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
Tasmanian Chamber of Commerce and Industry’s Post
More Relevant Posts
-
The recruitment partner for those wanting a thriving workplace. I recruit A player HR, Safety and Environment professionals who want to make an IMPACT.
In line with transparency and what is fair, just and reasonable - the process for onboarding and employing Casual employees has had an update! There are lots of ways to automate or set up prompts to ensure copies of the Fair Work Information Statement and the Casual Employment Information Statement are passed on to Casual employees. For many industries, Casual employees are a crucial resource and this is one way that their value (upfront and ongoing) can be acknowledged - by keeping them updated and informed.
Did you know that on commencement, new casual employees must be provided with a copy of the Fair Work Information Statement and the Casual Employment Information Statement? Employers should ensure that they access and provide the latest versions of these documents from the Fair Work Ombudsman’s website, given they are amended from time to time. Further, from 26 August 2024, the Casual Employment Information Statement will be required to be provided again to casual employees after 12 months of employment (for small business employers) or, for all other employers, after 6 and 12 months of employment, and thereafter after every 12 months of employment. The Information Statements can be given: ✔ in person ✔ by mail ✔ by email ✔ by emailing a link to the relevant page of the Fair Work Ombudsman’s website ✔ by making a link to a copy of the Information Statement available on the employer’s intranet ✔ by fax ✔ by another method Failure to provide the Fair Work Information Statement and/or Casual Employment Information Statement can result in penalties being imposed for a breach of the Fair Work Act. You can access the current statements here: https://lnkd.in/gi3eu8bE.
-
Workplace Culture Catalyst | Diversity, Equity, Inclusion| Organisational Development | Empathetic Communication | Learning & Development | Compassionate Leadership | Loves a good walk n talk 😆
How can global companies promote incusion for all staff, whilst respecting local legislation, customs and values? This was one of the thought provoking questions explored by the HR teams at the workplace fair employment legislation seminar we supported this week. What a great learning opportunity for everyone who attended, including team Catalyse! Kudos to the body of research which formed the basis of discussions. No easy task when operating across multiple juristictions. I thought I’d share a nugget of wisdom shared by their HR Director on how to approach grievances or complaints in a global organisation. She expressed it like a poem - the English version being Is it lawful - this being the minimum requirement. Can it be reasonable? Expressed with compassion? 合法 (lawful - hé fǎ) 合理 (reasonableness - hé lǐ) 合情 (compassion and kindness - hé qíng) #RISEWorkplaceCultures #Diversity #Glocalisation #Reconciliation #HRPoetry
-
-
Is this an area your business is compliant with? We can support by conducting a compliance audit to ensure you are meeting your obligations as an employer. Email [email protected] to schedule a free chat today! #hrconsultant #outsourcehr #outsourcedhr #smallbusinesshr #hrforsmallbusiness
HR Consultant [Owner: 360 HR Connect & Tradie Resources] | MAHRI | HR, WHS, Recruitment, and Labour Hire.
Did you know that all employers have an obligation to ensure that all new employees receive the Fair Work Information Statement (FWIS)? This document outlines the basic workplace rights and obligations under the Fair Work Act 2009. Here’s what you need to know⬇️ What does the FWIS include? The FWIS provides information on: 💠The National Employment Standards (NES) 💠 Employer and employee rights and responsibilities 💠 Right to request flexible working arrangements 💠 Rules about termination of employment 💠 Modern awards, agreements, and their role in employment When must it be provided? 💠 Employers must give the FWIS to all new employees before or as soon as possible after they start employment. For casual workers, an additional Casual Employment Information Statement is required. And for employees on a fixed-term contract, an additional Fixed Term Contract Information Statement is required. What happens if you don’t provide it? 💠 Failing to provide the FWIS is a breach of the Fair Work Act. This could lead to penalties and could disadvantage the employee in understanding their rights. ➡️Key points to remember: 1. Always use the most up-to-date version of the FWIS. 2. Ensure it’s provided digitally or in hard copy as appropriate. 3. Keep records of having provided the statement to avoid compliance issues. You can access the current FWIS on the Fair Work website. #fairwork #hr #fairworkinformationstatement #employeerights #employerobligations https://lnkd.in/gKa7ZkZw
Fair Work Information Statement
fairwork.gov.au
-
💡New Workplace Relations Blogs ⚠️The Fair Work Ombudsman (FWO) has updated the Fair Work Information Statement (FWIS), which must be given to every new employee before, or as soon as possible after, they start their new job. Read the blog & download the new FWIS here ⬇️ https://loom.ly/WQmadFI
-
-
💡New Workplace Relations Blogs ⚠️The Fair Work Ombudsman (FWO) has updated the Fair Work Information Statement (FWIS), which must be given to every new employee before, or as soon as possible after, they start their new job. Read the blog & download the new FWIS here ⬇️ https://loom.ly/WQmadFI
-
-
Are you up-to-date with the latest Fair Work Information Statement (FWIS)? There have also been updates in the last 24 months to the Casual Employment Information Statement (CEIS) and Fixed Term Contract Information Statement (FTCIS). Make sure to check you are giving employees the most current versions to avoid any headaches. #payrollservices #payrollprofessionals #HRservices #Humanresources
-
Designing a Fair Work Agency that delivers for the most vulnerable workers Our new report From rights to reality: Designing a Fair Work Agency that delivers for the most vulnerable workers sets out what the government's proposed Fair Work Agency (FWA) needs to look like to work for the people who come to us for help with employment issues. In 2023/2024, we helped more than 100,000 people with over 192,000 employment problems, including 50,000 issues with pay and entitlements. The FWA is a hugely welcome proposal, but there’s a risk it won’t work for the people we see. Take a look at the 3 key barriers to enforcement that it needs to overcome in this X/Twitter thread. https://lnkd.in/ewjmWvfZ
-
Fair Employment Monitoring Workshops bit.ly/4c8dK4G These sessions will advise employers on how to comply with their legislative duty to collate and retain monitoring information for inclusion in the annual monitoring return.
-
-
Do you have a system managing your onboarding of new employees or contract changes? Today is a good day to audit what FairWork Information Statements you are issuing to your employees. Have you checked - ☑️ It is the most recent version? ☑️ You have the casual version provided to your casual employees? ☑️ Those being issued Fixed Term Contracts (where fixed term conversion applies under your industrial instruments), are being issued with the Fixed Term Statement? Then you’re good to go. We also recommend if you have not actually reviewed the content of these statements against your company policies, other communications and your payroll system it is also a great time to do so.
Are you up-to-date with the latest Fair Work Information Statement (FWIS)? There have also been updates in the last 24 months to the Casual Employment Information Statement (CEIS) and Fixed Term Contract Information Statement (FTCIS). Make sure to check you are giving employees the most current versions to avoid any headaches. #payrollservices #payrollprofessionals #HRservices #Humanresources
-
The Fair Work Commission has made its first ‘Same job, Same Pay’ orders. 👀 Watch this video for a brief summary. If you'd like help understanding whether your business is at risk of ‘Same Job, Same Pay’ orders, please reach out to our Workplace Relations & Safety Partners, Renae Harding or Greg Smith.
