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Introducing the two new clauses

Casual Conversion Clause and Domestic Violence Clause


Casual Conversion Clause and Minimum Engagement


What’s happening?


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.


What’s next?


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:


  • Children Service’s Award 2010
  • Clerks – Private Sector Award 2010
  • Educational Services (Schools) General Staff Award 2010
  • Educational Services (Teachers) Award 2010
  • Fast Food Industry Award
  • Fitness Industry Award 2010
  • General Retail Industry Award 2010
  • Health Professionals and Support Services Award 2010
  • Miscellaneous Award 2010
  • Social, Community, Home Care and Disability Services Industry Award 2010
  • Sporting Organisations Award 2010


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:


  • They have worked at least 12 calendar months; and
  • During this time worked a specific pattern of hours on an ongoing basis; and
  • The specific pattern of hours could, without significant adjustment, continue to be performed in accordance with the full-time or part-time provisions of the relevant award.


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:


  • It would require a significant adjustment to the casual employees’ hours of work to accommodate them in full-time/part-time employment under the applicable modern award; or
  • It is known or reasonably foreseeable that the casual employee’s position will cease to exist; or
  • The employee’s hours of work will significantly change or be reduced within the next 12 months; or  
  • On other reasonable grounds, based on facts which are known or reasonably foreseeable.


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:


  • How many of your existing casual employees would like permanent employment?
  • What the consequences for your business may be if even a small proportion of your casual employees had the right to convert to permanent employment?
  • Do you have ‘reasonable grounds’ to refuse a casual employee’s conversion request?


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.

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Federal Minimum Wage Increase 2017

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. 

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QKFS Funding Requirements

The Queensland Kindergarten Funding Scheme (QKFS) Funding Requirements 2017 are now available online.

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DISQK Applications Open

The Disability Inclusion Support for Queensland Kindergartens (DISQK) program opened for applications on 23 January 2017.

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Minor Amendments to National Regulations

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The new P&C Award has been released

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.

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CMS Payment Summaries Guide

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".


CMS Payment Summaries Guide


We hope you enjoy.

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4 Yearly Review of Modern Awards - Annual Leave

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.

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What to look for in a bookkeeper?

It is not hard to find a Bookkeeper, but it is hard to find a good one!

So how do you know if your bookkeeper is good?

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:-


  • Great bookkeepers understand your process
    They will take their time to really understand your business and how you operate so they can make sure that the processes are as simple and efficient as possible, and nothing is missed or duplicated.They will be able to streamline areas that will benefit your organisation.


  • Great bookkeepers ask questions
    It is a sign of a great bookkeeper if they ask questions rather than guess.You want them to do this to ensure they are correctly allocated your transactions.


  • Great bookkeepers know what they don’t know
    They know what is legally within their scope. (E.g. BAS agents are not permitted to give any income tax advice), but they are not afraid to say “I don’t know” and will contact the accountant for advice


  • Great bookkeepers do their homework
    A great bookkeeper will be up to date on what is happening in the bookkeeping, accounting and technology world.Your bookkeeper should be explaining to you and encouraging you to use technology to save money and time.


  • Great bookkeepers are people you can trust
    The client needs to be able to trust their bookkeeper.The financial information the bookkeeper is privy to is confidential and it is expected that they are completely honest and are maintaining your financials to highest standards required.


If you need assistance finding a bookkeeper contact CMS today, our qualified bookkeepers are ready and eager to help you.

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SuperStream Deadline is Looming!

Small businesses have less than 2 months remaining to become SuperStream ready before the 30 June deadline.

All members for which CMS provides payroll services are already SuperStream compliant.

As of 30 June 2016, ALL employers will need to use SuperStream when paying super. If you are not already paying super using SuperStream it's important you get started soon.

REMINDER: Employers with over 20 employees should have been compliant since 30 June 2015 and employers with 19 employees or less must be compliant by the 30 June 2016.

SuperStream is the standardisation of how employers make super contributions on behalf of their employees. Employers send all super payments and employee information electronically in a standard format, via a clearing house instead of sending multiple payments to the various super funds of employees.

The ATO provides a free clearing house service for SuperStream lodgements.

By taking action now, employers can use the coming months to set up SuperStream. This will ensure things are running smoothly and you will be able to avoid any last minute stress as the 30 June deadline approaches.

Visit the ATO website and view a short video on how to get started.
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