Casual Conversion Clause and Domestic Violence Clause
Casual Conversion Clause and Minimum Engagement
As part of the four yearly modern Award review, the Fair Work Commission (FWC) has passed a decision to introduce a clause in 85 Awards which will require that casual employees be offered full-time or part-time employment, subject to certain rules and restrictions.
The FWC decided that a casual conversion clause will be included in 85 modern awards, where a clause does not already exist. Modern Award anticipated to be effected will include:
Although the details of such a clause are yet to be finalised, a proposed model casual conversion clause will allow a casual employees to request a move to permanent part-time or fulltime employment if:
The proposed clause will also require employers to provide casual employees written notification of the casual conversion provisions.
However, the proposed clause will allow an employer to refuse conversion on four grounds:
Additionally, the Commission has decided that for those modern Awards that do not currently have any minimum engagement period, a minimum engagement period for casuals of two hours should be included.
So what should employers do?
First keep your eye on your CMS bulletins for more information when the casual conversion clause is finalised.
Secondly, employers who employ casual staff should revisit their workforce planning and review the current use of casual labour. This should focus on why and how employers engage with their employees. Further, if you have casual employees working regular or fairly regular hours for more than a six month period, you should consider:
Family and Domestic Violence Leave Clause
The Fair Work Commission recently passed on a decision which states that employees should have access to unpaid family and domestic violence leave. Additionally, the Commission concluded that employees experiencing family or domestic violence should be able to access personal/carer’s leave in a wider range of circumstances for the purpose of taking family and domestic leave.
The entitlement to unpaid leave will serve to confirm the significance of family and domestic violence leave as a workplace right and provide protection to employees in circumstances where there is a need to access such leave. The decision has proposed employees be entitled to 10 days of unpaid leave.
The Commission will now seek further submissions and evidence on their preliminary decision before finalising the unpaid leave arrangements.
For more information contact the CMS team on 07 3852 5177 or 1300 007 110.
The Fair Work Commission Minimum Wage Panel has handed down their decision to deliver a 3.3% increase to the Federal Minimum Wage and the Modern Awards.
All modern award base rates will increase by 3.3% from the first full pay period on or after 1 July 2017. Weekly wages will be rounded to the nearest 10 cents.
Updated pay rate sheets will be emailed out to all Federal Members and uploaded onto the CMSolutions website as soon as they are completed.
If you are a member of the Award Service an updated copy of your subscribed Award will be emailed out to you as soon as they made available.
Please do not hesitate to contact CMS on 07 3852 5177 should you require any further information or would like assistance in applying the increase.
The Queensland Kindergarten Funding Scheme (QKFS) Funding Requirements 2017 are now available online.
The Disability Inclusion Support for Queensland Kindergartens (DISQK) program opened for applications on 23 January 2017.
The new P&C Award (Parents and Citizens Associations Award State 2016) was released late afternoon Wednesday, 31st August 2016.
The Award will be effective from Thursday, 1st September 2016.
A copy of the new Award has been sent out to all P&C Members.
New pay rates sheets are in the process of being developed, we will get these out to you as soon as possible.
CMS will be conducting educational seminars and webinars over the next couple of months and we will notify you once these are finalised.
Please do not hesitate to conduct us if you have any questions regarding the new Award.
To ensure that you are ready to get your employees' payment summaries out by the 14 July 2016, CMS have created a webinar to assist you with this process. Click on the below link to view our "Guide to preparing your employees' payment summaries".
We hope you enjoy.
The Full Bench of the Fair Work Commission handed down their decision to vary a number of modern awards in relation to various aspects of paid annual leave. This has been part of the 4 yearly review of modern awards.
In June and September 2015, the Fair Work Commission determined 4 different model terms to be inserted in to various modern awards, they are:-
Cashing out of annual leave;
Electronic funds transfer and paid annual leave;
Granting annual leave in advance; and
Excessive annual leave.
Fair Work Commission have re-drafted these model terms in plain language.
A majority of CMS members will only be affected by three of the model terms:-
Cashing out of annual leave;
Granting annual leave in advance, and
Excessive annual leave.
The following is the list of modern awards that CMS members operate under and will have these three model terms inserted in the very near future.
Amusement, Events and Recreation Award 2010
Children’s Services Award 2010
Clerks – Private Sector Award 2010
Educational Services (Schools) General Staff Award 2010
Fast Food Industry Award 2010
Fitness Industry Award 2010
General Retail Industry Award 2010
Health Professionals and Support Services Award 2010
Labour Market Assistance Industry Award 2010
Passenger Vehicle Transportation Award 2010
Social, Community, Home Care and Disability Services Industry Award 2010
Supported Employment Services Award 2010
Waste Management Award 2010
Fair Work Commission will release draft determinations, various parties will have 7 days to provide comment. Once finalised the Fair Work Commission will vary each of the awards effected.
CMS will advise our members when the final determinations and modern awards have been updated.
Training and Accreditation
Every bookkeeper should have some sort of formal bookkeeping or accounting training and preferably be a registered BAS Agent. A registered BAS agent means that the Tax Practitioners Board are satisfied that the bookkeeper has the required skills, qualifications and a minimum amount of experience to correctly account for GST and prepare your BAS according to legislation.
The less experienced and less qualified bookkeeper will usually be cheaper.But judging bookkeepers by price is fraught with danger. If you’re simply comparing hourly rates, a highly experienced bookkeeper will always seem more expensive. This is not true because most experienced bookkeepers will also work significantly faster and smarter than someone who has less experience.
Sometimes you may find that your current bookkeeper rates are cheap, BUT they may take 16 hours to do the work, when a more experienced and higher priced bookkeeper may only take 6 hours to do the exact same work.
What you need is a great bookkeeper. A great bookkeeper will do more than just get you over the line with your compliance.
This is what to look for in a Great Bookkeeper:-
If you need assistance finding a bookkeeper contact CMS today, our qualified bookkeepers are ready and eager to help you.
All members for which CMS provides payroll services are already SuperStream compliant.