NOW FOR THE HARD WORK: APPLYING WORKCHOICE REFORMS

April 2006

Reading about the WorkChoice Reform legislation on the Federal Government’s website is important for all employers. Beyond that first step, understanding the actions and outcomes of employers acting on the reform appears to rest largely on interpretation. That is, translating the reform’s intentions to apply to different workplaces in which employment conditions, agreements, and awards vary greatly.

Existing Enterprise Bargaining Agreements (EBAs) – now known as Preserved State Agreements (PSAs) will remain in place for the next three years. Many Advance Recruitments clients have EBAs in place.

In a nutshell, other major factors to consider include the five major standards as they apply to casual workers:

• Basic Rates of Pay and Casual Loading
• Default flat rate of 20%
  
• Hours of work
• Not more than an average of 38 hours per week
  
• Annual Leave
• Cash out annual leave if in agreement
  
• Personal Leave
• Sick, compassionate, carers, maximum of two days at a time
  
• Unpaid Parental Leave

Advance Recruitments has itself had to revamp its employee regime based on the new legislation. For further discussion on integrating the new legislation, contact Sascha Charlton at 02 9890 2099.