Pia Engstrom (CAHRI) HR Professional

Low wages a significant cause of apprentice non-completion, review says Low wages may not be the main reason why #apprentices fail to complete, but they are likely to be a significant factor, according to initial findings of the Strategic Review of the Australian Apprenticeships Incentive System. In a background paper released last week, the review being conducted by Justice Iain Ross and Lisa Paul, said the evidence on how wages impact apprenticeship commencements and completions is mixed. “The evidence suggests that training wages are not the main reason why apprentices do not complete their training, but they are likely to be a significant factor,” it says. The paper refers to studies that show that only about 9% of non-completing apprentices cited low training wages as the main reason for dropping out, but that 35% were dissatisfied with their wage. “It is conceivable that apprentices may have put up with other problems with their employment, had their wages been higher,” the paper says. “Addressing issues associated with low apprenticeship wages is complicated. While increasing training wages may increase the potential supply of apprentices and aid retention and completion, it also raises employer costs,” it says. The review panel is considering the effectiveness of the Australian Apprenticeships Incentive System, costing about $1.1 billion a year, as the primary financial assistance program for apprentices and employers. As part of its final report due later this year, the review will also look at the effectiveness of generous Covid-era wage subsidies, currently being examined by Treasury’s Australian Centre for Evaluation. https://lnkd.in/g72QktpF

14

4 Comments

The AEWV is New Zealand's primary temporary work visa, prioritizing locals for jobs and simplifying the hiring process for skilled migrants in areas of genuine labor shortage. Accreditation requirements aim to prevent migrant exploitation by limiting hiring to approved employers. On 7 April 2024, changes were announced to the Accredited Employer Work Visa scheme. These include: * Introducing an English language requirement for migrants applying for low-skilled ANZSCO level 4 and 5 roles. * A minimum skills and work experience threshold for most AEWV roles. * For roles that fall into the ANZSCO level 4 and 5, employers will need to engage with Work and Income before approval to bring in migrants will be granted. * Reducing the maximum continuous stay for most ANZSCO level 4 and 5 roles from 5 years to 3 years. * Disestablishing the franchisee accreditation category and for these businesses to apply to bring in workers from overseas through the standard, high-volume, or triangular employment accreditation. Book A Free Consultation Now! https://bit.ly/44HpxE9 | +971 4 584 1065 | wa.me/+97145841065 #borderlessconsultants #immigrationexperts #Newzealand #Immigration

1

Changes to Coal Mining Safety & Health Legislation are now live! Following the release of the Resources Safety and Health Amendment Act & Regulation 2024 which introduced preventative and proactive reforms to improve the safety and health performance in the QLD resources sector - the changes are now reflected in the prescribed legislation. A summary of changes that commenced on 1 September 2024 specifically look to facilitate the growth of HRO behaviour, regulatory enforcement, and ensuring that legislation is contemporary and effective. The changes will begin over the next five years to allow industry implementation. We have our finger on the pulse and are keen to help you and your organisation understand the changes and how the can and will impact requirements. More information fan be found on the RSHQ website. https://lnkd.in/gaYv4SMu #CMSHAct #CMSHRegulation #Resources #Legislation #Changes #AmendmentAct2024 #heretohelp #industryprofessionals

6

Recruitment Tip for today. Hello Everyone, Livehire is a recruitment platform that we use to advertise vacant roles we are recruiting for. Here are a few tips to help you as you navigate through Livehire. If you are interested to apply for vacant roles we are advertising you will need to create your profile in livehire. We no longer accept applications sent through email ALL our applications come through livehire. You will notice on the adverts we share on LinkedIn there is a brief step by step guide to help you create your livehire profile. 1. Once you have created you livehire profile you should get a notification from livehire advising you that you have successfully lodged your application. While creating your profile you can specify areas you are interested so when we have vacancies in those areas you will be notified. Always ensure a copy of your most current and updated CV is uploaded. All documents (Your application letter, CV, Certificates, Degrees, Diplomas and Referees and other Supporting Documents are scanned and uploaded in One PDF file.) 2. Only short-listed candidates will be contacted. 3. Even if you are unsuccessful you will still be notified via livehire. Happy Job Hunting 😊

136

30 Comments

Building a strong, data-driven HR function requires HR leaders to cultivate data analysts, consultants and decision enablers within their own teams. An expert provides a breakdown of how HR leaders can develop these capabilities to leverage employee data to its maximum potential.

4

While some agencies, like White Fox Recruitment, claim to be the "number one recruitment agency on the Gold Coast" with flashy awards and self-promotion, their reputation is now marred by serious fraud charges, as reported by Lawyers Weekly on August 2, 2024. At Competitive Advantage HRM & Recruitment, we know that true credibility isn't about hype—it's about integrity, transparency, and consistently delivering top-tier results. When you partner with us, you're choosing a team of highly qualified professionals with advanced degrees in HR, Business Law, and Employment Relations. We don't rely on hollow titles or inflated fees. Instead, we're dedicated to providing honest, cost-effective recruitment solutions that align with your business needs and uphold the highest ethical standards. In a landscape where trust is critical, make the smart choice for your business's future. Choose Competitive Advantage HRM & Recruitment—where your success, reputation, and peace of mind are our top priorities.

2

What makes IRP different to other recruitment agencies? 🤔 👷 IRP was formed out of a void that its founders observed in the recruitment industry. Recruiting the right candidates is important, but what distinguishes IRP within the industry is our focus on onboarding, developing and retaining the right candidates. 🔎 With over 18 years working and partnering with Perth operations, IRP offers a unique level of experience and capability. We have an in-depth knowledge of the challenges local companies face when recruiting and retaining employees. 🤝 We operate what's known as a "high touch, low volume" service model. We have fewer Clients but invest considerably more time and effort with each. This high touch model is built on developing (and earning) close and trusted professional working relationships with managers and key stakeholders, gaining a deep understanding of operations and workplace culture, and providing recruitment, onboarding and retention services. 🛠️ We are a local business specialising in the Manufacturing, Trades, Warehousing & Distribution, and Local Government sectors across Perth. Our narrowed concentration towards businesses within these sectors allows us to have a deep understanding of the local employment market and know how to navigate the challenges it can present. Need help with your recruitment processes? Reach out to us today at 08 9477 7999 or email [email protected]. #PerthRecruitment #LabourHire #LocalBusiness

8

Important Update from the Fair Work Commission: Starting August 26, 2024, all employers must provide new casual employees with the following documents when they begin their employment: Casual Employment Information Statement Fair Work Information Statement Ongoing Requirements: For businesses with 15 or more employees: Provide the Casual Employment Information Statement again after 6 months, after 12 months, and then repeat every 12 months thereafter. For businesses with fewer than 15 employees: Provide the Casual Employment Information Statement every 12 months after the employee starts. Please ensure your business is up to date with these requirements. You can access the required documents here: Casual Employment Information Statement: https://lnkd.in/gdezH5XY Fair Work Information Statement: https://lnkd.in/g7v4wWfu If you need assistance or have any questions, contact the TCCI Business Hotline on 1300559112* or email us at [email protected]* *Fee for service applies to non-members of the TCCI

1

⚡️ CopperString 2️⃣0️⃣3️⃣2️⃣ powers on ⚡️ UGL, alongside fellow CIMIC Group Limited company CPB Contractors, is delivering CopperString 2032. The CopperString 2032 project is a key initiative focused on delivering a massive 840km of new high-voltage transmission line in North & North West Queensland 📍 During this early phase, finding the best route that minimises environmental impact while considering stakeholder needs is crucial. By exploring alternative corridors, the project ensures it has the most suitable location for the busy groundwork ahead; https://okt.to/y1x4w0 This approach reflects UGL’s commitment to sustainable development and responsible infrastructure that benefits both the environment and the community 📍 #unitewiththeverybest #Utilities #projectupdate #CopperString2032 #UGLCPBContractorsJointVenture Powerlink Queensland

39

Today is R U OK? Day, a crucial reminder of the importance of mental health in the mining industry. Our sector faces some unique challenges, with FIFO workers especially experiencing higher rates of psychological distress, but almost all the work we do is challenging and done in remote and difficult conditions. Remember, a simple "Are you OK?" can make a world of difference, and you never know when someone really needs to hear that. Take a moment to check in with your colleagues, friends, and family. It takes a tribe to do anything, and we need to look after ourselves and each other. #mining #exploration #safety https://lnkd.in/gdfFpQE8

3

Recent developments at Country Road Group & Rio Tinto underscore the importance of a holistic and proactive approach to workplace behaviour management.   Now’s a good time to review your own organisation: 🔍 Do you have clear policies that comply with current WHS/EEO laws and Positive Duty guidelines in the Respect at Work Act? 📋 Do you have a defined procedure to manage complaints related to unlawful workplace behaviour? 🎓 Have your board members, executives, managers, and employees completed mandatory training in appropriate workplace behaviours?   Taking a proactive approach not only avoids costly legal, financial, and reputational repercussions, it can also help boost employee wellbeing, engagement, and productivity. This blog explores why a proactive strategy is better for both people and business: https://lnkd.in/g2EMFXyH   You can also use our Risk Audit Tool to check if your organisation complies with current workplace behaviour laws and guidelines. Email [email protected] for a complimentary copy.   For a confidential discussion about workplace behaviour training and compliance, please call Franca Sala Tenna on 0405 134 187 or email [email protected]   #WorkplaceBehaviour #Leadership #ProactiveApproach #EmployeeWellbeing #Compliance #WorkplaceCulture

10

🚨 Important Update for Employers 🚨 If you employ workers on an Accredited Employer Work Visa (AEWV), you need to be aware that: 📢 Employers must notify Immigration NZ within 10 working days if an AEWV employee with more than a month left on their visa leaves their employment. This applies to situations where the migrant employee: -Resigns 📝 -Is dismissed 🚪 -Is made redundant 📉 Who does this affect? -Employers accredited on or after 7 April 2024  -Employers accredited before 7 April 2024 can notify optionally but will be required to comply when renewing or updating their accreditation. Stay compliant! For more advice or guidance on compliance with INZ, feel free to reach out! #ImmigrationNZ #AEWV #EmployerAccreditation #NZImmigration #VisaRequirements #Compliance

1

Employment & Reward partner Aaron Goonrey has spoken to HRM about adverse action claims and how organisations can minimise the risk of such claims. Read the article: https://lnkd.in/dRTXvVDB #PinsentMasons #AdverseAction #EmploymentLaw #WorkplaceLaw #Australia

11

It appears the stars are aligning for companies such as Bass which are turning to gas developement and production to service the Australian east coast gas market. This is a significant growth opportunity. https://lnkd.in/gKXiuSy9

19

AMEC (Association of Mining and Exploration Companies) CEO Warren Pearce explains the Critical Minerals Production Tax Incentive on the Australian Broadcasting Corporation (ABC). #mineralprocessing #fiscalpolicy #australiancriticalminerals #supplychainsecurity #futuremadeinaustralia #australianexport #domesticmarkets

4

🚨 Attention Employers 🚨 Starting today, significant changes to pay rates, entitlements, and workplace laws are in effect. These updates include: 📈 A 3.75% increase in the National Minimum Wage and minimum award wages. 💰 The super guarantee rate has risen by 0.5% to 11.5%. Expect another 0.5% increase next year. 👶 Eligible working parents now receive an extra two weeks of paid parental leave, totaling 22 weeks. This will increase by another two weeks in 2025 and 2026. 📄 A new version of the Fair Work Information Statement is available. 👥 Workplace delegates have enhanced rights and protections under awards and enterprise agreements. Their right to investigate suspected underpayments has been strengthened. ⚖️ Industrial manslaughter is now a criminal offence under the Commonwealth Work Health and Safety Act, with penalties up to $18 million for corporations and 25 years' imprisonment for individuals. 📈 The high-income threshold for unfair dismissal claims is now $175k, with a compensation limit of $87.5k for dismissals occurring on or after 1 July 2024. 💼 The application fee for dismissal, general protections, bullying, and sexual harassment claims has increased to $87.20. Stay informed and ensure compliance to avoid penalties. Need assistance regarding these changes? We're here to help! 📞 (07) 5613 1846 📧 [email protected] Let us support you in navigating these updates and achieving your business goals! #IntegratedHumanResourcing

3

Most New Zealand employers are well versed in what are and are not suitable questions to ask in interviews. However unfortunately sometimes an inappropriate question will slip through. Knowing how to respond to that question is tricky. If you are ever in that position, here are some suggestions: 1. Redirect the Question: "I believe my skills and experience are well-suited for this position. Let me tell you more about my qualifications." 2. Seek Clarification: "Could you clarify how this relates to the job requirements?" 3. Express Discomfort: "I'm not comfortable answering that question, but I'm happy to discuss my professional qualifications and experience." 4. Focus on Job-Related Skills: "I'd prefer to focus on my skills and experience relevant to the role." The key is to remain polite and professional.

4