The changes introduced by the Fair Work Amendments, which we will cover in this update, include provisions to:

• Abolition of the Australian Building and Construction Commission (ABCC) and Registered Organisations Commission (ROC)

• Prohibition on pay secrecy

• Prohibition on advertising contravening pay rates

• Sunsetting ‘zombie’ agreements

A timely reminder to update your workplace policies. Attention Employers: Fair Work Act amendments – update your policies and WHS risk management frameworks

As you may be aware, the recent Fair Work Act amendments require employers to address and manage risks in several areas affecting their employees.

When considering flexible work requests employers should consider key factors and ensure that they are complying with relevant laws and regulations. By considering these factors, employers can evaluate flexible work requests and make informed decisions that benefit both the employee and the organisation.

Employers are responsible for ensuring that the overtime they request is reasonable and that employees are not being asked to work excessive or unreasonable hours. If you are concerned that the overtime you are asking your employees to work is unreasonable or are unsure of award rates, you can seek advice from our expert employment lawyers, contact us.

Paid Family and Domestic Violence Leave – starts 1 February 2023

Do you understand the changes as a result of the amendment to the Fair Work legislation passed on 6 December 2022? What are the changes, how will they affect your organisation, and when exactly will they come into effect?

This case serves as a clear message to employers and organisations that an employee who has suffered psychological injury from bullying and harassment, can recover Fair Work compensation in addition to damages for psychological and or physical injuries.

The Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Bill 2022 (the Bill) has been introduced to Parliament this week.

On November 11, The Industrial Relations Commission NSW (NSW IRC) published its decision on the Application for the Crown Employees (Teachers in Schools and Related Employees) Salaries and Conditions Award 2022.

The recent amendment made to the Work Health and Safety Regulation 2017 (NSW) by the Work Health and Safety Amendment Regulation 2022 (NSW) imposes an explicit obligation on persons conducting a business or undertaking (PCBUs) to manage and control psychosocial risks in the workplace, from 1 October 2022.

Employers need to be mindful of any Enterprise Agreement provisions regarding family and domestic violence leave which may conflict with the new NES entitlement, and ensure they provide their employees with 10 days paid family and domestic violence leave as needed.

Read CER’s trusted employment screening partner VerifyNow’s guide to background screening options and the benefits these can bring as part of your hiring process.

How do you ensure you are providing a safe work environment?

Follow our practical guide to ensure that the work environment you are providing is a healthy and safe workspace. October is National Safe Work month

We believe that the safety of children in our communities is a priority and we pledge to implement these standards in our work.

The Residential Care Workers Register (‘the Register’) came into effect on 18 July 2022 and requires designated agencies to provide their residential care worker details into the Register before they can provide care in a residential setting.

Managing workers who are suffering from a non-work related injury or illness can be one of the more complex areas of employee management. When deciding what steps to take, consideration needs to be given to requirements under discrimination law, unfair dismissal and adverse action risks and work, health and safety obligations.

Find out when you can meet with CER face-to-face, as Ian Yard-Smith and Chris Owens attend conferences in various locations Australia wide. We are taking this valued, and long-awaited opportunity to meet with you to discuss how we can help your organisation with your employment relations needs.

Get updated on the latest changes to the Educational Services (Teachers) Award 2020 which came into effect on the first full pay period on or after 1 January 2022.

A notice period is an important time at the end of a person’s employment. Unfortunately, sometimes employees leave without giving any notice or don’t work out their whole notice period. The FAQs in this article answer the enquiries we commonly receive when this occurs.

A stand down takes place when an employer stops an employee from working without pay, for a reason that is outside of the employer’s control. We explore situations that employers can face when determining appropriate circumstances for standing down employees.