An Update from our Managing Director
It feels like only weeks ago that we were returning from Christmas break but 2022 is in full swing and the Easter long weekend is fast approaching!!
It feels like only weeks ago that we were returning from Christmas break but 2022 is in full swing and the Easter long weekend is fast approaching!!
Over the past few years, the search for top talent has become a significant problem across all industries. Recruiting and retaining employees is now more important than ever.
Covid-19 is (unfortunately) here to stay and its many moving parts remain a challenge for businesses of all sizes in all industries.
There’s only 6 weeks until Christmas and while we know everyone is looking forward to a well-earned break, there are a few things all employers should be considering and planning for right now.
From 1 November 2021, Employers will be required to request information from the ATO for any new employee that does not nominate a superannuation fund on their Superannuation Standard Choice Form.
The Fair Work Commission has recently updated the casual employment terms (clauses) in 151 Modern Awards to bring them in to line with the changes to legislation that were introduced earlier this year.
With only 10 weeks to go until Christmas, now is the time to start communicating with your team about your intentions over the Christmas – New Year period.
In June 2021, the Fair Work Commission announced a 2.5% increase to the National Minimum Wage and Award wages. It was also announced that these increases will occur over a 3 stage rollout, with the first rollout taking place on the 1st July and the second rollout taking place on the 1st September.
In some industries, Employers find that flat rates are the best option when paying their employees. In fact, around half of Edwards HR’s clients pay some form of flat rate to some of their employees.
An employment contract is a written agreement between an employer and an employee that clearly sets out the key terms and conditions of employment.
It feels like only weeks ago that we were returning from Christmas break but 2022 is in full swing and the Easter long weekend is fast approaching!!
Over the past few years, the search for top talent has become a significant problem across all industries. Recruiting and retaining employees is now more important than ever.
Covid-19 is (unfortunately) here to stay and its many moving parts remain a challenge for businesses of all sizes in all industries.
There’s only 6 weeks until Christmas and while we know everyone is looking forward to a well-earned break, there are a few things all employers should be considering and planning for right now.
From 1 November 2021, Employers will be required to request information from the ATO for any new employee that does not nominate a superannuation fund on their Superannuation Standard Choice Form.
The Fair Work Commission has recently updated the casual employment terms (clauses) in 151 Modern Awards to bring them in to line with the changes to legislation that were introduced earlier this year.
With only 10 weeks to go until Christmas, now is the time to start communicating with your team about your intentions over the Christmas – New Year period.
In June 2021, the Fair Work Commission announced a 2.5% increase to the National Minimum Wage and Award wages. It was also announced that these increases will occur over a 3 stage rollout, with the first rollout taking place on the 1st July and the second rollout taking place on the 1st September.
In some industries, Employers find that flat rates are the best option when paying their employees. In fact, around half of Edwards HR’s clients pay some form of flat rate to some of their employees.
An employment contract is a written agreement between an employer and an employee that clearly sets out the key terms and conditions of employment.
Free 30-minute HR consultation and a review of your existing employment agreement,
with our no-obligation recommendations.
