Clear Vision Accountancy Group’s Post

❗ Important Changes to Casual Employment! ❗ Fair Work has released a new fact sheet detailing critical changes to casual employment laws. If you employ casual staff, it’s essential to understand these updates to stay compliant and manage your workforce effectively. To understand how these changes impact your business, follow the link below to review the Fair Work fact sheet: https://lnkd.in/gp6Uekx7 #casualemployment #FairWork #employmentlaw #osbornlaw

Are you aware of the key changes in the Fair Work Act that take effect from 26 August 2024? From updates in casual employment regulations to changes affecting independent contractors, read our latest article for a brief overview business need to be aware of. https://buff.ly/3bvNClr #FairWork #BusinessIntergrity

Looking forward to the second instalment in our free webinar series on “Navigating, Fair Work, Modern Awards, Positive Duties and all that people stuff”. It is a bit hard to work out what your obligations as an employer are if you don’t know which agency does what and where you can find what you need to know. That’s why this one is about “Understanding the Fair Work system and the players”. Register at https://lnkd.in/g9yFPr6Y. #ridgelinehr #peoplebusiness

Big Changes to Casual Employment Laws - The BelRose Group #Blog Here's What You Need to Know Are you aware of the recent updates to casual employment legislation? Significant changes have been made to the Fair Work Act, redefining what it means to be a casual employee and offering clearer paths to permanent positions. Our latest The BelRose Group blog breaks down these changes covering everything from determining casual status to understanding your rights for conversion. Don't miss out! Important for employers and casual staff alike to be in the know. Don't miss out on these important updates. Read the full blog here. https://lnkd.in/gDgTZZwC #CasualEmployment #FairWorkAct #JobSecurity #EmploymentLaw #TheBelRoseGroup

Do you have a system managing your onboarding of new employees or contract changes? Today is a good day to audit what FairWork Information Statements you are issuing to your employees. Have you checked - ☑️ It is the most recent version? ☑️ You have the casual version provided to your casual employees? ☑️ Those being issued Fixed Term Contracts (where fixed term conversion applies under your industrial instruments), are being issued with the Fixed Term Statement? Then you’re good to go. We also recommend if you have not actually reviewed the content of these statements against your company policies, other communications and your payroll system it is also a great time to do so.

Are you up-to-date with the latest Fair Work Information Statement (FWIS)? There have also been updates in the last 24 months to the Casual Employment Information Statement (CEIS) and Fixed Term Contract Information Statement (FTCIS). Make sure to check you are giving employees the most current versions to avoid any headaches. #payrollservices #payrollprofessionals #HRservices #Humanresources

The nature of casual employment is changing, and organisations must be across these changes to avoid non-compliance. Any firm advance commitment to continuing work is likely to define an employee as permanent. Whilst no specific examples are provided, it's likely that rostering casuals 3, 6 or even 12 months in advance will not satisfy the definition of casual. Contact us today for a confidential discussion about your casual workforce and how you can ensure you remain compliant with this changing legislation. info@impacthrt.com.au

Casual Employment Laws are changing !  🗓️(August 26th) Here I talk about a current situation around recruitment and the upcoming changes.

There are now so many agencies involved in regulation in HR and WHS spaces that it isn't any wonder people get confused. We are going to unravel all of that for you in our next free webinar and show you where you can access some useful tools and other resources all for free. #ridgelinehr #peoplebusiness

If you are employing casually today, you need to understand the changes to the definition of casual employment and your understanding of it. Employees will have the right to request a change in their employee status from casual to part or full-time. If you want to keep the employee status as requested by them, you may need to defend your position not to convert at the Fairwork Commission. The part-time provision may be the only option for these rostering requirements. Roster days and times must be recorded in the employee contract and can only be changed with the employee's approval or incur the associated overtime penalties. Inzenius can assist in simplifying the administrative burden to comply with these requirements. #ThatsInzenius #Payroll