Law and Hospitality Breakfast series.
A brief run down of what we will be covering in each seminar.
Each session will be hosted at Voice Lawyers, Suite 402, Level 4, 65 York St, Sydney.
We will be kicking off with coffee and pastries at 9.30am followed by the seminar until 11am, with plenty of time to ask questions and discuss the days topics.
Underpayment
Underpayment is an ongoing and increasingly commonplace issue in Australia. This is as the legislation is a complex web of legislative obligations, agreements and awards can be difficult to navigate. However, the majority of underpayments are accidental, easily avoidable mistakes that employers aren’t aware they are making. This can be a simple as the Award changing or a payroll error.
Individual Contracts v the BOOT
Individual Contracts allow the employee and employer more flexibility when it comes to working hours, overtime, penalty rates, allowances and leave loading. However, these contracts could and can be less than the relevant award and this is when the BOOT comes into effect.
The BOOT (Better Of Overall Test) is a test to ensure that employees under a common law agreement are being paid enough, when compared to the appropriate modern Award.
Dealing with the Fair Work Ombudsman
The FWO is a fairly young government agency, created to monitor, inquire into, investigate, and enforce employer compliance with Australia’s workplace laws. Failure to comply often results in the penalties being levied on noncompliant employers. To this end, the best means of dealing with the FWO is to not run afoul of them. However, doing so requires a thorough understanding of employer and employee obligations.
This presentation will briefly cover your obligations and how to communicate with the Fair Work Ombudsman but also how to deal with the Fair Work Commission, should you find yourself before them.
Flexibility in the Workplace
Workplace flexibility is an aspect of Australian employment that applicable to all industries. Eligible individuals include parents with young children, carers, the elderly, individuals at risk or those caring for people at risk. It is vital that employers know who is eligible for flexible work and when they become eligible. Flexible working can be arranged informally or formally.
If you’d like to join us for any of these free talks, please email voice@voicelawyers.com to secure your spot.
