Being a member of the Southside Chamber of Commerce does have its benefits.
As a member through your involvement with the chamber, you have the opportunity to establish and enhance your business reputation. The visibility of being an active member can be invaluable to the ongoing success of your business.
To see more member benefits click here.
The Fair Work Act Has Changed
Do You Know What You Need To Know?
Big changes are here to the way you employ staff.
But professional HR and IR help and advice is just a phone call away with thanks to our accreditation with Chamber of Commerce & Industry Queensland. Through our relationship with CCIQ, your membership now includes complimentary access to CCIQ’s Employer Assistance Line (EAL).
EAL helps businesses understand the recent changes to the Fair Work Act along with other IR and HR issues, saving you time and money now, and help you avoid costly mistakes in the future.
Here’s what you need to know about changes to the Fair Work Act that started on January 1, 2014.
Family friendly measures
You may now be responsible for providing unpaid parental leave for up to eight weeks, flexible work arrangements, a safe job for pregnant employees, and special maternity leave before an employee gives birth.
An employee who is bullied at work can now apply to the Fair Work Commission for an order to stop the bullying. If an anti-bullying order is breached, your company may face a penalty up to $51,000.
Right of entry measures
The way you work with union officials has changed, including where union interviews and discussions can be held at work, and helping with their accommodation and transport if your site is in a remote area.
The Fair Work Commission will now consider providing extra wages for those working overtime, unsocial, irregular or unpredictable hours, weekends or public holidays, and shifts.
All modern awards have been amended, including agreements under award flexibility, to ensure employees are better off. There are also changes to notice times.
Consultation about changes to rosters or working hours
You must now consult with your employees about changes to their regular roster or ordinary hours, inviting their feedback and considering their views. New enterprise agreements must also include a consultation clause to the same effect.
Superannuation provisions in enterprise agreements
Your enterprise agreement could be considered unlawful if it has the effect of requiring or permitting contributions to a superannuation fund or scheme that does not offer a MySuper product, defines the employee and other relevant employees as benefit members, or is an exempt public sector superannuation scheme.
Apprentice trainees and junior wage rates
Changes in apprenticeships mean variations in modern awards. These include an increase in the minimum award pay for first and second year apprentices, more awards to include adult apprentice rates and the model school-based schedule, and provisions for competency and conditions of employment.
Other changes include the Fair Work Commission having power to arbitrate unlawful termination and general protection disputes involving a dismissal, and the power to order reinstatement, compensation, or payment in those cases.
What do you need to do?
If you are a Member of the Southside Chamber of Commerce and have a HR or IR question and need help fast, simply contact CCIQ’s EAL team, mention Southside Chamber of Commerce and a professional expert will be on hand to help.