New Victorian Sick Pay Guarantee Trial

New Victorian Sick Pay Guarantee Trial

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New Victorian Sick Pay Guarantee Trial

doctor with clipboard

The Victorian Government has launched a two year trial of a new scheme to provide casual and self-employed workers with access to up to 38 hours of personal and carer’s pay.

The motivation for introducing the system was the risks that COVID created with people who don’t have access to paid leave entitlements opting to work rather than isolating when they had COVID exposure.

Eligibility Criteria

To be eligible for the Sick Pay Guarantee, a worker must meet all of these criteria:

  • Age – be 15 years or over
  • Type of employee – be a casual employee or self-employed with no other employees (such as a sole trader or an independent contractor)
  • Leave entitlements – not be entitled to paid personal, sick or carer’s leave in any of their jobs
  • Workplace – work physically in Victoria, no matter where they live
  • Right to work – have the right to work in Australia
  • Occupation – work in an eligible occupation
  • Average hours worked – on average you work at least 7.6 hours per week in an eligible occupation(s).

Eligible occupations

Under the trial, the following occupations are eligible for the sick pay guarantee:

  • hospitality workers
  • food trades workers and food preparation assistants
  • supermarket workers
  • retail and sales assistants
  • aged and disability care workers
  • cleaners and laundry workers
  • security guards

The payment
The amount of the payment is based on the average hours of work over the period of engagement and the rate payable is the national minimum wage applying at the time.

Accessing the payment

Workers have to register online at https://service.vic.gov.au/services/sick-pay-guarantee/apply and submit evidence which is acceptable in a variety of forms so as to establish their identity, employment status, eligibility for the payment and bank details for payment.

More information on the sick pay guarantee can be accessed at https://www.vic.gov.au/sick-pay-guarantee-program-guidelines.

 

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

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New hourly rate guarantee for horticulture workers

New hourly rate guarantee for horticulture workers

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New hourly rate guarantee for horticulture workers

superannuation ATO

Piecework is where employees are paid on the basis of the quantity of work that they do as reflected in for example the number of garments sewn in clothing trades or the quantity of fruit or vegetables picked in the horticultural industry.

Under the Horticulture Award 2020, workers can be paid on a piece rate basis which “must enable the average competent employee to earn at least 15% more per hour than the minimum hourly rate prescribed in this award for the type of employment and the classification level of the employee”.

The Award (as it stands today) states: “Nothing in this award guarantees an employee on a piecework rate will earn at least the minimum ordinary time weekly rate or hourly rate in this award for the type of employment and the classification level of the employee, as the employee’s earnings are contingent on their productivity.” So, the Award clearly recognises the potential for workers with lower productivity levels to be paid below Award hourly rates.

However, on 28 April 2022, that is all going to change because the Fair Work Commission has decided that all horticulture workers have to be paid at least the equivalent of the ordinary hourly rate for all hours that they work.

Employers who are paying workers on a piece rate, have to maintain records of hours of work and ensure that what they each earns equates to at least the ordinary hourly rate for the classification in which they are employed for all hours worked on any day.

They also have to provide pieceworkers with a written pieceworker agreement before they commence employment. That agreement has to include: 

  • when (date and time) the piecework is to start 
  • a description of the task or tasks for which piece rates will be paid 
  • the piece rate amount 
  • the minimum hourly rate for the pieceworker’s classification level (plus, for casual pieceworkers, the 25% loading)
  • the following statement: “Under the Horticulture Award 2020, a pieceworker must be paid for each day on which they work, no less than their hourly rate under the award (including the 25% casual loading for a casual pieceworker) multiplied by the number of hours worked on that day.”

More detailed information can be accessed from the Fair Work Ombudsman @ https://www.fairwork.gov.au/newsroom/news/new-minimum-hourly-wage-guarantee-pieceworkers#main-changes.

If you need a hand in working out how to comply with the new rules, give us a call on 0438 533 311. Take advantage of our first free consultation offer.

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

Superannuation changes keep coming

Superannuation changes keep coming

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Superannuation changes keep coming

superannuation changes

It isn’t long ago that we had some big changes in superannuation requirements with the new superannuation stapling rules that came in on 1 November 2021 – see more on that here. Now there are more changes coming in from 1 July 2022.

Removal of $450 threshold

Currently, the superannuation guarantee does not apply to an employee who earns less than $450 in a month.

That threshold is abolished so superannuation is payable on all earnings with one qualification – if you are under the age of 18, unless you are covered by a workplace agreement that states otherwise, you need to work more than 30 hours in a week.

Increase in compulsory superannuation contribution rate

Additionally, in line with the annual increases of 0.5% announced some time ago, the compulsory superannuation contribution rate increases to 10.5% from 1 July 2022.

Got any questions on this or any other employment matter? Give us a call on 0438 533 311 and take advantage of our offer of a free first consultation.

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

Increase in weekend wages in hair and beauty industry

Increase in weekend wages in hair and beauty industry

Latest News & Events

 

Increase in weekend wages in hair and beauty industry

award rate Fair work casual loading

The Fair Work Commission recently decided to increase penalty rates for weekend work performed by casual employees under the Hair and Beauty Award.

Casual weekend penalty rates will increase in 5 instalments starting from 31 January 2022 and finishing on 31 December 2023. From 3 November 2021 to 30 January 2022, casuals will continue to be paid their usual weekend penalty rate.

The penalty rate applying to ordinary hours worked on Saturdays inclusive of the casual loading is:

  • From 3 November 2021: 133%
  • From 31 January 2022: 138%
  • From 30 April 2022: 143%
  • From 31 December 2022: 148%
  • From 30 April 2023: 153%
  • From 31 December 2023: 158%

The penalty rate applying to ordinary hours and overtime hours worked on a Sunday inclusive of the casual loading is:

  • From 3 November 2021: 200%
  • From 31 January 2022: 205%
  • From 30 April 2022: 210%
  • From 31 December 2022: 215%
  • From 30 April 2023: 220%
  • From 31 December 2023: 225%

It should also be noted that award rates in the Hair and Beauty Award 2020 have been increased by 2.5% effective from 1 November 2021 in line with this year’s Annual Wage Review decision by the Fair Work Commission. This was delayed from 1 July 2021 due to the impact of COVID.

Further increases in award rates as a result of Annual Wage Reviews can be expected to apply from 1 July each year in line with the provisions of the Fair Work Act.

If you have any queries, please contact us on 0421 592 541 or at enquiries@ridgelinehr.com.au.

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

New superannuation stapling rules take effect from 1/11/21

New superannuation stapling rules take effect from 1/11/21

Latest News & Events

 

New superannuation stapling rules take effect from 1/11/21

superannuation ATO

From 1 November 2021 the new superannuation stapling rules came into effect. These rules have been designed to reduce the chance of employees accumulating multiple superannuation accounts when they move between jobs and hence paying multiple sets of fees and insurance premiums.

What are the new super stapling rules?

From 1 November 2021, every employee’s active superannuation accounts will be “stapled” to them. This means that, in the event that they move jobs, the employee’s superannuation accounts that were active on 1 November 2021 will become their default fund at their new job as opposed to the employer nominated fund.

If the employee starts a new job and does not choose their own superannuation fund, the employer must now check with the ATO to see whether that employee has any superannuation funds “stapled” to them. In the event that they do, then employers must use that existing fund rather than their own default fund. If there is more than one fund “stapled” to an employee, then the ATO will use its own set of rules to determine which is the fund that the employer will need to make contributions into.

If an employee hasn’t made a choice of superannuation fund and has no fund “stapled” to them, then employers may enrol them in their own nominated fund.

If you have any queries, please contact us on 0421 592 541 or at enquiries@ridgelinehr.com.au.

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

The third tranche of Awards get pay rise

The third tranche of Awards get pay rise

Latest News & Events

 

The third tranche of Awards get pay rise

In this year’s annual wage review, the Fair Work Commission decided to implement the increases to award wages in three stages.

In the third and final of those stages, the following awards will see minimum rates increased by 2.5% with effect from 1 November 2021:

  • Pilots Award
  • Cabin Crew Award
  • Airline Ground Staff Award
  • Airport Award
  • Alpine Resorts Award
  • Amusement Award
  • Dry Cleaning and Laundry Award
  • Fitness Award
  • Hair and Beauty Award
  • Hospitality Award
  • Live Performance Award
  • Models Award
  • Marine Tourism and Charter Vessels Award
  • Nursery Award
  • Racing Clubs Events Award
  • Racing Ground Maintenance Award
  • Registered Clubs Award
  • Restaurant Award
  • Sporting Organisations Award
  • Travelling Shows Award
  • Wine Award

From this date, employees covered by any of these awards must, at a minimum, be paid the new award rate for ordinary hours.

If employees are paid above the award rates, the increases can be absorbed against over award payments subject to any qualifications that may be included in enterprise agreements or contracts of employment.\

The normal penalties and loadings apply (on top of those minimum rates) for overtime, shiftwork and work on weekends, early mornings, evenings and public holidays.

If you have any queries, please contact us on 0421 592 541 or at enquiries@ridgelinehr.com.au.

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH