Delighted to announce we’ve just been recognised as ‘Most Supportive Workplace Culture’ by Corporate Vision Magazine 🙌. We’re immensely proud of the culture we’re building at Ledger Bennett and it’s lovely to have it recognised! 🎉 #WorkCulture #HRAwards #WorkplaceCulture
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New workplace Delegates rights clause in Modern Awards (Effective 1 July 2024) The Fair Work Commission (FWC) has updated all Modern Awards to include a workplace delegates rights clause, effective from 1 July 2024, which is part of the Closing Loopholes Act amendments. What’s Included: · Representation: Delegates can represent employees, who want to be represented by the Delegate, in consultation, disputes, disciplinary processes, enterprise bargaining and other situations where representation is permitted. · Communication: Delegates can communicate during work hours including breaks and outside of working hours, and must be given, where possible, access to facilities such as meeting rooms (which provide privacy), noticeboards, and office equipment. · Training Leave: Up to 5 days of paid leave initially, with 1 day annually for training, this is limited to 1 delegate for each 50 employees. Employer Actions: 1. Check if your employees are covered by one or more Modern Awards. 2. Identify if you have any workplace delegates. 3. Ensure compliance with the new clause. Read more here: https://lnkd.in/gv3yDA8q #fairworkcommission #fwc #employmentlaw #humanresources #industrialrelations #workplace #modernawards
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The Fair Work Commission (FWC) is in the process of varying modern awards to include terms about workplace delegates and a right to disconnect and employers should check the award that applies to their employees to confirm what the new provisions say. Below we look at changes in modern awards. #employmentopportunities #australianjobs #jobsaustralia #DES
Changes in modern awards
employmentplus.com.au
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Interesting read about the 'Right to Disconnect' that the FWC has been tasked to include in all modern awards moving forward and how this might impact your business from a rostering point of view. Get in touch with myself to discuss how The Access Group's Definitiv people management and payroll platform can assist with these changes. #righttodisconnect #modernawards #Definitiv #TheAccessGroup https://lnkd.in/gjTyk3rW
'Right to Disconnect': Fair Work Commission asked to be more detailed on award terms
hcamag.com
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Two competing forces battling it out right now could have an outsized impact on your clients’ workplaces and your overall business practices. John Polson shares what you can expect over the next few months here: https://bit.ly/3UDQSm3. #PEO #laborrelations #workplacelaw #employmentlaw
Workplace Battle Brewing: PEOs Need to Prepare for Season of Change and Uncertainty
fisherphillips.com
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The Fair Work Commission has released its much anticipated draft wording to insert into all modern Awards regarding the right to disconnect. The right to disconnect will be a formal workplace right which allows employees to disconnect from work outside of their ordinary and usual work hours. The changes commence on 26 August 2024 for non small business employers and 26 August 2025 for small business employers. For more information on the proposed wording and details please visit: https://lnkd.in/gf-2iVf2 #fairwork #awardupdates #righttodisconnect #employmentlaw #osbornlaw
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The controversial employee right to disconnect is soon going to be a term in modern awards. The Fair Work Commission is changing modern awards to include a right to disconnect term in all modern awards. This is to take place by 26 August this year and the FWC is opening up the consultation process with interested parties. Changes to the Fair Work Act will create a formal workplace right that allows employees to disconnect from work outside of their usual work hours. These changes commence on 26 August 2024 for non-small business employers and on 26 August 2025 for small business employers. The FWC will also make written guidelines about how the right to disconnect will operate. Interested parties are initially invited to comment on the FWC’s proposed timetable by 12 noon Wednesday, 20 March 2024. If you are wanting to participate the proposed timetable can be found on the FWC website - Variation of modern awards to include a right to disconnect | Fair Work Commission (fwc.gov.au)
Fair Work Commission
fwc.gov.au
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DWFT News - Do Not Disturb: What Employers Need to Know About the Fair Work ‘Right to Disconnect’ The Fair Work right to disconnect will commence on 26 August 2024 for all employees except those employed in a small business (less than 15 employees). Modern Awards will also require a right to disconnect term, which is expected to be similar to the Fair Work workplace right, and will be inserted into Awards in the coming months. To read the full article, please click the link below: https://lnkd.in/gbjitsVa #EmploymentLaw #ClosingLoopholesBill #RightToDisconnect #Employers
Do Not Disturb: What Employers Need to Know About the Fair Work ‘Right to Disconnect’ | DW Fox Tucker Lawyers
dwfoxtucker.com.au
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Employment Specialist @ CultureShift NZ Limited | Workplace Bullying Advocate/Activist. Nominee New Zealander of the Year Awards 2019, 2020, 2021, 2022, 2023, 2024 & 2025
It's disappointing to see yet another Minister of Workplace Relations and Safety who can't understand what is one of the greatest impediments to retaining and attracting skilled workers to New Zealand. New Zealand is 2nd worst in the developed world for workplace bullying with more than 1 in 5 workers bullied. See article below: https://lnkd.in/g8dRec3g And the solution accordingly to the new Coalition Minister is to dilute the personal grievance process even more. see extract and link to her speech below: "Personal grievances are intended to protect employees from unfair employer behaviour, something we know happens, but I don’t consider we currently have the balance right. I have heard that the process for pursuing a personal grievance claim can be slow, costly, and can incentivise employees to pursue grievances even where their behaviour has contributed to the employment relationship problem. Employers can be dragged through personal grievance processes by vexatious employees. It can impose significant legal costs on businesses and impact their reputation, for which there is no redress. Lengthy personal grievance processes can have a negative effect on other workers in the workplace as well. Vexatious employees can hurt culture and morale, or can force other workers to compensate for unproductive colleagues. I have asked my officials for advice on simplifying personal grievances. Specifically, this includes considering setting a high-income threshold above which a personal grievance could not be pursued, and to remove the eligibility for remedies if the employee is at fault. I want to ensure that personal grievance settings provide fair rules that work for everybody, that are clear, understandable, and simple, so that employers can get on with their role in growing the economy". Dr Suzanne Henwood Linda Crockett Global Workplace Psychological Safety Expert Gary Namie, PhD #workplacebullying #workplaceviolenceprevention #newzealandjobs #newzealandimmigration #newzealandbusiness #healthandsafetyatwork #actparty #personalgrievances
Minister of Workplace Relations and Safety’s speech today on priorities
Speech to Auckland Business Chamber
beehive.govt.nz
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Benefits are more than perks – they’re key to attracting and retaining top talent in today’s competitive job market. Employers who tailor benefits to their team's needs are the ones seeing the best results! 📈 To learn more, visit ➡ https://bit.ly/4g8YQh0 - #taxexpert #taxpreparer #taxexpertthathelps #taxprofessional #taxservice #professionaltaxservice #lindenhurstny #lindenhurst #taxexpertise #businessexpert #strategicvision #positivechange #maximizeroi #employeeengagement #strategicexpertise #organizationalexcellence #investinwellbeing #employeehappiness #businesspotential #wellbeinginvestment #businesssuccess
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Minister for Enterprise, Trade and Employment, Simon Coveney TD, has announced the appointment of Audrey Cahill as the new Director General of the Workplace Relations Commission (WRC). The Workplace Relations Commission (WRC) was established in 2015 to deliver a modern, user-friendly and world-class workplace relations system in Ireland. The Commission activities are primarily concerned both with facilitating and assisting workplace change and creating an environment of equity and fairness in employment. The specialist services of the Commission play a vital role in contributing towards industrial peace, maintaining and sustaining enterprise productivity through engaging with employers and trade unions on issues of employee pay and rewards, and promoting orderly collective bargaining in the private sector. Securing fair, impartial and effective employment rights adjudication services and appropriate and essential employment standards and enforcement are vital and important components of the strategic operations of the Commission. #Ireland #Portugal #Workplace
Announcement of new Director General of the Workplace Relations Commission
enterprise.gov.ie
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Congratulations! 🎉