CDF Labor Law LLP’s Post

Have you heard about the Closing Loopholes Bills 2024? This transformative legislation is reshaping the Australian employment landscape, impacting both employers and employees. Here's what you need to know: 👉 Right to Disconnect: Employees gain the right to ignore work-related communications outside of standard hours. This promotes work-life balance but may require adjustments to workplace culture and management practices. 👉Changes to Casual Conversion: Casuals have the right to request conversion to a permanent role after 6 months. More requests for permanent positions will potentially lead to increased bureaucracy and reduced workforce flexibility for employers. 👉Setting Minimum Standards for the Gig Economy: Introduces minimum standards for gig workers, potentially impacting business costs. Businesses need to absorb new costs, requiring strategic planning. 👉Increased Union Rights to Investigate Underpayments: Unions gain increased rights to investigate underpayments, potentially leading to unwelcome intrusions and productivity disruptions. Employers must ensure compliance with wage regulations and establish clear boundaries for union investigations to minimise disruptions. 👉Changes to Union Bargaining Powers: Bargaining discussions must result in terms no less favourable than the starting point, impacting negotiation dynamics. Businesses may experience more frequent bargaining sessions, requiring robust industry strategies to navigate negotiations effectively. As businesses adapt to these changes, it's essential to stay informed, proactive, and agile in ensuring compliance while remaining competitive. What are your thoughts on these developments? 🔗For more details, check out the insights provided by the Fair Work Commission: Closing Loopholes Acts: What's Changing

Are you working flexible hours around your children this holidays? Is it difficult for you to get HR support and advice at a time that is convenient for you? Have you heard of FresHR - the online resources portal designed specifically to help you get 24 hour access to HR advice and template documents whenever you need them. Check out freshr.biz today - powered by Cream HR.

LINC Video Alert » The U.S. Federal Trade Commission recently issued a new final rule for implementing a game-changing nationwide ban on noncompete agreements, set to go into effect on September 4, 2024. McAfee & Taft employment lawyers Paul Ross and Natalie Ramsey dig deeper into the key provisions of the FTC’s new final rule and discuss how this significant regulatory change will impact employers going forward, what employers need to be doing now to prepare, and what challenges lie ahead for the rule itself. WATCH IT NOW ▶︎

The U.S. Federal Trade Commission (FTC) has enacted a new rule banning “non-compete” clauses/covenants in employment agreements for all employees with the exception of existing agreements involving “senior executives”. This new federal rule is effective nationwide and extends to all employees and independent contractors. Non-compete agreements have been banned in California for many years, but California employers need to be aware of the impact on employees and independent contractors working at all facilities, branches, sites, and offices, across the United States. Learn more here: https://buff.ly/4bdX4b3

Have you heard about the reboot of the attempt to amend the National Labor Relations Act called the #PROact in Congress? A prior version attempt in 2020 passed the House but stalled in 2021 in the Senete. This legislation could have a significant impact on independent contractors across the nation who work for businesses like yours. What are your thoughts on this? Let's start a conversation about how this could affect the workforce. #MikeRowe #independentcontractors #stemeducation #skilledtrades #ThankaMachinist HT mikeroweWORKS Foundation and mikeroweWORKS

The Final Rule is set to go into effect next week, bringing clarity to employers who fall under FLSA guidelines. For those looking to get up to speed, JD Supra have offered an informative summary on the topic. It's important to note that this does not trump AB5 and Prop22 for those in California. Stay informed and stay compliant. #gigeconomy #sharingeconomy

Limited voters yesterday for the poll regarding the priorities for a dodgy business, so no poll this time.... Here are come other things you could consider... 1.     Rate inflated self-belief over facts and reality 2.     Consider everyone you have even limited contact with as a business partner, investor…… 3.     Claim the successes of other businesses, in which you have no interest, as your successes. Use such claims to impress potential investors and service providers 4.     Repeatedly found businesses that never achieve anything and which are frequently compulsorily wound up because reporting documents aren’t filed with the relevant authorities 5.     Routinely don’t pay staff and suppliers. For staff, when paid, deduct NI and PAYE but never pay it to the relevant authorities 6.     Ignore the findings and awards from employment tribunals and other county court awards, occasioning frequent visits by bailiffs....... MORE TO FOLLOW TOMORROW Comments please 😢

Do you know how to properly classify your workers as either employees or independent contractors? This will ensure your business is in compliance with the Fair Labor Standards Act (FLSA) and the US Department of Labor (DOL). Misclassification of workers can lead to severe legal liabilities and financial penalties for business owners. Read the full blog here: https://lnkd.in/e7SdXq3t

The latest issue of Trial Reporter is online! This issue covers a wide range of topics and updates relating to Workers' Compensation. In this article, Brian Walton discusses the challenges many injured workers face through their recovery getting back to work and how best to support your client. Read more: https://lnkd.in/enNQ3Qp9

House Appropriations voted on a bill that would devastate the Labor Department & the NLRB. Both organizations fight to protect American Workers and Labor Unions. We are asking that you contact your Congressman ask them to STOP the CUTs to both the Labor Department & NLRB when it comes to the House Floor. The House Appropriations Committee passed the fiscal 2025 spending bill to fund the departments of Labor, Education, and Health and Human Services, approving the measure by a 31-25 vote. This package includes a massive 23% hashtag#reduction for the Labor Department. The National Labor Relations Board faces a $99 million hashtag#cut. Policy riders block DOL rulemaking on employee classification, overtime pay, fiduciaries, and revamping the US apprenticeship system. hashtag#BudgetCuts hashtag#WorkersRights hashtag#Advocacy. If you don’t know who your House of Representative is, click here https://lnkd.in/d7D9NJWQ In Solidarity Don