Showing posts with label fair work. Show all posts
Showing posts with label fair work. Show all posts
Sunday, April 28, 2013
Safeguarding your business from an underpayment law suit with better workforce management
Yet another company is in the Fair Work Ombudsman’s sights for underpayment with SmartCompany reporting that an Adelaide windscreen company is set to appear in court over allegedly underpaying seven employees more than $100,000 over a period of four years.
In this case, the FWO argues the employees were paid flat hourly rates ranging from $12.50 to $21.62, "resulting in the employees variously being underpaid their minimum hourly rates, casual loadings and penalty rates”.
Employees were also allegedly instructed to work through lunch periods without a break, and then weren't paid for that time. One employee has also accused the company of underpaying annual and personal leave entitlements.
The FWO has been eagerly chasing businesses accused of underpaying workers, especially workers from other countries. However, business groups have complained the wage system is too hard to understand, with businesses likely to make mistakes because of the complexity of different awards and rates.
Safeguard your business from a potential Fair Work Ombudsman investigation
An automated time and attendance system can assist organisations with better workforce management by accurately capturing and recording employees’ work time and attendance information.
With this information a time and attendance system can easily calculate base and overtime pay, weekend and public holiday penalties, as well as leave loading and shift penalties and modern awards. This ensures consistent application of your business rules and compliance with federal and state workplace legislation.
A direct interface to your external payroll application further reduces payroll administration and the potential for costly payroll errors.
For more information download our White Paper "Howto choose the right Time and Attendance System for your Business".
Tuesday, January 15, 2013
Are you on holidays? Are your employees on leave?
In Australia, January is usually regarded as peak holiday season with many taking full advantage of the summer sun, school holidays, and enjoying an extended break from work.
However many employers and employees can be unsure of their annual leave rights and obligations.
Annual leave entitlements form part of the National Employment Standards (NES) with all employees (except casual employees) paid annual leave based on their ordinary hours of work.
Fair Work advise that an employee’s entitlement to annual leave under the NES accrues progressively during a year of service according to their ordinary hours of work and accumulates from year to year.
On termination of employment an employer must pay an employee for any untaken annual leave which has accrued. Leave continues to accumulate while employees are taking paid annual leave and paid personal leave.
For more details on the NES and Annual Leave Rights and Obligations visit Fair Work online.
A time and attendance software system can easily manage and track absence and leave. Web-based self-service functionality also enables employees to check their own attendance information such as flexi-time balances and entitlements, absence history and planned leave etc…without having to consult HR
An automated time and attendance management system can help you effectively manage leave and the holiday planning processes by:
In addition, Employee Self Service functionality empowers your staff to check their own leave records and entitlements, and request/book leave online without having to converse with their supervisor or HR.
Want to find out more? If you would like find out more about effective Leave Management and Holiday Planning contact Mitrefinch today on 1300 884 831 (+61 2 8762 7888) or email sales@mitrefinch.com.au
However many employers and employees can be unsure of their annual leave rights and obligations.
Annual leave entitlements form part of the National Employment Standards (NES) with all employees (except casual employees) paid annual leave based on their ordinary hours of work.
Fair Work advise that an employee’s entitlement to annual leave under the NES accrues progressively during a year of service according to their ordinary hours of work and accumulates from year to year.
On termination of employment an employer must pay an employee for any untaken annual leave which has accrued. Leave continues to accumulate while employees are taking paid annual leave and paid personal leave.
For more details on the NES and Annual Leave Rights and Obligations visit Fair Work online.
A time and attendance software system can easily manage and track absence and leave. Web-based self-service functionality also enables employees to check their own attendance information such as flexi-time balances and entitlements, absence history and planned leave etc…without having to consult HR
An automated time and attendance management system can help you effectively manage leave and the holiday planning processes by:
- Keeping a central repository of all employee leave records, keeping track of all leave types such as Holiday or Personal leave
- Calculating leave eligibility based on an employee’s hours worked and hire date
- Creating work schedules that take in account employees on leave, thus ensuring you have sufficient cover to meet customer or project demands and deadlines
- Generating real time absence management and holiday planning reports
In addition, Employee Self Service functionality empowers your staff to check their own leave records and entitlements, and request/book leave online without having to converse with their supervisor or HR.
Want to find out more? If you would like find out more about effective Leave Management and Holiday Planning contact Mitrefinch today on 1300 884 831 (+61 2 8762 7888) or email sales@mitrefinch.com.au
Sunday, December 16, 2012
Festive Workforce Management: Managing Public Holidays
While Christmas is generally regarded as a holiday for most, there are a number of industries that will require staff to work across some or all of the public holidays.
Managing public holidays and associated pay rates over the festive period can be quite confusing – in particular for organisations who operate nationally – as some Australian States and Territories adopt slightly different arrangements. For example, in South Australia, part-day public holidays have been declared from 7pm - midnight on Christmas Eve and New Year’s Eve.
Employees also have workplace entitlements on public holidays, regardless of whether they work or not. Fair Work Australia advises that minimum wages for working on public holidays depend on a number of things, including the industry you work in and the work you do.
Under many awards and agreements, an employee who works on a public holiday may receive a penalty rate or loading for the hours worked, be provided with time off instead of payment of penalty rates, or receive equivalent time added to their annual leave balance.
Fair Work also advise that an employee's roster can't be changed to avoid the payment for a public holiday if the employee doesn't work.
Useful Links:
Award Interpretation enables you to easily calculate base and overtime pay, weekend and public holiday penalties, as well as leave loading and shift penalties, ensuring consistent application of your business rules. A direct interface to your external payroll application further reduces payroll administration and the potential for costly payroll errors.
Current Mitrefinch TMS users can easily configure their Time Management System (TMS) to process Public Holidays – for assistance contact Mitrefinch Support.
If you are still processing your payroll manually and would like to put improved Workforce Management and automated Award Interpretation on your Christmas Wish List contact us via email (sales@mitrefinch.co.au) or call +61 2 8762 7888.
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| Image courtesy of Fair Work Australia |
Managing public holidays and associated pay rates over the festive period can be quite confusing – in particular for organisations who operate nationally – as some Australian States and Territories adopt slightly different arrangements. For example, in South Australia, part-day public holidays have been declared from 7pm - midnight on Christmas Eve and New Year’s Eve.
Employees also have workplace entitlements on public holidays, regardless of whether they work or not. Fair Work Australia advises that minimum wages for working on public holidays depend on a number of things, including the industry you work in and the work you do.
Under many awards and agreements, an employee who works on a public holiday may receive a penalty rate or loading for the hours worked, be provided with time off instead of payment of penalty rates, or receive equivalent time added to their annual leave balance.
Fair Work also advise that an employee's roster can't be changed to avoid the payment for a public holiday if the employee doesn't work.
Useful Links:
- What Employees Get on Public Holidays
- Christmas and New Year Public Holiday FAQs
- Annual Shut Down FAQs
Award Interpretation enables you to easily calculate base and overtime pay, weekend and public holiday penalties, as well as leave loading and shift penalties, ensuring consistent application of your business rules. A direct interface to your external payroll application further reduces payroll administration and the potential for costly payroll errors.
Current Mitrefinch TMS users can easily configure their Time Management System (TMS) to process Public Holidays – for assistance contact Mitrefinch Support.
If you are still processing your payroll manually and would like to put improved Workforce Management and automated Award Interpretation on your Christmas Wish List contact us via email (sales@mitrefinch.co.au) or call +61 2 8762 7888.
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