An employer may find great benefit in using casuals: greater flexibility, no benefits other than superannuation (in certain circumstances), just a degree of casual loading on the hourly pay. However, changes introduced to the Fair Work Act in March 2021 now give casual employees the right to be moved to permanent employment.
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A strong business, with sound leadership and quality management, a safe workplace with clearly defined employee roles and expectations – these things are a given, and are the foundations of workplace satisfaction. However, that marvel tool of management, employee recognition, now almost requires that employees’ needs be listened to, and addressed. That said, it is a two-way street, but mutual regard, respect, and understanding between management and staff can be a powerful catalyst to a thriving business.
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Once injured on the job it can be difficult to assess when an employee is ready to return. This is often due to differences of opinion regarding the worker’s ongoing level of disability, available work, and the employers’/insurance carriers’ willingness to continue to make workers compensation payments to an injured employee. Based on all this, the insurance carrier has the right to make a decision with regards to the employees capacity to return to work.
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Post-employment restraint clauses are designed to prevent former employees from poaching clients, using company information or working for a competitor. But how do they work?
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The decision whether to include a holding company as part of your business plan is an important one that has many benefits. However, it is also important to be realistic about the limitations of a holding company before making your final decision.
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