Long Service Leave Schemes

Long Service Leave Schemes

Latest News & Events

 

Long Service Leave Schemes

children on laptop

Long service leave is a mandatory entitlement for all employees (in most states) under the Fair Work Act and recognises an employee’s continuous service to an organisation or industry over a long period of time. There are however a few different schemes that apply to long service leave, we’ll run through them here.

LONG SERVICE LEAVE SCHEMES

State/Territory based legislation

Each state has their own legislation regarding long service leave. Under state based legislation an employee receives long service leave after working for a single employer or company for a certain amount of time. There are however significant ways in which the legislations and entitlements vary by state including the following ways;

  • How long an employee must work continuously with one employer to accrue long service leave
  • How much leave an employee is able to take after working with one employer for the minimum amount of time
  • How much leave is accrued
  • What employees are eligible for long service leave
  • How the leave is taken
  • What happens with the leave when an employee leaves the company

As an example to the above Victoria allows employees to access long service leave after 7 years whereas in Queensland you can’t access it until you reach 10 years with your employer. When you are an employee in South Australia you receive 13 weeks of long service leave after 10 years compared to 8.67 weeks in Western Australia over the same amount of time.

Portable long service leave

In some industries the Victorian Government has introduced Portable Long Service Leave Schemes by legislation in lieu of the standard long service leave provisions that apply. Portable Long Service Leave works by employers paying a quarterly levy based on how many days their employees worked in that quarter, as long as the employee stays in the industry then when they reach 7 years service they can apply for long service leave through the fund rather than the employer.

Portable Long Service Leave is mandatory in every state for the Building and Construction industry and it is also mandatory on a state by state basis for the Contract Cleaning, Security, and Community Services industries. Visit the following site to check whether you are required to enrol your employees in a Portable Long Service Leave Scheme – https://www.ausleave.com.au

DID YOU KNOW?

Here are a couple of the things you may not be aware of regarding Long Service Leave:

  • In Victoria you are required to consider any allowances and benefits that make up an employees “ordinary pay” when paying out long service leave, this can include commissions and amounts relating to a vehicle use.
  • In general you are not allowed to pay out long service leave without the employee taking the period of leave, and if you allow them to do that you business may be prosecuted. There is one exception to this however. In Queensland you may “cash out”  long service leave under an industrial instrument or via application to the Queensland Industrial Relations Commission.

If you need any assistance with anything mentioned please check you State Governments web page regarding Long Service Leave or if you need further assistance please give us a call on 1300 108 488.

CONTACT US

Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

enquiries@ridgelinehr.com.au

0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

Changes to the Child Employment Act

Changes to the Child Employment Act

Latest News & Events

 

Changes to the Child Employment Act

children on laptop

Did you know that you need a child work permit to have an employee under the age of 15 work in your business? In this article we’ll outline how they work and what exemptions there are as well as the changes coming on 1 July 2023.

How it works

Children under 15 can be employed in a business subject to a few qualifications:

  • They must be at least 11 years old to do delivery work or 13 to work in retail or hospitality and must be supervised at all times by someone who possesses a valid Working with Children Clearance.
  • An employer must have a permit before they engage an under 15 year old. Failure to have a permit is a crime and employers may be penalised accordingly.
  • There are restrictions on how many hours they are allowed to work and when those hours can be, including start and finish times.
  • Employees under 15 years of age have increased break times and frequency compared to older employees.

What exemptions are there?

While most businesses are subject to the above rules family businesses are exempt from needing a child workers permit and some of the rules regarding age restrictions, hours of work and rest breaks do not apply so long as they are directly supervised by a parent or guardian. If someone other than a parent or guardian is supervising the employee then the exemption does not apply.

Similarly the entertainment and advertising industry have their own rules that differ from the rules that apply to most other industries. They can be found in more detail by following this link. Child employment permits – entertainment and advertising

Changes

As of July 1 2023 the Child Employment (Amendment) Act 2022 is being introduced. This Act changes the system of employing children from having to apply for individual permits for every child to employers being able to hold a licence under which they can employ multiple children.

it also clarifies several grey areas including definitions regarding what constitutes a family business, what employment means in several contexts in different industries and supervision rules. 

For more information on the changes please look at this page. Changes to the Child Employment Act

Child employment laws are enforced by the Wage Inspectorate Victoria.

If you need any assistance with anything mentioned please check the Victorian Governments web page regarding child employment here or if you need further assistance please give us a call on 1300 108 488.

CONTACT US

Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

enquiries@ridgelinehr.com.au

0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

Owner Drivers and Forestry Contractors Act

Owner Drivers and Forestry Contractors Act

Latest News & Events

 

Owner Drivers and Forestry Contractors Act

truck driving at night

 The Owner Drivers and Forestry Contractors Act 2005 (Vic) was made to ensure that small business Owner Driver and Forestry Contractors could operate fairly and competitively in a market where they could be very commercially dependent on larger companies that would contract them. Those large customers could potentially take advantage of a lack of protections and regulation in the industry to the detriment of their smaller suppliers in the absence of the Act. We go over how the legislation provides some protection in this article.

WHO DOES IT COVER?

For the purpose of this legislation an Owner Driver is considered to be a sole trader, non-public company or partnership that transports goods using up to three vehicles with those vehicles being supplied by the owner with at least one of those vehicles operated by the owner.

It also applies to contractors involved in the harvesting and haulage of forestry products.

HOW DOES IT PROTECT THESE SMALL BUSINESSES?

The three main ways in which the Owner Drivers and Forestry Contractors Act help businesses navigate the industry are:

The Victorian Owner Drivers/Forestry Contractor Information Booklet

This booklet is a tool that helps owners of these businesses run successfully in the industry by outlining how a business should operate. Some of the areas that it covers include:

  • How Owner Drivers should be engaged by Hirers
  • Contract requirements
  • Dispute resolutions between Owner Drivers and Hirers
  • How an Owner Driver business should run on a basic level from business planning, tax and insurance, and record keeping requirements as well as many other areas.
  • Covers the laws that apply to the Industry

This is only a small selection of what it covers, click on this link to read the full handbook – Victorian Owner Drivers/Forestry Contractor Information Booklet

The Owner Drivers and Forestry Contractors Code of Practice 

The Owner Drivers and Forestry Contractors Code of Practice sets out the legal obligations and mandatory requirements of parties involved in engaging owner drivers. It sets out how the parties should interact with each other and what constitutes best practice in the industry.

It is particularly important that Hirers of Owner Drivers and Forestry Contractors are aware of what is in the code of practice as in the last few years breaches of certain sections of the Code have become a criminal offence and carry heavy penalties.

You can read the Code in full here – The Owner Drivers and Forestry Contractors Code of Practice

The rates and costs schedules

The rates and costs schedules which set out the average rates and costs for everything associated with running a Owner Driver business. These cover the average costs of vehicle maintenance, insurance, registrations etc. and can be used by business owners to better understand the cost of running the business.

Business Victoria publish these rates and costs every year in line with changes to inflation and industry costs. You can find them here – Owner Drivers rates and costs schedules

 DID YOU KNOW?

 Some other parts of the legislation that might be useful to know are:

  • When an engagement is longer than 30 days or there is no defined duration for an ongoing engagement  it is mandatory for the hirer to have a written contract of engagement.
  • Where there is a dispute between an owner driver contractor and a hirer they may first take it to the Victorian Small Business Commission for a low cost alternative to dispute resolution. Should they fail to resolve it there it would then be referred to VCAT for resolution.
  • If you are a Freight Broker who engages owner drivers on behalf of a hirer you also have obligations under the Act and it’s regulations.

The Albanese government has forecast that they are looking to provide ways to provide protections for gig workers with possible access to the Fair Work Commission. The Owner Drivers and Forestry Contractors Industry may well be indicative of what that may look like.

If you need any assistance with anything mentioned here or with any other matter give us a call on 1300 108 488.

CONTACT US

Ridgeline Human Resources Pty Ltd
ABN : 24 091 644 094

enquiries@ridgelinehr.com.au

0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH