Tag: #hr

FWC Approves Amendments to Restaurant Award

By Andrea Vickery – Consultant

16th August, 2021

casual laws change - FWC Approves Amendments to Restaurant Award

On 2 August 2021, the Fair Work Commission approved the following amendments to the Restaurant Industry Award 2020:

  1. A simplified classification level system;
  2. An ability to agree with senior employees to avoid paying penalty rates, overtime and providing meal breaks, for up to 57 hours of work a week, if they are paid a rate higher than 170% above the Award rate ; and
  3. The ability for employers to pay allowances via a “rolled-up” hourly rate rather than for each instance they are accrued (a “Substitute Allowance”).
    The changes were made following an application made by the Minister to assist industries most affected by COVID-19. The changes are optional for business to adopt and are temporary amendments that will apply during the COVID-19 recovery period, from 11 August 2021 to 10 August 2022.
    It is expected similar amendments will be made to the Hospitality Award in the coming weeks.
    If you are covered by the Award and you require further details in relation to these new changes and how to implement these changes, please do not hesitate to contact us.

Mandatory COVID Vaccinations in the Workplace

The Fair Work Ombudsman Now Provides Some Further Guidance

By Greg Arnold, Director & Principal Consultant

16th August, 2021

jabby 1024x731 - Mandatory COVID Vaccinations in the Workplace

In recent weeks we have received increased enquiries from our clients about mandatory COVID vaccinations in the workplace for all of their employees.
This is a very vexed question with so many legal factors in play. The SPC decision to make vaccinations mandatory for its staff and visitors seems to be driving renewed enthusiasm for employers to make it compulsory for staff to be vaccinated.
In light of this very perplexing area of employment law the Fair Work Ombudsman (FWO) has provided a 4-tier guide for employers who are considering making the COVID vaccination compulsory. The FWO states:

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Welfare Checks For Employees

By Karen Arnold, Director & Consultant

21st July, 2021

RUOK speech bubble WM 1 - Welfare Checks For Employees

As your employees adjust to new working arrangements along with potential uncertainty around finances and their health they are likely to need additional support. Whilst welfare checks are always an important component of managing your human workforce, COVID-19 and the ever present uncertainty that goes hand in hand with this pandemic as made this task even more crucial.


Research shows that remote workers can become less productive if they’re not in regular contact with managers. This can also lead to feelings of isolation and have a significant impact on mental health over time. We recommend that you keep in contact with all your employees as regularly as possible. Contact can take a variety of forms, such as team meetings, conference calls, one on one calls, emails and face to face catch ups. If available, an EAP service is a good resource for employees who are feeling anxious or struggling to adjust to changes within the workplace. Most of the EAP services are telephone based and not reliant on face-to-face contact which makes this a perfect resource for your team to access when there may be restrictions in place.

COVID 19 Staff shortages – Do you need to update your recruitment and training to cope?

By Allyson Maxwell, Marketing Coordinator and Annie Walsh, HR Consultant

21st July, 2021

resume 1 - COVID 19 Staff shortages – Do you need to update your recruitment and training to cope?

In an industry which has seen critical staff shortages over the past 18 months, many hospitality venues are struggling to recruit experienced people to fill the gaps in their teams. Could it be the time to look at new approaches to hospitality recruitment and training in the face of COVID 19 staff shortages?

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The COVID 19 Vaccination – can you force an employee to “take the jab” or can you incentivise the vaccinations?

By Greg Arnold, Director & Principal Consultant

16th July, 2021

Covid 19 Vaccine - The COVID 19 Vaccination – can you force an employee to “take the jab” or can you incentivise the vaccinations?

Earlier this year, one of our consultants, Andrea Vickery wrote an article about COVID 19 Vaccination for employees, and whether or not employers could lawfully force an employee to have the COVID 19 vaccination.

Obviously there has been significant “water pass under the bridge” since that first article. In particular the slow roll out of the vaccinations; the general realisation that the only possible way out of the current COVID crisis is having a high percentage of the population vaccinated; and the risks that have been identified with some of the vaccines, have forced employers to consider how best they can try and have all of their employees vaccinated.

Just last week the CEOs of some of the major corporations in Australia met with the Treasurer and other Government officials to examine ways of having the COVID vaccinations delivered in the workplace. Whilst nothing concrete seems to have arisen from that meeting, there is a clear appetite for employers to try and have their employees vaccinated.

The Business Council of Australia is suggesting that employers offer “incentives” to employees to have the vaccinations. The suggestion is employers be prepared to give people vaccination leave, pay for their Ubers and taxis to travel to medical clinics, and ensure staff have access to trusted information. This type of incentive or support is often offered by employers to employees in respect to the flu vaccine on an annual basis, outside of the current pandemic.

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