Navigating the complexities of the Modern Award system can be overwhelming, especially with frequent updates to employment conditions, pay rates, and workplace entitlements. Staying compliant not only helps you avoid legal pitfalls but also builds trust with your employees by ensuring they are fairly compensated and protected. At Catalyst Central, we understand the intricacies of the Modern Award system and can guide your business through each stage of compliance. Our tailored solutions ensure your workplace adheres to the latest regulations, from accurate pay rates to ensuring the proper entitlements are granted to employees across various sectors. Contact us today to ensure your business is fully compliant, so you can focus on what matters—growing your team and business without the worry of compliance risks. #BeTheCatalyst #HRCompliance #ModernAwards #FairWorkAustralia #EmployeeRights #WorkplaceCompliance #CatalystCentral #BusinessGrowth #LegalSupport
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Recent legislative changes, effective from July 1, 2024, have introduced important updates regarding workplace delegates, now included in every modern award. It’s crucial for employers to understand the roles, rights, and protections afforded to these delegates to ensure compliance and smooth operations. Workplace delegates are elected representatives of union members within a business, authorized to communicate with eligible employees, represent them in disputes, and access workplace facilities. Employers must accommodate reasonable communication and paid training for these delegates while respecting operational needs. Key protections ensure that workplace delegates can perform their roles without unreasonable obstruction or misleading actions from employers. Conversely, delegates must adhere to their employment duties and not hinder normal work operations, ensuring a balanced approach to workplace representation. To fully understand these changes and their impact, it’s vital to review the new delegates’ rights clause and educate your management team accordingly. For a comprehensive guide on navigating these updates, read the full blog here. Visit the link to find out more 👉 https://loom.ly/YHH34DQ #HumanResources #HR #Akyra #PeopleManagement #EmployeeEngagement #AkyraSolutions
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In recent years, it has become more challenging for employers to attract seasonal workers. To overcome this, they are now offering better value packages to entice and motivate the right people. Our Chief Executive Officer Alan Price FCIPD FAHRI CPHR gave his thoughts in Employee Benefits: “The EU talent pool isn’t there anymore. Employers must do more to attract and incentivise their seasonal workers.” Click the link to learn more ➡️ https://lnkd.in/ekngBjCE
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Starting July 2024, all Modern Awards will include a Workplace Delegates clause, and all Enterprise Agreements put to a vote post 1 July 2024 must include a Workplace Delegates clause. What Employers Need to Do: 📌 Acknowledge the new Workplace Delegate Rights terms in all Modern Awards from 1 July 2024. 📌 If currently bargaining and putting your Enterprise Agreement to a vote post 1 July 2024, insert a relevant Workplace Delegate Rights clause into the Agreement. 📌 Allow reasonable access to the workplace and facilities. 📌 Provide access to paid time during working hours for related training (excludes small businesses). Stay informed and ensure compliance with these changes to support a fair and compliant workplace. 📄 To learn more about the Workplace Delegates clause and Modern Awards, follow IR BLOTS. #WorkplaceDelegates #ModernAwards #EmploymentLaw #HR #WorkplaceRights #EnterpriseAgreement #Balloting
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Great to see Brooke van Velden is wanting to solicit feedback and consult the market on what is fundamentally holding NZ back from being a high performing safety ecosystem. NZ has been sitting on the bottom of the OECD safety rankings for 13+ years. Many things have been tried and millions of dollars spent which simply haven’t moved the safety dial at all. Doing more of the same things over and over again doesn’t create change, it merely creates permanence!! Sometimes seeking advice from the same usual suspects won’t work… well it least hasn’t done for the last 13 years! Brooke the Safe365 team is happy to provide our aggregated, anonymized data and insights for thousands of businesses which fundamentally unearths the issues impacting on safety performance in NZ at a systemic, sector and country level. Safe365 is based on what great safety looks like against international standards… 85 leading indicator elements across thousands of NZ businesses of all sizes and industries. We can isolate the systemic issues impacting on NZ Inc… this can guide decision making on the programmes of work, policy and strategy needed across NZ to improve safety performance and reduce harm. Data provides the cornerstone of smart decision making. You will not get this data from any other sources in NZ including ACC and Worksafe simply because they don’t collect it !!! We are happy to share aggregated data and insights to help move NZ off the bottom of the OECD rankings and target your programmes of work and policy. WorkSafe New Zealand ACC New Zealand
It was a real pleasure announcing my priorities for Workplace Relations and Safety at the Auckland Business Chamber last night. Thank you, Simon Bridges for a lovely evening and for your members for attending and engaging with me afterwards. It was a positive evening. Last night, I announced my priorities for this term. I wish to make compliance simpler and clearer for business and workers. I’m starting with the Holidays Act. We will work towards a simpler Holidays Act and to do this, we will be asking for feedback from our business stakeholders from multi-national corporates to the small-town family run restaurants. Also, I will work with businesses and workers to reform the Health and Safety at Work Act – we want to ensure that workers get home healthy and safe every day. What I hear though is businesses and workers are currently uncertain about their obligations. I will be looking at the Employment Relations Act and I believe we could do better at lifting New Zealand’s productivity and economic growth here. We will have a pro-productivity Employment Relations Act by striking the right balance between labour market and regulatory flexibility, certainty of obligations and outcomes, and protection for workers. This Government is committed to better protect choice and freedom to contract for workers and businesses. I will look at policy options to increase certainty in contracting relationships and clients. We also want to ensure that personal grievance settings provide fair rules that work for everybody, that are clear, understandable, and simple, so that employers can get on with their role in growing the economy. Lastly, I will be working with MBIE and WorkSafe over the coming months to set baselines and performance measures to track performance and drive change for the betterment of all New Zealanders. I want to hear from employers, businesses, and workers on your thoughts in these areas of my plan. Please ensure to participate in our consultation work over the coming months. I am excited about the term ahead and have confidence that this Government will deliver positive change.
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📖0️⃣ Zero Hours Contracts - A Must-Read from Gill Dix in People Management magazine. This insightful article delves into the shifting dynamics of zero-hours contracts and the Labour government's proposed policy changes aimed at rebalancing flexibility and fairness. As organisations committed to values-based leadership, it's essential to understand how these contracts can contribute to inequality and impact employee well-being. The potential policy changes could reshape the way we approach flexible work, but its unlikely to address the root issues at play - there is still a lot of work to do to tackle the business culture behind exploitive treatment in the workplace. 🔗 Read the full article here: https://lnkd.in/e9kSMiBy #HR #PeopleAndCulture #ValuesBasedLeadership #EmployeeWellbeing #WorkplaceFlexibility #ZeroHoursContracts #Inequality #LabourPolicy #OrganisationalTrust
Why zero-hours contracts have tipped the balance away from mutual flexibility
peoplemanagement.co.uk
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In Ireland, we have a WRC Code of Practice on the Right to Disconnect. This article from HRZone discusses the proposal to introduce this right to the UK as part of the anticipated Employment Rights Bill. The article explores the positives and downsides to this proposal (too late for us in Ireland!) but also usefully from an Irish perspective, sets out practical tips for creating a culture that combats the ‘always on’ mentality. RDJ LLP #righttodisconnect #HR #employmentlaw
The right to disconnect: What it could mean for UK SMEs
https://hrzone.com
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Are you watching the clock? ⏰ Time is ticking and before we know it the right to disconnect will become a key feature of our workplace relations system from 26 August 2024! The Government in early 2024 made several amendments to the Fair Work Act 2009 (Cth) with the Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024 that introduces a high-level right to disconnect. To assist with implementing the new right to disconnect in your workplace, our HR experts have developed A Guide: Implementing a Right to Disconnect Policy (including a policy template). The guide steps you through: ✔️ an overview of the legislation that introduces the right to disconnect ✔️ the drivers behind the right to disconnect ✔️ determining whether employee refusal is unreasonable ✔️ conducting an IR risk assessment ✔️ importance of employee consultation ✔️ process for implementing a right to disconnect policy ➕a template right to disconnect policy you can tailor to the needs of your organisation Save yourself time and ensure your organisation is prepared for the new right to disconnect! For $549 + GST you can access a copy of the guide as a downloadable resource on our website here: https://lnkd.in/guar3S6e #Righttodisconnect #ClosingLoopholes #HR #HumanResources #AustralianBusiness
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As the competition for talent continues to be major point for organisations of all sizes, many business owners are turning to new ways to effectively ensure they retain and reward quality staff within their business. One such way becoming more common in Australia is through Employee Share Schemes, which is now being seen as a popular strategy in keeping hold of key staff members, whilst also building for succession. In our latest Insights article, Sarah Jones provides a detailed background into what exactly is a Employee Share Scheme, and the considerations at both employer and employee level, ensuring it is the right approach for businesses and the individual - https://lnkd.in/gTnkvE7R
Employee Share Schemes: What to Consider? - JHK Legal Commercial Lawyers
https://www.jhklegal.com.au
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Employers told to invest time, resources in learning new workplace reforms https://lnkd.in/g6iKDfcH #EmployeeEngagement #OKR #OptimizeTeamSuccess #Personability #OwnYouPerformance #Learning #Culture #Recognition #Trust #Development #FutureOfWork #Synchronize #HRTech #Strengths #HR
Employers told to invest time, resources in learning new workplace reforms
hcamag.com
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📢 Big Changes Coming 1st October 2024! ➡ The Employment (Allocation of Tips) Act 2023 is set to transform how tips and service charges are distributed across businesses in England, Scotland, and Wales. ➡ It's not just about compliance—it's about having a fair and transparent workplace. In our latest blog post, we break down: ✅ What the new regulations mean for your business. ✅ Key steps to take ensure you're fully compliant. ✅ The importance of a transparent tipping policy. Don’t let these changes catch you off guard. Click here ➡ https://lnkd.in/e2_pynnA to get ahead of the curve. ❓ Not sure if you need a Tips Policy? Metis HR can help. Get in touch 01706 565332.
Fair and Transparent Distribution of Tips. - Metis HR
https://www.metishr.co.uk
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