Fair Work Penalty Rate Decision 2017

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The Fair Work Commission has handed down its long-awaited ruling on weekend penalty rates...

The Fair Work Commission made the following changes to the Sunday and Public Holiday penalty rates:

General Retail Industry Award:

  • For full time and part time employees Sunday penalty rates will be reduced from 200% to 150%
  • Casual employees Sunday penalty rates will be reduced from 200% to 175%.
  • Full time and part time employees Public Holiday penalty rates wil
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FWC confirmed Annual Wage Review – Higher than expected

Each financial year the Fair Work Commission's Expert Panel conducts a complete review of the national minimum wage and modern awards.  This is in accordance with the Fair Work Act 2009. The 2015–16 Annual Wage Review directly affects over 1.86 million employees in Australia.  This decision is important as the annual wage review affects those who are reliant upon the minimum rates of pay. All measures of inflation and wages growth are at historical
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Unfair dismissal is when an employee is dismissed from their job in a harsh, unjust or unreasonable manner.

Before dismissing an employee for what you perceive as misconduct you first need to review your company culture and behaviours when deciding if someone has breached what you believe is standard. In a recent case, a sacked employee was awarded $296,650 in damages for being unfairly dismissed.  This employee was dismissed after arriving drunk at at a conference one morning.  He arrived late at the conferen
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It pays to dismiss right and stay fair.

Here is an example of how doing so, can save your business grief.... A forklift driver was sacked after breaking his employer's "golden rule" of operating a vehicle while a customer was in an exclusion zone.  The employee claims he was unfairly dismiss and has taken his case to the Fair Work Commission (FWC) The Fair Work Commission (FWC), has ruled that his dismissal was unfair. FWC heard this was the second safety-related incident during the forklift operator's
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With over 122 Modern Awards with multiple classifications, understanding pay rates can be difficult.

Calculating the wrong pay rates can result in costly fines and back payments to your employees.

Recently, a business on Sydney’s north shore has had to back-paid three young employees almost $35,000.  The business told Fair Work inspectors it was not aware the correct pay rates and the extent of its obligations.  An expensive way to find out. As Fair Work constantly says, "operators need to make an
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How do you go about establishing and communicating targets for employees?  The success of your business revolves around your ability to meet targets and goals!

An employer’s failure to clearly establish targets for an employee.  As well as failing to monitor the employee against those targets, or to provide feedback and support him resulted in a finding of unfair dismissal in Fair Work Commission (FWC). FWC made clear it was the employer’s responsibility to make employees aware of performance standards an
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In relation to a recent decision in the Fair Work Commission, it was clear that a genuine redundancy could only have occurred if the Company had complied with the consultation obligations contained in clause 8 of the Retail Award. The Company had argued the dismissal of the employee was the result of a genuine redundancy, and therefore the termination was effected for a valid reason and could not be characterised as harsh, unjust or unreasonable. However, it was unable to show where or how it had consulted with the em
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At HR Central, we are constantly reinforcing the fundamental need for the importance of HR policies in the workplace.

The top tips for implementing policies in any business are as follows:

  • Make the policies simple and easy to read
  • Ensure your employees are aware of these policies and have access to them at all times
  • Train & educate your employees about what these policies mean in the workplace.
  • Keep records of all of the above!
On the surf
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Did the penalty fit the crime?.... Following his termination, a manager has failed in his bid to argue that, among other purchases, 14 massages were a "reasonable business expense". Over the past year, the engineer had purchased 14 massages, a blender, an Australia Day t-shirt, singlet and two boxer shorts, a pair of gym shoes and shorts, a three metre extension lead, a backpack, a duffle bag, two bathmats, a cooler bag, vitamins and a heater using his business credit card. Following an investigation, the company di
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