "Nick McKim's private interests"  See omnystudio.com/listener for privacy information.

In this episode of Bean There, Done That, host Phil Di Bella is joined by Nathan Forward, a Human Resources Business Partner at People Squared. With over 15 years of experience in HR and IR compliance, Nathan shares his expertise on navigating industrial relations, ensuring compliance, and fostering a positive workplace culture. The discussion covers key legislative changes, the importance of proactive HR management, and practical tips for creating a thriving business environment.Key Topics and Themes:The importance of staying proactive in compliance and HR managementUnderstanding and adapting to changes in industrial relations lawsStrategies for fostering a positive workplace cultureBalancing employee needs with business viabilityPractical tips for effective human resource managementTakeaways:Ignorance is not a defence: Stay informed and proactive about compliance and legislation changes.Foster a culture of belonging: Ensure your employees feel valued, safe, and engaged.Use HR systems: Implement tools like FoundYou for compliance and efficient HR management.Be proactive: Address issues early and consult with experts to avoid costly reactive measures.Communicate effectively: Regularly engage with your team to understand their needs and motivations.About Our Guest:Nathan Forward is a Human Resources Business Partner at PeopleSquared, with over 15 years of experience in HR and industrial relations. He has worked with the Fair Work Ombudsman and the Queensland Government, providing deep insights into compliance, legislation, and effective human resource management. Nathan's expertise helps businesses navigate complex regulatory environments and foster positive workplace cultures.Links and Resources:The Coffee CommunePeopleSquaredFair Work OmbudsmanFoundYou HR SystemTime-Stamped Key Points:00:00:00 – Introduction to the podcast and episode overview00:00:20 – Phil Di Bella introduces the show's sponsor, The Coffee Commune00:00:40 – Phil welcomes listeners and introduces the episode's theme on compliance and HR00:01:00 – Introduction of Nathan Forward, HR Business Partner at PeopleSquared00:01:20 – Nathan's background and expertise in HR and industrial relations00:01:40 – Nathan discusses his experience with government compliance and investigations00:02:00 – The importance of understanding legislative changes and their impact00:03:00 – Why ignorance is not a defence in compliance issues00:04:20 – Simplifying complex legislation for business owners00:05:00 – Strategies for creating compliant and attractive wage packages00:06:00 – The evolving needs and expectations of the workforce00:07:00 – Importance of communication and understanding employee motivations00:08:40 – Key changes in industrial relations and their impact on businesses00:09:00 – Understanding the "right to disconnect" for employees00:10:00 – Visa changes and their impact on the hospitality industry00:11:00 – Balancing business viability with employee needs00:13:00 – Upcoming changes in wage theft legislation00:14:20 – Complexity of wage systems in hospitality and managing different pay rates00:17:00 – Discussion on passing on wage costs to customers00:20:40 – Importance of proactive HR and compliance management00:21:00 – Human resource management: fostering a culture of belonging and performance00:24:00 – Practical tips for managing human resources effectively00:27:00 – Importance of structure and documentation in businesses00:28:40 – Building a positive workplace culture through engagement and communication00:30:00 – Nathan's top tips for creating a great workplace environment00:33:40 – Importance of utilising HR systems and consulting with experts00:35:00 – Closing thoughts and importance of proactive management00:36:00 – Wrap-up and final message from Phil Di BellaDon't miss out on this insightful episode of "Bean There, Done That." Listen now on your favourite podcast platform and visit The Coffee Commune for more resources to help you accelerate your business potential. Stay proactive, engage with your team, and ensure compliance to build a successful and sustainable business.Produced by The Podcast Boss

公平工作调查专员署（Fair Work Ombudsman）对违法招聘广告的打击行动已使多位雇主被罚款超过8.9万澳元，并促使求职网站采取了必要的改进措施（收听播客，了解详情）。

In this week's episode we speak with Anna Pannuzzo from WorkPlacePLUS and Trish Johnson, SPA's manager for ethics and professional issues, about understanding our obligations when someone is leaving a workplace, and entering a new one. Trish and Anna also discuss some considerations of when it is appropriate to start their own practice.    Speech Pathology Australia acknowledge the Traditional Custodians of lands, seas and waters throughout Australia, and pay respect to Elders past, present and future.    We recognise that the health and social and emotional wellbeing of Aboriginal and Torres Strait Islander peoples are grounded in continued connection to culture, country, language and community and acknowledge that sovereignty was never ceded.       Resources:   Contact WorkPlace PLUS: https://www.workplaceplus.com.au/contact Contact the ethics team- ethics@speechpathologyaustralia.org.au or 1300 368 835 Fair Work Ombudsman- https://www.fairwork.gov.au/ Health Professionals and Support Services Award- https://www.fairwork.gov.au/employment-conditions/awards/awards-summary/ma000027-summary Guide to starting a business- https://business.gov.au/guide/starting    SPA member resources (you will need to log in to access these):   SPAs mentoring program- https://memberhub.speechpathologyaustralia.org.au/mentoring Private practice essentials- https://www.speechpathologyaustralia.org.au/Members/Members/Professional-practice/Professional-Resources/PPR/PPE.aspx?hkey=c15d4d21-9327-478b-92fa-2ec4300060a5 Social media guide- https://www.speechpathologyaustralia.org.au/Members/libraryviewer?ResourceID=882 Free access to audio transcripts for all Speak Up Podcast episodes are available via the Association's Learning Hub  1. Go to: www.speechpathologyaustralia.org.au/Public/…e616542.  2. Filter – Format – Podcast – Search  3. Select the podcast of your choice 4. Enrol (you will need to sign in or create an account)  5. Add to cart – Proceed to checkout – Submit  6. You will receive an email Order Confirmation with a link back to the Learning Hub  7. The Podcast and transcript will be available in your Learning Centre For further enquiries, please email learninghub@speechpathologyaustralia.org.au

A two year investigation by the Fair Work Ombudsman into the treatment of ag workers has recovered significant underpayments and handed out fines to employers in South Australia, some processors are charging farmers a fee to send their sheepskins to landfill causing concerns about a premium product going to waste, and a new Royal Flying Doctor Service dedicated patient transfer facility has been opened at the Renmark Airport. 

The second episode of the popular ‘Debriefing with the CPO' series is here and our second guest is Angela Johnston – Chief People Officer at Achieve Australia. Achieve is a for-purpose community organisation that has been providing accommodation and services to people with disability since 1952. Achieve champion social inclusion, focusing on the individual needs and lives of the people they support. Angela joined Achieve Australia as General Manager People Operations in 2021 and was promoted to lead our People Performance and Culture team in December 2022.  An innovative and strategic HR leader, Angela started her career in human resources and industrial relations working for the Fair Work Ombudsman where she provided information on awards and employer obligations under the Fair Work Act to small and large businesses.  During her more than a decade of experience working in the not-for-profit sector in Western Australia and NSW, Angela has held senior HR roles at MercyCare, CatholicCare and Ability Options. She has considerable experience and knowledge across most facets of workforce management including talent acquisition and retention, employee relations, HR strategy and workforce planning, remuneration and benefits, work health and safety, a range of systems and processes and change management. Angela holds a Bachelor of Commerce and Environmental Studies, which she completed at the University of Notre Dame Australia on scholarship. She also completed post graduate study in employment law at Curtin University. Listen in as Emma Egan asks Angela Johnston some questions around leading HR functions to foster employee engagement and positive workplace culture, HR technology and transformational change, supporting multi-disciplinary workforces, and her thoughts on the future of work and its impact on HR practices. Follow us for more episodes. (3:32) In your experience overseeing a broad spectrum of HR functions, what strategies have you found most effective for fostering employee engagement and creating a positive workplace culture? Can you share any specific initiatives or programs that yielded remarkable results? (8:01) As an innovative HR leader, how do you stay up-to-date with the latest trends and advancements in HR technology? Could you highlight any particular HR tech tools or platforms that have significantly impacted streamlining HR processes or improving employee experience? (13:12) Transformational change within organisations can be challenging. Could you share a case where you successfully led a cultural or technological change initiative, and what strategies did you employ to ensure smooth adoption and acceptance by employees? (18:40) With your experience in leading HR functions across diverse industries, what are some key insights or lessons learned that you believe every HR professional should be aware of when effectively managing and supporting a multi-disciplinary workforce? (21:10) As a strategic thinker and HR leader, what are your thoughts on the future of work and its impact on HR practices? How do you see emerging trends such as remote work, automation, and AI shaping the HR landscape, and what steps should HR professionals take to adapt and thrive in this evolving environment?

Chris returns refreshed this week after a week away. As you can expect there's been a lot happening in the world of news and we've got it all for you here on the weekend edition. Each week we speak with Chris Walsh, Editor of the NT Independent online newspaper, about some of the stories making news in the Territory. This week's stories are: 1. Snouts in the trough: Monaghan on another taxpayer-funded overseas junket 2. NT Police director of communications sacked amidst accusations of political interference 3. ‘Quite weird by national standards': NT ICAC Act reforms called into question 4. Defence signs lease for Howard Springs accommodation facility 5. Utilities Commission predicts Top End blackouts if government does not act 6. Popular burger joint taken to court by Fair Work Ombudsman over apprentice wage shortfall 7. NT WorkSafe inspectors now using body-worn cameras for worksite visits 8. Compliance checks on rides at regional shows underway: NT WorkSafe  9. Tivan chooses mining in Western Australia over its Mount Peak deposits in the NT 10. Job of the week - https://www.seek.com.au/job/68493529?savedSearchID=3a06b5cc-a1de-11e8-93a9-0bd920cd47b0&tracking=JMC-SavedSearch-anz-1  The Territory Story podcast thanks to Oppidanus Digital Marketing, your local digital marketing agency. For more information about web design, search engine optimisation, social media management, video marketing or to discuss your digital marketing needs go to www.oppidanus.com.au --- Send in a voice message: https://podcasters.spotify.com/pod/show/territorystory/message

Fair Work Ombudsman alleges underpayment of workers by Werribee South vegetable grower 

රැකියා කටයුතු නම්‍යශීලී ආකාරයෙන් කිරීම සඳහා වන සේවකයෙකුගෙන් ඉල්ලීමක් ප්‍රතික්ෂේප කිරීමට පෙර සේවා යෝජකයන්ට නව වගකීම් ඇති බවද Fair Work Ombudsman වරයා නිවේදනය කර තිබෙනවා.

The end of financial year is fast approaching... So what does that mean for you as a business owner? There have been a lot of changes of late, especially when it comes to HR, so you can't afford not to be on top of things so your business is doing the right thing.Today's special guest is Annie Cross, who is the manager of the AHC HR Connect team, a group of 8 specialised HR experts who are available exclusively for AHC members (from 7.30am-8.30pm AEST) to answer any queries they have on HR and staffing matters, all as part of their AHC membership. If we could give this team 11 stars out of 10 we would, as the positive feedback we receive from our members is outstanding! It's definitely one of the best benefits from our AHC membership.Today Annie talks to us about what business owners should be doing right now when it comes to the EOFY lead up. We're talking about the recent minimum wage increases, which are due to be announced once the Fair Work Ombudsman has published the final determinations amending the award rates. Then there are all the payroll obligations and reporting to the ATO. And have you remembered the superannuation increase that kicks in from July 1st? There's so much to be aware of as a business owner to ensure you are compliant - which is why so many salon owners join the AHC. We take away all the confusion and support you with great resources such as Annie and her HR Connect team - all included as part of your membership. Find out more here: https://www.theahc.org.au/memberships

In this episode Claire was joined by Matt McGowan, former General Secretary of the NTEU to discuss the issue of university wage underpayment. Matt shares his views on what's gone wrong and the significant cultural shift needed to address the problem.While wage underpayment is an issue in the tertiary education sector affecting predominantly, but not exclusively, universities - the solutions may partly end up impacting all providers and that's because of the focus on corporate/institutional governance in a very recent letter from the Fair Work Ombudsman to the Chair of the Universities Accord Panel, Prof. Mary O'Kane. You can access it at: https://www.aph.gov.au/Parliamentary_Business/Senate_estimates/ee/2023-24_budget_estimates/Employment_and_Workplace_Relations (scroll down to Ms Sandra Parker PSM, near the bottom of the webpage, and there is a pdf copy of her letter to Prof. O'Kane)Contact Claire: Connect with me on LinkedIn: Claire Field Check out the news pages on my website: clairefield.com.au Email me at: admin@clairefield.com.au The ‘What now? What next?' podcast recognises Aboriginal and Torres Strait Islander people as Australia's traditional custodians. In the spirit of reconciliation we are proud to recommend John Briggs Consulting as a leader in Reconciliation and Indigenous engagement. To find out more go to www.johnbriggs.net.au

In this episode of The Savvy Dentist Podcast, we're talking about a topic that every single practice owner needs to know, understand, and appreciate. That topic is HR compliance. We know that when HR goes well, our team is fantastic, everyone feels supported, and things run smoothly. But when things don't go well, you can find yourself in the midst of time consuming, emotionally draining, and costly issues. Sally Murphy from Purple Playground joins Dr. Jesse Green to help us understand what practice owners need to know about HR compliance to avoid issues before they arise.  Sally Murphy is an expert in all things HR. She's worked her whole professional life in this sphere for both large companies, and now with small to medium enterprises including many dental practices.  Sally is here to let us know what we need to have in terms of policies and procedures, and how to stay on the right side of the compliance line. [4:54] - In a small dental practice business, people are our brand and we know it's important to surround ourselves with a great team. So as dentists, what do we need to do to bring the best out of people and what structures and policies do we need to have in place? [10:28] - So if the Fair Work Ombudsman comes knocking, what do you do? [15:43] - What sort of policies must we have in place that allow our businesses to be ‘fit for purpose' and are ‘bespoke for our dental industry'. [26:13] - Creating an environment for our team to succeed can definitely support the policies our business has in place. Build culture by having one-on-one conversations with your team regularly. [28:53] - Record keeping is key. What documents and policies are crucial, where do we keep them, what is the best way to manage these processes?

It's summertime in Australia and things are winding down, right? Perhaps not!   In this episode of Employment Law for the Time Poor join the National Employment Relations team for a review of what was in 2022, and what may be to come in 2023, including: the Secure Jobs, Better Pay Act; the Respect@Work reforms; the prohibition of pay secrecy; Fair Work Ombudsman compliance measures; wage theft; the impacts of Jamsek and Personnel Contracting on workforce management; increases to Commonwealth penalty unit amounts; and the proposed South Australian industrial manslaughter provisions.

More than 100 ex-defence force personnel are assisting with the grain harvest across Australia this season, Murraylands dairy farmers are concerned what the flood will mean for their cows if the levee is breached and the Fair Work Ombudsman has fined growers and labour hire companies in the Sunraysia, Riverland and Coffs Harbour and Grafton areas of NSW almost $80,000.

Universities on Fair Work Ombudsman's wage theft priority list.Coolabah Capital Investments has warned that Aussie house prices could fall by more than 30% if the Reserve Bank of Australia's fulfils uber-aggressive market expectations for an increase in its cash rateAustralian energy companies face a consumer watchdog probe into any price gouging and anti-competitive conduct during the rolling national power crisis,Many superannuation savers will see their first losses in 13 years after the market downturnAn initial group of 65 refugees with technology experience will be placed in paid cadetships in the technology teams of Woolworths and Accenture as part of a new program to help tackle Australia's IT skills shortages.Follow my socials on: https://twitter.com/leongettlerhttps://www.instagram.com/leongettler/https://www.linkedin.com/in/leongettler/https://www.facebook.com/talkingbusinesspodcasthttps://business.google.com/dashboard/l/17460167277811417147?hl=en&gmbsrc=au-en-z-z-z-gmb-s-119-u~mhp-ns_hom_8-u&omec=EI_z6RYYASIBATIBATotZ21ic3JjPWF1LWVuLXotei16LWdtYi1zLTExOS11fm1ocC1uc19ob21fOC11QAFKEwjq4cCIj5D3AhXNnWMKHUB5Cqg%3Dhttps://www.youtube.com/c/LeonGettler/discussion?app=desktop See acast.com/privacy for privacy and opt-out information.

Today's guest is Lynda McAlary-Smith from the Victorian Small Business Commission. Lynda commenced her role as the Victorian Small Business Commissioner in August 2021. Lynda is a qualified lawyer and accomplished senior executive with extensive experience working with businesses within Victoria and nationally. Lynda was most recently Executive Director of Regulatory Operations with the Victorian Building Authority following her time with the national workplace regulator where she held a variety of senior executive roles including leading the Fair Work Ombudsman's Small Business Strategy to better help small business operators navigate their workplace rights and obligations. Lynda and the team at the Victorian Small Business Commission are dedicated to providing much needed support to Victorian small businesses. To share her tips and strategies when it comes to resolving commercial disputes from the Victorian Small Business Commission today we welcome Lynda McAlary-Smith. This episode was brought to you by The Aesthetic and Beauty Industry Council. Beaute by ABIC Podcast is an independent podcast that operates with the support of our listeners (that's you!) So if you would like to support the show, we would very much appreciate that. Hit ‘subscribe' on Apple Podcasts or ‘follow' on Spotify, and leave a review if you're feeling especially generous and please follow us @aestheticbeautycouncil --- Send in a voice message: https://anchor.fm/beaute-industrie/message

2022 is set to be another tumultuous year for Australian businesses. The ongoing pandemic and upcoming Federal Election, amongst many other things, will continue to rock the employment and industrial relations space. Our first Employment & IR Briefing webinar for this year provided an overview of the key issues our clients need to be across for business. Partner Natalie Gaspar facilitated a panel of experts from our national Employment, Industrial Relations & Safety group as we unpacked Covid-19 and vaccinations; underpayments, compliance and the Fair Work Ombudsman; the 2022 Federal Election and the ALP and Coalition's employment policies; and Respect@Work, #MeToo and the evolving expectations of employees.

Ai Group Head - National Workplace Relations Policy, Stephen Smith, provides an update on the FWC decision regarding the mandating of vaccinations at the Mt Arthur coal mining site. This podcast is provided with the support of the Commonwealth Government, represented by the Fair Work Ombudsman.

Securing employment is an important part of the settlement process in Australia. The new arrivals have the same rights as other Australians when it comes to wages, conditions, and safety. This episode will explain how to get a job and what will be your rights at the workplace. - د کار موندل په آسټراالیا کې د مېشتېدنې پروسې یوه مهمه برخه ده. هغه کسان چې نوي آسټرالیا ته راځي د کار پرمهال د نورو آسټرالیایانو په څېر حقونه لري. په دغه معلوماتي رپوټ کې مو د کارموندنې، په کارځای کې د حقونو او د بېکارۍ پرمهال د مرستو په اړه معلومات را غونډ کړي دي.

Ai Group Head - National Workplace Relations Policy, Stephen Smith, provides an update on some of the IR implications of the Vaccine Rollout, including mandating of vaccinations in the workplace. This podcast is provided with the support of the Commonwealth Government, represented by the Fair Work Ombudsman.

A Fair Work Ombudsman spokesperson said about 50 per cent of lawsuits filed across Australia in 2019-20 involved businesses in the fast food, restaurant, and cafe sector, which employs many migrant workers.

Ai Group Head - Workplace Relations Policy, Stephen Smith, discusses some of the IR implications of the Vaccine Rollout, including mandating of vaccination in the workplace. This podcast is provided with the support of the Commonwealth Government, represented by the Fair Work Ombudsman.

As many organisations grapple with historical claims and the aggressive approach being adopted by the regulator, the Fair Work Ombudsman, this podcast briefing will provide practical guidance and insights for employers, including what we are seeing in relation to underpayment issues, self-reporting and our experience using external accounting firms to conduct compliance audits, and what do managers and directors need to do to manage the due diligence obligations under the Victorian wage theft laws, and what are the chances this will be expanded nationally. Featuring partners Anthony Wood (Melbourne) and Anna Creegan (Perth), with Executive Counsel Wendy Fauvel (Brisbane) and Senior Associate Rommo Pandit (Sydney) This podcast briefing is also available to watch as a video, which you can access here: https://www.herbertsmithfreehills.com/latest-thinking/australian-employment-industrial-relations-and-safety-webinars

Ai Group National Manager Workplace Relations Policy, Nicola Street, discusses the ins and outs of flexible working conditions, particularly in light of the COVID-19 pandemic. This podcast includes: - Employer directives regarding place of work - WHS issues both in the office and at home - Remote and Hybrid working This podcast is provided with the support of the Commonwealth Government, represented by the Fair Work Ombudsman.

Trong 8 tuần từ cuối tháng 4/2021, 16 đại diện cộng đồng và người lao động di dân cũng như tị nạn được đào tạo pháp luật, do các cơ quan và tổ chức chính phủ giảng dạy, bao gồm Fair Work Ombudsman, Fair Work Commission, Legal Aid NSW, Anti-Discrimination NSW và Unions NSW. Luật sư Tú Lê tổ chức khoá học này và nhân viên xã hội Bích Thuỷ Phạm là học viên đại diện cộng đồng Việt Nam.

Michael is joined by Ian Neil, employment & industrial law barrister, for his view on whether you can be fired for refusing to receive the COVID-19 vaccine.   This follows the Fair Work Commission upholding a childcare centre’s decision to dismiss an employee last week for refusing to comply with the centre’s mandatory flu vaccination policy without a proper medical excuse.   The commission held that the mandatory vaccination policy was lawful and reasonable, such that the child care worker’s refusal to be vaccinated was a valid reason for her dismissal.   But on the other side, two other prominent federal bodies, the Fair Work Ombudsman and SafeWork Australia, recently said most employers were unlikely to be able to require their employees to be vaccinated against COVID-19. See omnystudio.com/listener for privacy information.

Seryosong paglabag sa Pambansang Pamantayan sa Pagtatrabaho ng Fair Work Act ang hindi pagbabayad sa tamang oras at sapilitang paggawa. Ito ang naranasan ng ilang Pilipina sa kamay ng kanilang mga amo na nahaharap ngayon sa mabigat na parusa at multa.

The consultant called in to help Van Dairy fix its effluent problems says the move is not a PR exercise and is working on a plan for the company , after the Fair Work Ombudsman joined three other groups investigating the problems in Tasmania's north west where the company runs 23 dairies.

The Fair Work Ombudsman has confirmed it will investigate Tasmania's biggest dairy Van Dairy but will not comment on the issue, and the Chinese owned dairy company has brought in a consultant from Victoria to help resolve effluent problems on the dairy farms at Woolnorth

We're back with season three of YChats! This episode, Alana sat down with other women to talk about how issues such as the gender pay gap and sexual assault are still impacting women today. Resources: 1800RESPECT National Sexual Assault Domestic Family Violence Counselling Helpline - 1800 737 732 Women’s Domestic Violence Helpline - 1800 007 339  Women’s Legal Aid Service - 9272 8800 Women’s Health and Family Services - 6330 5400  Sexual Assault Resource Centre - 1800 199 888  The Samaritans - 135 247  Multicultural Women’s Advocacy Service - 9328 1200  Djinda Service - 9200 2202 Yorgum Aboriginal Family Counselling Service - 1800 469 371  Q Life - 1800 184 527  Family Relationship Advice Line - 1800 050 321  Fair Work Ombudsman – 13 13 94  ESafety commissioner – to report online abuse etc. https://www.esafety.gov.au/report

You guys had so many (...like SO many) questions around employment law, and who better to answer them than Madeleine Tiedeman who works in the space with the Australian Business Lawyers & Advisors (ABLA). This chat touches on:

Ai Group Head of Workplace Relations Policy, Stephen Smith, discusses the nuances of the Vaccine rollout from a workplace relations perspective. The accompanying slides can be found at http://go.aigroup.com.au/uo This podcast is provided with the support of the Commonwealth Government, represented by the Fair Work Ombudsman.

Ai Group National Manager Workplace Relations Policy, Brent Ferguson, explains the flexible working arrangements that have been provided for in the Clerks Award as part of the COVID-19 response. This podcast is provided with the support of the Commonwealth Government, represented by the Fair Work Ombudsman.

Registered organisations often engage with multiple regulators at one time. For example, most organisations require the assistance of the ROC and the Australian Electoral Commission (AEC) to fill their office positions through elections.  If your organisation is considering a rule change, listen to the podcast to discover how the Fair Work Commission (FWC) and the ROC can provide advice and assistance to you throughout the process. In our latest episode of ROCpod: Talking with the Registered Organisations Commission we focus on the ROC’s relationships with the FWC, the AEC and the Fair Work Ombudsman. The podcast will help you understand the related functions of each agency, and how to obtain support when undertaking compliance work.

The JobKeeper Payment extension is now well underway! In this two-part Tax inVoice Podcast special, Assistant Commissioner of Marketing and Communications Sally Bektas is joined by Deputy Commissioner of the Economics Stimulus Branch James O’Halloran and Fair Work Ombudsman Sandra Parker PSM to discuss the extension of JobKeeper. In Part 1 learn how the JobKeeper extension works, and which elements of JobKeeper and industrial relations the ATO and Fair Work Ombudsman can help with. For more information visit ato.gov.au/jobkeeperextension

In the second episode of our two-part JobKeeper podcast special we welcome back the ATO’s Sally Bektas, Assistant Commissioner of Marketing and Communications, James O’Halloran, Deputy Commissioner of the Economics Stimulus Branch, and Sandra Parker PSM, the Fair Work Ombudsman. In Part 2 we take a deep dive into the JobKeeper Extension to address how the ATO and Fair Work Ombudsman are working together to keep it fair for everyone and where to go for help if you need it. For more information visit ato.gov.au/jobkeeperextension

With each state and territory having such different pandemic experiences, how do you support businesses to keep operating?We hear from two of Australia’s key workplace regulatory authorities in this week’s edition of Work With Purpose. We are joined by Sandra Parker PSM, the Fair Work Ombudsman, and Sue Weston PSM, the CEO of Comcare, which is Australia's national work, health, and safety, and workers' compensation authority.They explain how the government is taking a common sense approach to legislation, and is adjusting compliance and enforcement policies to see jobs kept and employees protected. They also speak candidly about how to best support service delivery teams, as personnel are faced with rapidly changing policy, distraught customers, and uncertainty in their own personal lives. Finally, as concerns about the mental health impacts of COVID-19 mount, they speak to help programs already underway across the country to support workers.Discover the hard work underway behind the scenes to ensure Australia keeps working safely.Discussed in this episode:- Adjusting compliance and enforcement policies to respond to the challenges of COVID-19- Building awareness of mental health issues in the workplace, and resourcing help programs to support Australian’s resilience - The lasting impact of COVID-19 on wellbeing and occupational health and safety policies- Sustaining staff wellbeing through open communication and leadership. See acast.com/privacy for privacy and opt-out information.

Legislative amendments have been made to extend the operation of the short-term provisions of the Fair Work Act 2009. These provisions enable employers to issue certain JobKeeper enabling directions to employees and reach certain agreements with employees, to support the practical operation of the JobKeeper scheme. Ai Group's Head of Workplace Relations Policy, Stephen Smith explains the nuances of the provisions and changes to JobKeeper eligibility. This service is provided with the support of the Commonwealth Government, represented by the Fair Work Ombudsman.

See omnystudio.com/policies/listener for privacy information.

See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

According to the Fair Work Ombudsman, the restaurant paid its employees below the amounts established by law. The regulatory agency claims that the company paid fixed hourly rates in some cases as low as $18 per hour for its casual employees, which led to several payments below their due, including minimum hourly rates, without additional payments, overtime and additional work on weekends, holidays, very early morning and late night work under the Restaurant Industry Award 2010 scheme. - Segundo a Fair Work Ombudsman, o restaurante pagava seus funcionários abaixo dos valores estabelecidos por lei. A agência reguladora alega que a empresa pagou valor fixo por hora em alguns casos tão baixo quanto $18 por hora para seus funcionários que trabalhavam como casuais, o que levou a vários pagamentos abaixo do que lhes é de direito, incluindo valor mínimo por hora, sem pagamentos adicionais, horas extras e valor adicional de trabalho em fins de semana, feriado, trabalho muito cedo de manhã e tarde da noite sob a tabela de pagamento Restaurant Industry Award 2010.

Today we take a deep dive on JobKeeper rorts and the bosses taking advantage during the pandemic. Common issues include workers being forced to change hours and duties to receive JobKeeper, and workers being pressured into accepting JobKeeper on the employer's terms. Since the scheme began in March the Australian Tax office has received more than 6168 tip offs about JobKeeper payment issues, and the Fair Work Ombudsman has received 726 requests for assistance.   In today's episode we speak to some workers who fall under JobKeeper's provisions and Giri Sivaraman, a Principal lawyer at Maurice Blackburn.   In today's headlines: A quarter of a million more people will lose their jobs by Christmas Man in his 50s one of five new Victorian deaths as $300 hardship payment introduced Twitter confirms private messages accessed in high profile hack of Barack Obama, Bill Gates, Kanye West Bill Gates “doesn't know” where Covid-19 microchip conspiracy theory came from   On today's Briefing we ask: Is your employer allowed to force you into a different role or hours on JobKeeper? What should you do if you're being forced to change hours on JobKeeper? What should you do if you're being forced to change duties on JobKeeper? Are you forced to accept JobKeeper? See omnystudio.com/listener for privacy information.

Se teme que la pandemia de coronavirus y la recesión puedan conducir a una mayor explotación y a la creación de una nueva subclase temporal de trabajadores. SBS News realizó una serie de reportajes sobre estudiantes internacionales en Australia. - Se teme que la pandemia de coronavirus y la recesión puedan conducir a una mayor explotación y a la creación de una nueva subclase temporal de trabajadores. SBS News realizó una serie de reportajes sobre estudiantes internacionales en Australia.

On this week's episode of MamaBetes, hosts Ash, Carleigh and Rachel discuss what it was like for them managing their pregnancies and their work load. The girls talk about how they told their employers they were pregnant, the impact some pregnancy symptoms had on their ability to work, the process for applying for and taking leave during this time, and how they managed their diabetes and pregnancy care appointments as well.As always, please jump over and find us on Facebook, Instagram & Twitter. The MamaBetes team love connecting with you on these platforms!If you would like to learn more about your rights and responsibilities when taking maternity leave, as well as returning to work, please read what the Fair Work Ombudsman has to say regarding this matter. If you need support regarding the management of your diabetes and pregnancy care in the workplace, please contact your state diabetes body using the numbers listed below:Diabetes QLD Helpline: 1800 177 055 or +61 7 3506 0999 (outside Australia)Diabetes NSW & ACT Helpline: 1300 342 238 or +61 2 9552 9942 (outside Australia)Diabetes VIC Helpline: 1300 437 386Diabetes TAS Helpline: +61 3 6215 9000Diabetes SA Helpline: 1300 198 204Diabetes WA Helpline: 1300 001 880Diabetes NT Helpline:  08 8927 8488 (Darwin) or 08 8952 8000 (Alice Springs)

An ATO hotline for workers to dob in dodgy bosses does not go far enough, according to the Member for Mayo. Rebekha Sharkie is calling on the Government to adequately fund a dedicated line for employees to seek urgent advice about their rights if they are unfairly pressured by employers over the COVID-19 JobKeeper scheme. The call comes after the Centre Alliance MP was contacted by an employee who was offered her job back but only if she gave them $600 of the $1,500 per fortnight payment in return. Ms Sharkie joins Jennie Lenman to discuss. The ATO's 1800 060 062 hotline is available for people to report illegal or concerning behaviour, but no advice or support is provided. The Fair Work Ombudsman is receiving a large volume of calls regarding COVID-19, but they can be reached on 13 13 94 Monday to Friday. You can also register an account online (https://www.fairwork.gov.au/my-account/registerpage.aspx) to seek advice and information. Photo picjumbo.com from Pexels (https://www.pexels.com/photo/woman-wearing-earpiece-using-white-laptop-computer-210647/?utm_content=attributionCopyText&utm_medium=referral&utm_source=pexels)

Woolworths nih a riantuantu a thongleng cu hlawh a pek ding hna tluk in pek lo in tlawmdeuh a pek hna, a peklomi hna hlawh hi kum 9 chung fonh dih tik ah nuai 300 leng a si tiah hngalh a si. Rian lei dinrualnak aiawhtu, Fair Work Ombudsman nih Woolworths cu riantuannak upadi/phunglam a buartu sinak in dantatnak tuah ding in timhlamhnak a ngei.

Woolworths nih a riantuantu a thongleng cu hlawh a pek ding hna tluk in pek lo in tlawmdeuh a pek hna, a peklomi hna hlawh hi kum 9 chung fonh dih tik ah nuai 300 leng a si tiah hngalh a si. Rian lei dinrualnak aiawhtu, Fair Work Ombudsman nih Woolworths cu riantuannak upadi/phunglam a buartu sinak in dantatnak tuah ding in timhlamhnak a ngei.

Retail giant Woolworths has admitted underpaying thousands of its employees by hundreds of millions of dollars over a nine-year period. The Fair Work Ombudsman is looking to prosecute the retailer for breaching workplace law. - Supermarche woolworths yemeye yuko yarishe amahera adakwiye abakozi bayo aharurwa muri za miliyoni zama dorare mu kiringo c'imyaka icenda. Umuhuza w'abakozi n'abakoresha yiyemeje gushikana mu butungane iyo supermarche kubw'ingene yarenze amategeko agenga abakozi mu kazi.

Retail giant Woolworths has admitted underpaying thousands of its employees by hundreds of millions of dollars over a nine-year period. The Fair Work Ombudsman is looking to prosecute the retailer for breaching workplace law. - ក្រុមហ៊ុនផ្សារទំនើប Woolworths បាន​ទទួលស្គាល់ថា ខ្លួន​បាន​បង់​ប្រាក់​ឈ្នួល​បុគ្គលិក​ទាប​ជាង​កម្រិត​ស្តង់ដារដែល​ច្បាប់​បាន​កំណត់​ ​រហូត​ដល់​ទៅ​ ៣០០លាន​ដុល្លារ​ក្នុង​អំឡុង​ពេល​ជាង​៩ឆ្នាំ​មកនេះ។ អង្គភាពត្រួតពិនិត្យ​សមភាព​ការងារ Fair Work Ombudsman​ កំពុងតែស្វែងរក​ការ​ដាក់ទោស​​ក្រុមហ៊ុន​លក់រាយ​នេះ​ពី​បទ​បំពាន​ច្បាប់​ការងារ។​

In this special edition episode, we’ve partnered with not for profit organisation Yes Queen, to delve deeper into our topic for Week 4 around the relationships we have at work and how they can make us feel. Our team, our boss and our peers can get us feeling a lot of different things, but it’s important to know that there is a feeling that goes beyond stuck, and it’s a serious one.Scarily, 1 in 5 Australians are affected by workplace bullying, and in this episode Amelia talks to Sarah and Mike Fritz from the Yes Queen project to understand workplace bullying more deeply. They discuss how bullying shows up in teams and what to do about it. They talk about how to spot it in your organisation, the important difference between a difficult person and a bully and the resources that could help.Yes Queen is a prevention platform on a quest to end workplace bullying and cultivate work cultures that are safe, kind and inclusive. Sarah Fritz is the founder of Yes Queen, and with her husband Mike, this creative couple have also co-founded their own business - St Dakota, a creative and brand agency. Together, they have worked for some of Australia’s biggest businesses, but after decades in corporate life, they hit a period of stuck in their careers that started to impact their relationship and their wellbeing – so, they decided to change it.They talk about how being stuck showed up in their marriage, how workplace bullying effected their lives outside of work and the driving forces that propelled them into their new lifestyle. Two years on, and after packing up their lives and becoming digital nomads, Sarah and Mike now travel the world and work remotely running their businesses online. Sarah describes the change as coming home to herself, and for Mike, it’s about always remembering that we have one timeline in life - and we have to use it wisely.To learn more about the work of Yes Queen, you can head to their:Website – theyesqueen.comInstagram – instagram.com/the.yesqueenIf you would like to connect with Sarah Fritz directly, you can email her at:sarah@yesqueen.com.auIf you believe you are being bullied or treated unfairly at work, you can find links to the Fair Work Ombudsman and Australian Human Rights Commission via theyesqueen.com. If you are experiencing negative or life-threatening thoughts, please contact Lifeline on 13 11 14

The Fair Work Ombudsman says workers on temporary visas made up 1 in 5 cases of workplace mistreatment last financial year. - سازمان بازرسی کار منصفانه استرالیا می گوید در سال مالی گذشته یک مورد از هر پنج مورد بدرفتاری در محل های کار در استرالیا در مورد دارندگان ویزاهای موقت صورت گرفته است.

With interest rates going down and the minimum wage going up, what effect are these important economic shifts having on your business? The Fair Work Ombudsman ruled that Uber drivers are independent contractors and not employees, meaning every Uber driver is their own small business. Speaking of Uber, with the proliferation of ride-sharing services, many private vehicles are racking up kilometres. Which means they need a good mechanic. Independent, local mechanics offer service options at more competitive prices than dealership networks and you are not at risk of breaching the conditions of your warranty. On Workwise, it’s tax time and a major change is coming to the way businesses report salary, wage and superannuation payments to the ATO. Mark Chapman from H&R Block, in partnership with Officeworks, explains the ins and outs of Single Touch Payroll. Peter Switzer from growyourbusiness.com.au reveals why business owners could benefit from belonging to an industry association.

ACCC finds honey testing methods not reliable enough to prove adulteration, Fair Work Ombudsman reveals widespread underpayment of horticulture workers, A million hazelnut trees planted in the Riverina, Doubt cast on carp virus success.

As Executive Director for Compliance and Enforcement at the Fair Work Ombudsman, it's Lynda’s role to ensure that employers are working in compliance with the Fair Work Act. Lynda first started in the policy area of the Fair Work Ombudsman, has been the Executive Director of Education and Communication before moving into Compliance and Enforcement. This is a wide ranging conversation which includes awards, common mistakes, accessorial liability, litigation, record keeping, unions and more. This is an absolute not to be missed episode for all employers. Lynda is very honest and open about her compliance role, what it looks like when employers do the right thing in engaging the Fair Work Ombudsman and what tricks they won’t tolerate.

A damning report has found underpaid international students and backpackers are owed more than a billion dollars in wages. An overwhelming majority of victims are failing to take action to recover the money they're owed. - รายงานล่าสุดเผยนักเรียนต่างชาติและลูกจ้างทำงานวีซ่าเวิร์คกิงฮอลิเดย์ถูกโกงค่าแรงมูลค่ารวมกันกว่า 1 พันล้าน อีกทั้งส่วนใหญ่ไม่กล้าทวงเงินคืนจากนายจ้าง เพราะเหตุใด

More Australians are in line to obtain secure employment, with changes from the Fair Work Ombudsman now in effect as of this week.The Australian Council of Trade Unions has welcomed the changes, but it says there still may be employees who miss out. - Od tohoto týdne by se mohlo na víc pracovníků v Austrálii dostat jistější zaměstnání, začínají totiž platit změny nastavené Ombudsmanem pro férovou práci.Australská rada odborových svazů změny uvítala, ale říká, že na některé pracovníky se i nadále nedostane.

This week on the show we speak with TWU national secretary Tony Sheldon about the Fair Work Ombudsman's legal action against Foodora for alleged wage theft and sham contracting. We also speak with Tasmanian CPSU secretary about what the recent state budget means for public sector workers on the Apple Isle.It's been a big week for strike and industrial action. As always we bring you a wrap of the week's union news and workers' stories.

It's important for migrants, just like any other Australian, to learn what rights they have as a worker in Australia and how to report exploitation.In this podcast, the Fair Work Ombudsman provides information and advice about workplace rules in Australia. - Birakenewe kumenya ko abakozi baje ba mu bindi bihugu bose bafise amategeko amwe nk'umwenegihugu wese w'umunya Austrariya.Muri kino kiganiro, ombusumani araba ibijanye n’amategeko aranga abakozi aratanga insiguro y’ibijanye n’amategeko yok u buzi butandukanye muri Austrariya.

In Australia, the national minimum wage is set by the Fair Work Commission. Employees cannot be paid anything less, even if they agree to it. But despite being strict rules in place, some businesses still take advantage of their employees, especially when they're overseas students and backpackers.

We sit down with Janine Webster, Chief Counsel, Fair Work Ombudsman, to understand discrimination and your rights.When looking at what is discrimination, you need to understand the reason why someone has done something. Something detrimental has to have happened to an individual and it has to have happened because of a prohibitive reason.We also explore that you are entitled to return to the same job. Women should feel confident that they can return to their same role after parental leave.Did you also know that you do not have to disclose in an interview that you are pregnant.

We sit down with Janine Webster, Chief Counsel, Fair Work Ombudsman, to find out about one of the best kept secrets 'Keeping In Touch' days and how to request flexible working arrangements when preparing to return to work.When requesting flexibility, it is important to build your business case and pitch.  We discuss the need to be creative, put yourself in your employers shoes and come up with a range of ways to make it work for the employee and employer.If your flexible request is denied, then your employer must respond in writing and provide you with sufficient business grounds. The question to ask is are there any grounds to discrimination within what has been presented.

We sit down with Janine Webster, Chief Counsel, Fair Work Ombudsman, to understand your rights when requesting and taking parental leave.What do you do if you if you want to return earlier than 12 months? You need to give your employer 4 weeks’ notice.We also talk about the importance of a safe job environment and the obligation for employers to move you into a safe job if you find yourself in an unsafe environment when pregnant

We sit down with Janine Webster, Chief Counsel, Fair Work Ombudsman, to understand your rights when returning to work after parental leave.We speak about your entitlement to return to the same job. Women should feel confident that they can return to their same role after parental leaveIf your same role doesn’t exit when you return, then there is an entitlement to return to a role in equal status and pay.If made redundant, you should expect that you are contacted and consulted by your  employer.If you want to return earlier than 12 months, you need to give your employer 4 weeks’ notice.

We sit down with Janine Webster, Chief Counsel, Fair Work Ombudsman, to understand the role they play and how to get their help.The Fair Work Ombudsman can be contacted on 13 13 94 where you will speak to a highly trained professional and all matters are confidential.

Extracts from 3CR Community Radio's Monday Breakfast show  || This week on Over The Wall, Josh Cullinan from the Retail and Fast Food Workers' Union returns to discuss penalty rate reductions, workplace bullying, the Fair Work Ombudsman and a bunch of other industrial matters || Deputy Mayor of the City of Hobsons Bay and OII Australia co-exec Tony Briffa comes on the show to discuss the UN Human Rights Committee's recommendations to Australia on rights to bodily integrity || CEO of WIRE (the women's confidential referral service) Julie Kun comes on the show to talk to us about gender-based violence and the connection to alcohol abuse || #16DaysOfActivism

We often hear on the news stories of employers underpaying their workers, whether it’s restaurant chains or even small businesses. As an employee, you have clear rights when it comes to pay, conditions and safety. And there’re easy ways to report it, if those rights are not respected.

Small Biz Matters – a half hour program each week where you can work ON your business rather than IN it.with Alexi Boyd from Boyd Office Management ServicesDate: 15 August 2017 Engaging in business naturally means you take on risk. Not everyone you engage with is going to be trustworthy and if they’re likely to take risks, they might take you along for the ride. But covering yourself legally is expensive, right? Maybe, sure lawyers earn more per hour that we do. But what MORE expensive is going to court and if you don’t have the right compliant contracts in place that’s where you could be heading. Who best to sk than an expert in Commercial Law we welcome to the show Allan McDougall from Key Point Law Firm. Welcome to the show Allan. Topics we’ll be covering: Q: “When do you typically need ‘Engagement Contracts in Business?”   A: You typically need contracts in business when you supply products or services over time, or on-line.   In other words performing the transaction  isn’t instantaneous, like paying to have your someone mow your lawn, unless of course it’s a repeating arrangement (but maybe not even then) Also the product or service you provide is complicated or required to be of a certain standard eg painting the inside of a house   Business Terms & Conditions So, if you are selling products or services, whether from a physical or digital/online presence, you will need to have a well-drafted set of business terms and conditions.   These standard Ts&Cs can even be displayed on your website. Some large businesses may display not just standard sales terms, but also standard purchase terms as well.   If you provide services you will need a “client agreement” Client Agreements set out the services you provide your client and on what terms.   This agreement will include information on your obligations, your client’s obligations, as well as standard provisions to limit your liability (risk) and protect your legal interests   If sell products (things) you will need a set of sales terms & conditions. A set of sales Ts&Cs covers similar things to a Client Agreement, as well as your delivery, repair and exchange policies.   The sales Ts&Cs should also ensure that, as a supplier of goods you are complaint with product quality laws   (Talk about the Australian Consumer Law and recent “B2B unfair contract” amendments)   Online market place term and conditions If your website allows parties to buy and sell products, services or even information you will need a set of Ts&Cs to facilitate transactions on your marketplace/website platform. Website marketplace Ts&Cs need to be a little more comprehensive than the other two sets of business Ts&Cs, because they must protect your website platform as well 2.              Contract with employee or contractor Yu should always have a written contract of employment with all award employees, and probably management employees as well. For the sake of good order probably casual employees too, although the contract will most likely be briefer These agreements will set out things like the role of the worker, their remuneration and benefits, any leave entitlements, and what expectations you have of them And for the award employees a written document is a way of proving to the Fair Work Ombudsman for example that you are observing the conditions of the award, should that ever become necessary As regards a contractor you will need to make clear their independence of the cso that you are not responsible for his on-costs, and that he/she is a genuinely independent agent   3.              Shareholders Agreement If your business is in a company and you have shareholders other than immediate family then hopefully you have Shareholders Agreement in place. Sets out what each shareholder’s role in the company is, what their duties and obligations are, how profits are divided, how a shareholder can exit, and generally what happens if something goes wrong A kind of a business “pre-nup”    4.              Buying or Selling a business   If you engage a lawyer this will generally cost a lot. Sometimes you will think the final amount is out of proportion to the sale price.  I often say the more you’re paying or getting the better it is to engage a lawyer. Even if it’s for a small sum you at least get peace of mind with a lawyer being involved. To save money involve your accountant from the word go, and negotiate as much as you can with the person buying or selling. Really get all the commercial details settled, including doing a “due diligence if you are the buyer There is a standard form contract, similar to the real estate version, but I think it’s a waste of time, except perhaps for the smallest business.   5.              How detailed do theses contacts need to be? Their level of detail depends on how complicated your products and services are. Generally one A4 page, with two columns of small type size should suffice. Note though that the font cannot now be too minute otherwise the contact may be deemed to be unfair, under the new laws     Why is it better to seek advice rather that downloading from the internet?   You take a risk that anything on the internet might not be truly suitable for your purposes. Also I notice that many of the ‘free” documents on the internet are from American of UK law firms which are quite different from what we use over here and are sometimes alarmingly uncomplete. Very much a case of buyer beware Also from the internet you can buy contracts and legal documents for various purposes but you still take a risk that you know what you are doing. I see that from some sources you can pay substantially extra for legal interpretation and advice to accompany the purchased document. From what I can tell the advice is Ok, but I only know that because I’m a lawyer! I think you are better off delegating this task. Your time is better spent working on or in your business   7.              If you engage with a commercial lawyer like me, how can you expect the meeting to go. Well, firstly it is my practice to give you the first hour free so you can explain your needs and try to give you an estimate of what it will cost. Maybe I will need to go away and think about it, then get back to you, but an estimate you will get. If you like how the meeting went and the number I come up with then I will send you a fees agreement setting out that estimate. If you are happy with that you tell me and we can proceed. At the beginning of the show Alexi you mentioned that we lawyers charge by time at hourly rates. That’s usually the case where we can’t control the amount of time we spend. For example, in a court case, a dispute situation or where we have to negotiate with another lawyer. For myself, about all I can do is keep you fully informed in those circumstances. Court matters are particularly h problematic.   8.              When is the best time to engage a lawyer? When  you’ve agreed all the important bits with the other party and you’ve personally resolved to go forward. Also you’ve been talking to your accountant in detail and you know the numbers look OK.   9.              How can you minimise the costs? Do your homework: if selling, be realistic about what you are letting go and what you want in return if buying, do you DD early and thoroughly.   Allan McDougall Principal Keypoint Law To find out more go to their website:  http://www.keypointlaw.com.au/

Small Biz Matters – a half hour program each week where you can work ON your business rather than IN it.with Alexi Boyd from Boyd Office Management ServicesDate: 27 June 2017 Today on Small Biz Matters we’ve brought in an expert on Employment Law; Michelle Archer from Archer Law practice based in Hornsby. It's a topic I’ve long wanted to discuss and I’m please to welcome a true, local expert on the subject. So welcome to the show and thanks for sharing all of your knowledge with us this morning. A: Michelle, can you tell me a little bit about background and what led you to this career path? M: brief description of previous experience in the field and the sort of businesses you’ve worked with over the years. A: And Michelle, can you give me a brief overview of the Fair Work Act and how it relates to small business? The Fair Work Act (“FWA”) is a Federal Government Act which regulates employment and industrial relations in Australia.  The Act applies to nearly all employers in NSW except NSW public servants, some NSW Government agencies and local Councils.  Most employment and industrial matters are dealt with in the Act.   The Act defines a small business employer as being fewer than 15 employees.  Some of the rights and obligation of employers under the Act are different depending on whether you are a small business or not One aspect which is particularly misunderstood is that of the process of Hiring and Firing of staff and this is why we’re covering this topic today. The unfair dismissal laws in particular can be a bit of a roadblock for small business and can actually make them think twice about hiring that perfect employee. For many its another example of excessive red tape. But, is it all that bad? Part 1 – Hiring A: Now, we’ve covered the area of employment contracts  previously on Small Biz but I have to admit we didn’t consult an expert such as yourself; so can you give us some tips about what we should consider before hiring new staff? M: When hiring employees a business has both statutory obligations to its employees and contractual obligation.  Statutory obligations are found in the Fair Work Act and also in Awards or other Acts such as the Long Service Leave Act. The Fair Work Act provides some minimum entitlements which are referred to as the National Employment Standards or NES.  There are 10 terms and conditions in the NES, including: 1.      A maximum working week of 38 hours for full time employees plus “reasonable additional hours”. 2.      A right to request flexible working arrangements. 3.      12 months unpaid Parental and adoption leave, with the right to request an additional 12 months. 4.      Four weeks paid annual leave (pro rated for part time). 5.      Ten days paid personal/carer’s leave (pro rated for part time), two days paid compassionate leave for each permissible occasion, and two days unpaid carer’s leave for each permissible occasion. 6.      Community service leave for jury service or activities dealing with emergencies or natural disasters (this leave is unpaid except for jury service). 7.      Long service leave – (there is an entitlement to long service leave in the NES but the actual granting and payment of Long service leave is governed by the Long Service leave Act in NSW). 8.      Public holidays and the entitlement to be paid when working on those days. 9.      Notice of termination and redundancy pay.  (Note redundancy pay is not required to be paid by a small business employer) 10.  The right for new employees to receive a copy of the Fair Work Information Statement, Employers also have to work out whether an Award applies to their Employees so having a good job description is very helpful as you need to know the type of work your employee is going to perform in order to work out if an Award will apply.   (See my attached presentation) A: And what about an  agreement,  or contract? Should small business have a contract with their employees or just rely on the Award? M: It is important to have an employment contract even if the employee is covered by an award. The contract can cover things like ·      Remuneration, including any bonus or commission schemes and superannuation; ·      Probationary periods, ·      Protection of confidential information, ·      Notice periods, ·      Post-employment restraints. ·      Compliance with the employer’s policies (although it is important to exclude the policies from being contractual terms). A: And when we met recently you mentioned a document that ALL new employees should be supplied with at the point of employment which was the Fair Work Information Statement – I’ll be honest and say I had no idea about this regulation. Can you please explain what’s covered in a Fair Work Information Statement and where employers can find one? The Fair Work Information Statement is a two page document which sets out information regarding the National Employment Standards, and also provides information on things like the right to request flexible working arrangements, Modern Awards and other workplace rights.  It also provides contact details for the Fair Work Ombudsman and the Fair Work Commission.  You can find the Fair Work Information Statement by going to www.fairwork.gov.au or you can just google “Fair Work Information Statement”. Part 2 – Firing A: So, as an expert in Employment Law, if I say the words “You’re Fired!” what does that term make you think on: M: Well the first thing it makes me as an employment lawyer think of is “Why?”  Different scenarios can arise depending on why an employer terminated the employee.  For example, if an employee is guilty of some really serious misconduct then the employer has the right to terminate that employee on the spot without warning or notice.  But if it is not serious misconduct, then we have to look to see if the employer was justified in terminating that person’s employment.  For example, is it a redundancy, has the business been sold to someone else, is that person being terminated for performance reasons. A: Firstly Michelle, let’s talk about unfair dismissal and the misconceptions that small business owners may have regarding this. Do you think is it more of a misinterpretation, or a lack of awareness as to their obligations? M: In my experience both employees and employers have a lack of awareness of what claims can be made under the unfair dismissal laws.  Employees always think they are able to claim more than they actually can and Employers worry about hiring new staff because of unfair dismissal laws but there are some important hurdles for employees claiming unfair dismissal, such as: ·       employees of small business cannot claim unfair dismissal in the first twelve months of employment or if their earnings is above the high income threshold (which is presently $136,700). ·       Also, they cannot claim they have been unfairly dismissed if their job has been terminated for reasons of genuine redundancy.  If the role has been terminated because of redundancy, then a small business employer is not obliged to make redundancy payments under the Fair Work Act. ·       They must prove that their dismissal was harsh, unjust or unreasonable. ·       Small business Employers also have access to the Small Business Fair Dismissal Code which provides a checklist of what to do in the event of termination.  If the Employer can show they have followed the Code then the employee will not be able to claim unfair dismissal.  The Code can also be found on the Fair Work Ombudsman’s website. -       Even if the employee is successful in their claim, the Fair Work Commission has  two options, it can reinstate the person to their previous role, which is quite rare, or they can award compensation.  The most that can be awarded is no more than six months of the employee’s salary or one half of the high income threshold, whichever is higher.  And that is the maximum, most decisions of the FWC are less than that. A: As my regular listeners would know we’re all about solid processes and procedures here at Small Biz Matters, so what can businesses do to protect themselves when setting this all up? M:   They should first have good job descriptions and make sure that their employees know what their job is and what are the expectations around it.  You should document everything.  If you have to counsel an employee about their performance, even if it is informally or without giving a warning, make sure you take file notes of your discussions.  For more formal interviews, you should have witnesses to the meeting and allow your employee a support person as well. Also, you should have policies around such important matters as occupational health and safety, internet and email usage and bullying/harassment. But more importantly you should make sure that your employees know about the policies and that they are enforced for everyone including the owners and managers.  Having written policies is a great idea but they are of no help if everyone just ignores them. A: In your opinion, are the unfair dismissal laws really there to protect businesses, employees or both? M: I think the Act has tried to strike a balance between the interests of business and employees but I do think there is a level of misunderstanding in the community about what rights people have under the unfair dismissal regime.  A lot of businesses don’t know for example about the 12 month minimum employment period or the salary caps which can make some employees ineligible for unfair dismissal. A: Is unfair dismissal all we have to worry about?  Are there any other claims employees can make? M: Unfair dismissal is the most common claim that an unhappy employee would make but employers must also consider other potential claims if they are thinking of terminating an employee who may be ineligible to claim unfair dismissal.  For example there are laws in the FWA against discrimination on the basis of race, colour, sex, sexual orientation, age, physical or mental disability, marital status, family or carer's responsibilities, pregnancy, religion, political opinion, national extraction or social origin.  Employers are also not allowed to act against employees because they have a workplace right, for example if an employee has a right to take leave, then employers cannot terminate them for reason of them taking or proposing to take that leave.  These claims are not subject to same eligibility criteria so employers must also be careful not to discriminate unfairly against their employees. A: And where can businesses get more info on unfair dismissal if they’re in need of good advice? M: It is always a good idea to get good advice from a lawyer experience in employment law early.  Waiting too long can cost more in the long run.  Employers can also contact the  Fair Work Ombudsman or their website for further information.

In recent years, the Fair Work Ombudsman has been trying to help migrant workers recoup millions of dollars in unpaid wages.         - Az elmúlt években a Fair Work Ombudsman sokat segített abban, hogy külföldről érkezett munkásoknak járó ki nem fizetett több millió dollár jogos tulajdonosukhoz kerüljön.