Tribunal Rules that an Employer was Liable for an Employee Contracting COVID-19
A tribunal has determined that a widow of an employee who contracted COVID-19 is entitled to compensation despite the employee’s reluctance to a wear mask. It is essential that employers assess the risk of their employees contracting COVID-19 out of or in the course of their employment and ensure appropriate control measures.
Flexible teams – How our new way of working and high performing teams intersect
Work has changed. The way that we work with each other, collaborate, and achieve the level of productivity that we are comfortable with has changed. The world has been forced to adapt and embrace technology and a flexible way of working, and it is unlikely that it will changing back.
Changes to casual employment – conversion of eligible casual employees to full time or part time employment
Employers will recall that the Fair Work Act 2009 (Cth.) was varied on 27 March this year to enable eligible casual employees with 12 months service to seek conversion to permanent employment. Employers should therefore be mindful of their obligations in relation to eligible casuals employees and assess whether these casual employees should be offered or not offered permanent employment from 27 September 2021. Find out what employers need to know here.
FWC Approves Loaded Rates for the Hospitality Industry
A Full Bench of the Fair Work Commission (‘FWC’) has varied the Hospitality Industry (General) Award 2020 to include loaded rates. This loaded rate variation will provide added flexibility for employers. However, employers will need to ensure that they comply with the associated arrangements and utilise the most appropriate loaded rate.
Want to Introduce a No Covid Jab No Job Policy? Then consider this!
Where a government health directive is in place then the implementation of a mandatory COVID-19 vaccination policy at the workplace will be straight forward. However, if this is not the case, then employers will need to consider issues concerning WHS, workers’ compensation, discrimination and potentially whether there would be a valid reason for dismissal for non-compliance.