Category Archives: Uncategorized

Employing nannies in the time of Coronavirus

This is an extremely difficult time for all employers and employees. Nannies and au pairs are (except for WA) covered by the Miscellaneous Award and are entitled to all the associated benefits around leave and termination.

The Fair Work Ombudsman has a very comprehensive list of alternate scenarios that may be occurring due to the health crisis created by COVID-19.

Please refer to their website https://coronavirus.fairwork.gov.au/

 

COVID-19 – Nannies an essential service?

Over the last week, we have been, like you are, keeping a keen eye on the advice being handed down by government agencies, especially in relation to childcare, school closures and healthcare.

There is no denying it, these are uncertain times and official advice is changing rapidly regarding our way of life. As it stands, all businesses are preparing to adhere to the new shut down regulations except for essential services. We have been receiving a number of questions pertaining to nanny services being considered essential.

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Coronavirus – What’s your plan B?

We have been receiving a number of enquiries relating to the ‘what ifs’ around employer/ employee relations with the current health discussions pertaining to the Coronavirus. We do understand that everyone has their own opinions and this advice is of a general nature.

Most work places have begun restricting staff can and cannot do to control the impact the virus could have to ongoing business and the health of staff. We understand that some companies have stopped interstate and international business travel as well as cancelling conferences and other face to face meetings. In the majority of these cases, business can be conducted remotely and the need for face to face contact can be avoided.

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Court ruling against casual employee status

The Federal Court of Australia on 16 August 2018, ruling has granted a terminated casual worker annual leave entitlements.

The Court found a truck driver employed under a labour hire arrangement as a casual, was not a casual under employment law, because of his regular and continuous pattern of work over the 2.5 years of employment and as such should have been entitled to annual leave entitlements.

Further information can be found AMMA website

Get set for a 3.3% increase to the minimum wage


The Fair Work Commission has announced a 3.3% increase to minimum wages. The increase will apply from the first full pay period starting on or after 1 July 2017.

The new national minimum wage will be $18.29 per hour for a permanent employee  21 year and over and $22.86 for a casual employee. This applies to all domestic staff employed through a WPN or ABN everywhere but WA.

In WA, as at 1st July 2016 ( no increase has been released yet) its $18.23 for a permanent and $21.88  casual employee.

Backpacker tax starts Jan 1

New tax rates will apply from 1 January 2017     

From 1 January 2017 tax rates are changing for working holiday makers who hold 417 and 462 visas. These rates are known as working holiday maker tax rates.

What you need to do

If you employ a working holiday maker who is in Australia on a 417 or 462 visa, you:

›            must register with with the ATO to withhold at the working holiday maker tax rate

›             visit border.gov.au/vevo to check your worker has a 417 or 462 visa using the Visa Entitlement Verification Online service

›             must withhold tax at  15% on income up to $37,000 and apply foreign resident tax rates on income over $37,000.

What happens next

The working holiday tax rates only apply to income earned from 1 January 2017.

If you currently employ working holiday makers you’ll need to issue two payment summaries this year:

›            one for the period to 31 December 2016

›             a second for any period to 30 June 2017.For more information  go to the ATO website

 

Working With Children Checks

Source:  Careforkids.com.au
Date:  9th November 2016

A Working with Children Check is mandatory in Australia and early childhood providers must fulfil the requirements of the state/territory they are employed in. Reputable babysitting agencies will have policies in place to ensure employees undergo WWCCs and background checks – which protect both the children in care and the agency from future issues.

Continue reading Working With Children Checks