The end of any contracting arrangement heralds a heightened risk of employee entitlement claims, but those involving unpaid superannuation are particularly hard to defend and costly to address, according to PwC partner Rohan Geddes.
Different time zones, isolated workers and productivity concerns can all be turned from challenges to advantages with some creative thinking, a conference heard this week.
Rulings handed down since the commencement of the Fair Work Act's adverse action provisions have clarified some of the mystery around their operation and contain important lessons for employers.
Contractors make up part of nearly every employer's workforce, but understanding your responsibilities in this area and maintaining first-rate safety standards can be tough.
This webcast covers:
How to ensure contractor compliance;
Your OHS obligations to different kinds of contractors;
Harmonisation - consultation obligations and other changes;
Engaging contingent labour purely to save costs is fraught with risks, so employers should ensure they use contractors for the "right" reasons, and take adequate steps to protect themselves against claims, says employment lawyer Nick Duggal.
When contracting arrangements aren't clear on paper and are murky in practice, they become like the proverbial "ticking bomb", potentially resulting in massive back-pay orders for wages, superannuation contributions, and other modern award or NES entitlements.
When contracting arrangements aren't clear on paper and are murky in practice, they become like the proverbial "ticking bomb", potentially resulting in massive back-pay orders for wages, superannuation contributions, and other modern award or NES entitlements.
Adopting a short-term view of independent contractors means many organisations are ignoring a huge talent pool of professionals looking for meaningful work from home, says co-director of The Interview Group, Lenore Lambert.
Organisations can minimise the risk of claims from contractors seeking employee benefits by regularly reviewing their arrangements to ensure "the weight of the evidence" suggests they are principals, not employers, says employment lawyer Brad Swebeck.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
