RHGWith a new financial year approaching, it is now an opportune time for business to review industrial relations policies and make any necessary changes to comply with the Fair Work legislation.

1 July 2011 will see the new minimum wage rate become effective

Fair Work Australia has determined a $19.40 per week wage rise for those workers earning the minimum wage. Employers must ensure the new financial year pay packet for their employees receiving the minimum wage is calculated at a rate no less than $15.51 per hour.

July 1 will also see the commencement of employer facilitated paid parental leave (PPL) through the business payroll

Mothers or primary carers eligible for the government-funded parental payments are entitled to receive a maximum of 18 weeks pay at the national minimum wage.

From 1 July 2011, the Family Assistance Office will transfer the PPL funds to employers for the processing of payments to eligible employees. Employers are required to provide payslip advice to eligible employees and retain such records for seven years.

Preparing for OH&S overhaul

Australia currently has ten occupational health & safety jurisdictions operating across the country, with more than 400 associated regulations and codes of practice. The States and Territories are now working with the Commonwealth Government to draft uniform laws to cover all employers and workers in Australia.

The harmonisation of the existing OH&S laws is scheduled for 1 January 2012.

The new laws will require business to review existing OH&S policies to ensure best practice management systems are introduced, and that both employers and employees comply with the policies adopted by business.

Is your business ready to implement these changes?

The Employment Law team at Everingham Solomons is well equipped to assist you with all your workplace relations issues from policy updates to termination of employees, contracts of employment to redundancy correspondence, warning letters to application of the Modern Awards because Helping You is Our Business.

Click here for more information on Rebecca Greenland.