WEBINARS & EVENTS
EMPLOYING CASUALS - RECENT DEVELOPMENTS IN THE LAW
Following recent developments in the law concerning casual employees, Employment Innovations’ Legal Team will be running a webinar at 1pm on Thursday 22 November 2018.
In the webinar we’ll discuss the lessons learnt from a recent court decision (Workpac v Skene) where an employee engaged as a casual was found in reality to be a permanent employee (and the employer was ordered to backpay annual leave entitlements). In particular, we’ll focus on helping businesses reduce the risks associated with engaging casuals.
We’ll also take you through changes to modern awards that came into effect on 1 October 2018 which enable casual employees to request conversion to full-time employment (“casual conversion”).
EMPLOYING CASUALS - RECENT DEVELOPMENTS IN THE LAW (2ND WEBINAR)
Due to high demand, the webinar Employing Casuals – Recent Developments in the Law scheduled for the 22 November 2018 is nearing capacity. As a result, Employment Innovations will be running another webinar on this topic. Join us to help you and your business reduce the risks associated with engaging casuals at 1pm on Thursday 6th December 2018.
MINIMUM WAGE & PENALTY RATE CHANGES
How will the recent Fair Work Commission decisions affect your business? How does this impact on Modern Award and Agreement wages? What do you need to do to remain compliant? How will the changes to penalty rates be implemented? Which penalties will change? Which Awards are affected?
REDUNDANCY & OTHER CONSULTATION OBLIGATIONS
What are major change consultation obligations and when do they apply? When does a genuine redundancy occur, and what are the consequences? How to take advantage of the redundancy provisions to protect you from unfair dismissal?
ENTERPRISE AGREEMENTS
What is an Enterprise Agreement? What can be included in an Enterprise Agreement? What is the process for putting an Enterprise Agreement in place? What are the benefits of an Enterprise Agreement?
DISSECTING THE PENALTY RATES DECISION
What was actually decided in the penalty rates decision? When will the changes to penalty rates take effect? What does this mean for things like enterprise agreements, employment contracts and individual flexibility arrangements? What can employers do to take the most advantage of the changes?
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