DISABILITY & AGED CARE
No other industry is going through as much change driven by external factors than the disability and aged care sector. The challenge for employers in this industry is demonstrating quality management and governance around its practices, including human resources, in order to qualify for funding. Managing risk and compliance, implementing flexible workforce planning and optimising payroll and HR software (with the ability to integrate with funding sources) are also important.
Essential practices for NDIS-ready organisations in demonstrating capability include human resources strategy, access to training and expertise, record keeping, commitment to performance management and the ability to resolve issues with prompt and professional workplace advice.
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LATEST DISABILITY & AGED CARE NEWS
Certain pay rates in the Social, Community, Home Care and Disability Services Industry Award 2010 ("SCHADS Award") will increase from the first full pay period after 1 December 2019. The SCHADS Award is subject to an "Equal Remuneration Order" made by the Fair Work...
On 18 December 2018 the Government varied the Fair Work Regulations 2009 to allow employers, in certain circumstances, to offset the casual loading paid to an employee against certain entitlements that may otherwise be owed to the employee if they are found in the...
Casual Employment In The Spotlight: Casual Found To Be Permanent & Casual Conversion Clauses in Modern Awards
There is increased confusion and widespread concern amongst employers around the legitimacy of many casual employment arrangements following the decision of Workpac v Skene in the Full Court of the Federal Court last month. The facts: WorkPac Pty Ltd v Skene On the...
MAKING EMPLOYMENT EASIER BY COMBINING HR, LEGAL & PAYROLL SERVICES WITH TECHNOLOGY