Archive for May, 2020

Log hours for all employees – Have you caught up with latest legislation?

As we all start to return back to work over the coming weeks it is the perfect time to put your systems in place for employee timekeeping. New changes that came into place on March 1st, 2020, for the most part, may have been overshadowed by COVID-19.

Several modern awards now need people who are paid under annualised salary provisions to actually record there start and finish time each day.

Who is impacted?

If you’re covered under the following modern awards, this will be relevant to you:

  • Banking, Finance and Insurance Award 2010
  • Clerks – Private Sector Award 2010
  • Contract Call Centres Award 2010
  • Hydrocarbons Industry (Upstream) Award 2010
  • Legal Services Award 2010
  • Mining Industry Award 2010
  • Oil Refining and Manufacturing Award 2010 (clerical employees only)
  • Salt Industry Award 2010
  • Telecommunications Services Award 2010
  • Water Industry Award 2010
  • Wool Storage, Sampling and Testing Award 2010

If you work under the following awards, the changes will apply to you, but only if you agree to the new arrangements

  • Broadcasting and Recorded Entertainment Award 2010
  • Local Government Industry Award 2010
  • Manufacturing and Associated Industries and Occupations Award 2010
  • Oil Refining and Manufacturing Award 2010 (non-clerical employees)
  • Pharmacy Industry Award 2010
  • Rail Industry Award 2010
  • Horticulture Award
  • Pastoral Award 2010

Start your trial and make the collection of employee start and finish times easier than ever before, integrate directly into your payroll saving many weekly hours of manual data collation, calculation and data entry.

Book in a demonstration here

 

The Fair Work Commission is introducing changes to the terms of several modern awards which will mean that from 1 March 2020 there will be new obligations on employers paying annual salaries under these provisions. Although these changes will vary slightly from award to award, some of the common changes will require employers to:

  1. Have in place written documentation that records which provisions of the award are intended to be included within the annual salary.
  2. Specify in this documentation the ‘outer limits’ of the number of overtime or penalty rate hours that are included within the annual salary in each pay period/roster cycle.
  3. Where an employee works hours that exceed those ‘outer limits’ in a pay period/roster cycle, pay the employee for those hours worked (at the relevant overtime or penalty rate) within the relevant pay cycle.
  4. Keep records of the start times, finish times and unpaid break times for each employee paid an annual salary, and have employees sign, or acknowledge as accurate, that record in each pay cycle.
  5. Perform an annual ‘reconciliation’ every 12 months, calculated from the commencement of the annualised salary arrangement or upon the termination of the employee’s employment. The annual reconciliation will involve calculating the amount the employee would have been paid if they were paid on an hourly basis in accordance with the award. If there is any shortfall it must be paid within 14 days.

In addition, some awards will require that annual salaries under these provisions can only be paid where employees agree to this arrangement.

 

Start your trial and make the collection of employee start and finish times easier than ever before, integrate directly into your payroll saving many weekly hours of manual data collation, calculation and data entry.

Book in a demonstration here

 

 

 


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