KEEPING YOU INFORMED
Some Thoughts from the World of HR
As Australia heats up temperatures are expected to rise above 35 degrees, so how are bosses keeping their teams cool? Thermal comfort plans include using fans to expel hot air, casual-dress policies (ties off, shoes off) and other more novel tactics, such as buying ice-creams and having the local Mr Whippy visit, or providing soft drinks and passes to the local swimming pool are all cool ideas.
Eye contact improves trust, and builds connections. But does it? We’re going to share our thoughts and knowledge on this subject to help you have better conversations and remove any unconscious bias so you can create a truly inclusive culture.
In case you missed in, as part of the Australian Government’s Secure Jobs, Better Pay workplace law changes, rules about using fixed term contracts changed on 6 December 2023. What has changed:
As part of the Australian Government’s Secure Jobs, Better Pay workplace law changes, rules about using fixed term contracts changed on 6 December 2023.
Important changes about using fixed term contracts are due on 6 December 2023 as part of the Australian Government’s Secure Jobs, Better Pay workplace law changes.
Amendments to migration legislation effecting changes to provide access to permanent residency for an expanded cohort of Subclass 482 holders have now been released. These amendments commenced on 25 November 2023.
From 6 December 2023, new rules apply to the use of fixed term contracts. An employee on a fixed term contract is employed for a specific period.
From 1 January 2024 if your business requires workers to frequently use hearing protection as a control measure for noise that exceeds the exposure standard, you must provide hearing tests for workers. The person conducting a business or undertaking (PCBU) must organise and pay for the hearing test.
The Department of Home Affairs has recently announced a change to the policy for LMT. Previously, employers were allowed to conduct LMT over non-consecutive periods to reach the 28-day requirement. For instance, employers could post job advertisements for 14 days and then, after a few days, lodge another round of job advertisements for 14 days to bring them to 28 days in total.
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