The document provides information about the TAFE Commission of NSW Administrative, Support and Related Employees Enterprise Agreement 2012. It includes:
- Background information on enterprise bargaining and how it establishes employment conditions for TAFE staff.
- An overview of key milestones in negotiations and campaigning regarding the agreement, such as maintaining previous conditions and flexible working hours.
- Guidance on reading and understanding the various sections and clauses of the agreement, which replace previous awards and agreements and include employment arrangements, general conditions, and specific provisions for different employee classifications.
The document aims to educate union members on their rights and entitlements under the enterprise agreement negotiated on their behalf by the union.
Power Point Presentation Fair Work Act Aug 2009Themis1994
This document provides an overview of the key aspects of the Fair Work Act 2009 in Australia, including its objectives, structure and main provisions. It outlines the main parts and chapters of the Act that cover terms and conditions of employment, compliance and enforcement, and administration. Key points covered include minimum employment standards, modern awards, enterprise agreements, unfair dismissal protections, termination notice periods and redundancy pay.
The document discusses employee benefits trends in India. It notes that India has a large and diverse population. Mandatory benefits include provident fund, gratuity, and personal accident insurance. Voluntary benefits include mediclaim, life insurance, and superannuation. Insurance companies offer various products for retirement benefits like defined contribution plans and defined benefit plans. Common retirement benefits provided by employers include leave encashment, gratuity, and superannuation. Trends show life insurance participation and defined contribution plans increasing among employers and employees in India.
This document provides an overview of implications of Fair Work Australia for managing staff performance. It discusses developing better people management practices through Fair Work Australia. It outlines key aspects of Fair Work Australia including national employment standards, modern awards, bargaining and industrial action processes. It provides information on compliance requirements for employers such as record keeping, payslips and agreements.
The document provides an overview of proposed amendments to South African labour laws following negotiations in NEDLAC. Key points include:
- The proposed amendments address issues like atypical employment (temporary workers, fixed-term contracts, part-time work), dispute resolution, collective bargaining, and compliance/enforcement.
- Debate has occurred over 6 themes, with disagreement remaining between business and government representatives.
- The amendments could impact employers by deeming temporary staff to be direct employees after 6 months, requiring equal treatment of fixed-term and part-time workers, increasing security deposits for dispute reviews, and expanding trade union rights.
- Business representatives argue the amendments should be tested against an earlier regulatory impact
How Healthcare Reform Affects Your BusinessWendy Stanley
This document discusses how the Affordable Care Act affects businesses and what options companies have in preparing for 2014. It covers the employer and individual mandates, penalties for non-compliance, reporting requirements, and changes to the health insurance market and products. Employers are considering options like partially self-insured plans, service groups, dual option plans, or managing their size to deal with the new regulations. Compliance consulting services can help companies with tasks like testing for discrimination, calculating affordability penalties, and preparing required reports.
The Fair Work Act And Modern Award System | EmploysureEmploysure AU
This presentation provides an overview to The Fair Work Act and Modern Award System in Australia. It answers the questions: What is the Fair Work Act? What is a Modern Award? What is the Fair Work Ombudsman? And what is The Fair Work Information Statement?
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Employsure is Australia’s leading workplace relations specialist – providing support with employment relations, HR services, and workplace health & safety. Employsure works alongside employers to set solid foundations for business success. With highly skilled professionals assisting over 24,000 business owners Australia-wide, Employsure provides small to medium-sized businesses with the tools, advice, and assistance to be workplace confident.
Instilling Workplace Confidence
Employsure’s main objective as workplace relations specialists is to give business owners peace of mind when they need it most. This is achieved by providing employers advice on the Fair Work Act, National Employment Standards (NES), and relevant Modern Awards. Employsure clients receive tailored documentation such as employment contracts, policies, and procedures – as well as immediate updates of relevant legislative changes. May the situation present itself, Employsure also provides its clients with representation and legal protection.
Employsure also reviews workplace health and safety processes and documents to identify specific gaps and solutions. Based on this, best practice tools are provided to lay the foundations for ensuring a fair and safe workplace.
In essence, Employsure believes that all business owners, no matter their size, deserve access to comprehensive, quality and honest advice – and support that is scalable to the needs of their business.
--------
CONNECT WITH US
Email: comms@employsure.com.au
Website: https://employsure.com.au/
YouTube: https://www.youtube.com/user/Employsure/
Facebook: https://www.facebook.com/employsure.com.au/
LinkedIn: https://au.linkedin.com/company/employsure
Twitter: https://twitter.com/Employsure
Instagram: https://www.instagram.com/employsure/
Fringe benefits are a form of pay in addition to stated compensation for performed services. They can be taxable, non-taxable, or partially taxable depending on their nature. Employers offer fringe benefits like health insurance and employee discounts to attract and retain employees. Fringe benefits are categorized based on their purpose such as for health protection, retirement, or personnel participation. Their tax treatment depends on factors like dollar amount and type of benefit.
This document discusses fringe benefits provided by employers. It defines fringe benefits as various non-salary benefits provided in addition to cash wages that are sometimes exempt from taxation. Common fringe benefits include health insurance, life insurance, retirement plans, education reimbursement, and transportation benefits. The document then provides details on specific fringe benefits such as flexible hours, transportation benefits, bonuses, severance pay, adoption assistance, educational assistance, employee assistance programs, and company vehicles. It concludes with a chart summarizing the tax treatment of various fringe benefits under employment taxes.
Power Point Presentation Fair Work Act Aug 2009Themis1994
This document provides an overview of the key aspects of the Fair Work Act 2009 in Australia, including its objectives, structure and main provisions. It outlines the main parts and chapters of the Act that cover terms and conditions of employment, compliance and enforcement, and administration. Key points covered include minimum employment standards, modern awards, enterprise agreements, unfair dismissal protections, termination notice periods and redundancy pay.
The document discusses employee benefits trends in India. It notes that India has a large and diverse population. Mandatory benefits include provident fund, gratuity, and personal accident insurance. Voluntary benefits include mediclaim, life insurance, and superannuation. Insurance companies offer various products for retirement benefits like defined contribution plans and defined benefit plans. Common retirement benefits provided by employers include leave encashment, gratuity, and superannuation. Trends show life insurance participation and defined contribution plans increasing among employers and employees in India.
This document provides an overview of implications of Fair Work Australia for managing staff performance. It discusses developing better people management practices through Fair Work Australia. It outlines key aspects of Fair Work Australia including national employment standards, modern awards, bargaining and industrial action processes. It provides information on compliance requirements for employers such as record keeping, payslips and agreements.
The document provides an overview of proposed amendments to South African labour laws following negotiations in NEDLAC. Key points include:
- The proposed amendments address issues like atypical employment (temporary workers, fixed-term contracts, part-time work), dispute resolution, collective bargaining, and compliance/enforcement.
- Debate has occurred over 6 themes, with disagreement remaining between business and government representatives.
- The amendments could impact employers by deeming temporary staff to be direct employees after 6 months, requiring equal treatment of fixed-term and part-time workers, increasing security deposits for dispute reviews, and expanding trade union rights.
- Business representatives argue the amendments should be tested against an earlier regulatory impact
How Healthcare Reform Affects Your BusinessWendy Stanley
This document discusses how the Affordable Care Act affects businesses and what options companies have in preparing for 2014. It covers the employer and individual mandates, penalties for non-compliance, reporting requirements, and changes to the health insurance market and products. Employers are considering options like partially self-insured plans, service groups, dual option plans, or managing their size to deal with the new regulations. Compliance consulting services can help companies with tasks like testing for discrimination, calculating affordability penalties, and preparing required reports.
The Fair Work Act And Modern Award System | EmploysureEmploysure AU
This presentation provides an overview to The Fair Work Act and Modern Award System in Australia. It answers the questions: What is the Fair Work Act? What is a Modern Award? What is the Fair Work Ombudsman? And what is The Fair Work Information Statement?
--------
Employsure is Australia’s leading workplace relations specialist – providing support with employment relations, HR services, and workplace health & safety. Employsure works alongside employers to set solid foundations for business success. With highly skilled professionals assisting over 24,000 business owners Australia-wide, Employsure provides small to medium-sized businesses with the tools, advice, and assistance to be workplace confident.
Instilling Workplace Confidence
Employsure’s main objective as workplace relations specialists is to give business owners peace of mind when they need it most. This is achieved by providing employers advice on the Fair Work Act, National Employment Standards (NES), and relevant Modern Awards. Employsure clients receive tailored documentation such as employment contracts, policies, and procedures – as well as immediate updates of relevant legislative changes. May the situation present itself, Employsure also provides its clients with representation and legal protection.
Employsure also reviews workplace health and safety processes and documents to identify specific gaps and solutions. Based on this, best practice tools are provided to lay the foundations for ensuring a fair and safe workplace.
In essence, Employsure believes that all business owners, no matter their size, deserve access to comprehensive, quality and honest advice – and support that is scalable to the needs of their business.
--------
CONNECT WITH US
Email: comms@employsure.com.au
Website: https://employsure.com.au/
YouTube: https://www.youtube.com/user/Employsure/
Facebook: https://www.facebook.com/employsure.com.au/
LinkedIn: https://au.linkedin.com/company/employsure
Twitter: https://twitter.com/Employsure
Instagram: https://www.instagram.com/employsure/
Fringe benefits are a form of pay in addition to stated compensation for performed services. They can be taxable, non-taxable, or partially taxable depending on their nature. Employers offer fringe benefits like health insurance and employee discounts to attract and retain employees. Fringe benefits are categorized based on their purpose such as for health protection, retirement, or personnel participation. Their tax treatment depends on factors like dollar amount and type of benefit.
This document discusses fringe benefits provided by employers. It defines fringe benefits as various non-salary benefits provided in addition to cash wages that are sometimes exempt from taxation. Common fringe benefits include health insurance, life insurance, retirement plans, education reimbursement, and transportation benefits. The document then provides details on specific fringe benefits such as flexible hours, transportation benefits, bonuses, severance pay, adoption assistance, educational assistance, employee assistance programs, and company vehicles. It concludes with a chart summarizing the tax treatment of various fringe benefits under employment taxes.
This document provides details about a project report on retirement benefits and settlement procedures at Tata Motors Ltd. It includes sections on the automobile industry and Tata Motors company profiles, objectives of the study, retirement benefits like gratuity and leave encashment, HR policies, survey methodology used, findings from a survey of employees, and screenshots of the settlement process in the HR system. The key information presented is about retirement benefits and procedures at Tata Motors Ltd. based on research and employee feedback.
This "Brief Guide" gives information on Alternatives to Redundancy which may be implemented by a company who is potentially facing a redundancy situation. This document may be downloaded at http://www.collierbroderick.ie/Services/HR%20Support/Redundancy.asp
1. Employee benefits are important for retaining employees and maintaining long term prosperity of a business.
2. Benefits have objectives like improving employee morale, motivating employees, and providing security against risks.
3. Benefits can be categorized as employment security, health protection, old age and retirement, and personnel identification and stimulation.
4. Examples of benefits include insurance, leave, bonuses, medical care, pensions, and recreational activities. However, excessive benefits can cause issues like feelings of paternalism.
fringe benefits are the benefits given in an organisations as an extra benefits. it includes lot of benefits like extra wages, employment security, health protection, personnel identification, retirement compensation, retrenchment compensation etc.
Fringe benefits are extra benefits provided to employees in addition to normal compensation like wages or salary. They include things like health insurance, retirement benefits, paid time off, and recreational activities. Major IT companies in India like Infosys, Wipro, and IBM offer fringe benefits to attract and retain top talent. These benefits include health programs, food and transportation subsidies, stock purchase plans, childcare assistance, and extensive on-site amenities like gyms, pools, and entertainment facilities. Fringe benefits help improve employee welfare, motivation, and work-life balance.
This document discusses fringe benefits provided to employees. It defines fringe benefits as extra non-wage compensation given to employees in addition to their normal salaries. It outlines the main features of fringe benefits, the need for providing them, objectives of offering fringe benefits, common types of fringe benefits provided, principles for administering fringe benefits, and concludes that fringe benefits help improve employee loyalty and welfare while enhancing an organization's image.
This document summarizes Philippine labor laws regarding service incentive leave and service charges. It states that employees are entitled to 5 days of paid yearly service incentive leave after at least one year of service. Unused leave can be carried over or commuted to cash. Service charges collected by establishments must be distributed with 85% for employees and 15% for management, and are not included in an employee's basic wage. Proposed legislation would increase service incentive leave to 10 days and require 100% of service charges go to employees.
This document provides an outline and overview of employee benefits and services. It begins with an early history of benefits in the United States dating back to 1794. It then defines what employee benefits and services are, including both mandated and non-mandated benefits. Mandated benefits discussed include unemployment insurance, social security, and workers' compensation. Non-mandated benefits include retirement plans, health care, paid time off, and other employee services. The purpose of offering benefits from both the employee and employer perspective is also summarized.
The new Agency Worker Regulations that come into force in October 2011 are intended to provide temporary agency workers with equal pay and basic employment conditions as directly-hired employees after 12 weeks. The regulations do not change agency workers' status or entitle them to benefits like sick pay or pensions. After 12 weeks, agency workers are entitled to equal pay, working hours, overtime, and leave. Hirers and agencies must work together to determine equal treatment and share information. The regulations are aimed at preventing circumvention of equal treatment through complex anti-avoidance provisions.
The document discusses several key US labor laws related to compensation and benefits. It provides an overview of the Davis-Bacon Act, Walsh-Healy Act, Service Contract Act, and Fair Labor Standards Act, outlining their basic provisions around prevailing wages, overtime pay, minimum wage, and exemptions. It also summarizes several other statutes including the Employee Retirement Income Security Act, Consolidated Omnibus Budget Reconciliation Act, and Family Medical Leave Act, focusing on their core requirements around benefits, health insurance coverage and leave.
This document summarizes various types of old age and retirement benefits provided to employees in India, including provident fund, pension, deposit linked insurance, medical benefits, and gratuity. Provident fund requires a 12% contribution from employees' basic wages each month and can be withdrawn after age 54. Pension provides family pension and life insurance benefits based on employee contributions. Deposit linked insurance provides additional insurance payouts for employees who die in service. Medical benefits cover retired employees' medical expenses. Gratuity provides a lump sum payment after 5 years of continuous service based on 15 days wages for each year of service.
The document outlines the various benefits that employees in the private and public sectors in the Philippines are entitled to, such as SSS and GSIS contributions, 13th month pay, maternity and paternity leave, and retirement benefits. It also discusses the circumstances under which employment can be terminated by either the employer or employee, such as serious misconduct, closure of business, or voluntary retirement. The types of benefits and rules for termination of employment are established in the Labor Code of the Philippines.
Alert! Social Security is not enough to live on by itself. Monthly Social Security payments account for 25-30% of a person's total income in retirement. It was never intended to be the only source of income. there is an old saying "if it is meant to be, it is up to me". Saving for one's retirement is not a nice to do, but it is a MUST DO! If you have any further questions on which retirement plan might be best for you to set up, just give me a call to discuss.
The document discusses various components of employee benefits including core compensation like salary, allowances, and bonuses. It describes legally required benefits such as social security programs and family leave. Discretionary benefits are also outlined and include health insurance, retirement plans, paid time off, tuition reimbursement, and employee assistance programs. Specific benefits commonly offered in India are then detailed such as provident funds, gratuity, life and medical insurance, leave encashment, and superannuation plans. The trends in retirement benefits moving from defined benefit to defined contribution plans are also summarized.
Healthcare Reform – The State of the Union AlphaStaff
Participants will be brought up to date on implementation of the Affordable Care Act’s provisions. What’s been implemented in 2012 and what’s on the way for 2013 and 2014. Employers will learn about the pre-existing condition, claims and appeals, automatic enrollment and “play or pay” provisions of the law. Presented by Jackson Lewis.
Employee benefits and Services in organizationRaju Samanta
What are the employee benefits and services?
Employee benefits?
what is services?
What is PF, Gratuity?
Why employer will provide benefits to its employee
This document defines and provides examples of fringe benefits, which are non-wage compensation provided to employees in addition to their normal salary. Fringe benefits can include healthcare, retirement benefits, housing allowances, cheap loans, and private vehicle usage. They are considered taxable income in many countries. Fringe benefits are advantageous for both employers and employees - employers can attract and retain talent while employees gain security. However, fringe benefits also incur tax and administrative costs. The document outlines specific fringe benefits that are taxed in countries like India, the UK, US, and Australia.
This document provides a customizable employee handbook template obtained from the Small Business Administration website. It includes sections on introduction, employee status definitions, employment policies, standards of conduct, compensation policies, benefits, and employee communications. The template can be modified to include a company's specific policies and comply with relevant laws.
This "Brief Guide" gives information on Contracts of Employment in the Republic of Ireland including minimum required terms and conditions and more information on permanent, fixed term and specific purpose contracts. This document can be downloaded at http://www.collierbroderick.ie/Services/HR%20Administration/Contract%20of%20Employment.asp
This document provides details about a project report on retirement benefits and settlement procedures at Tata Motors Ltd. It includes sections on the automobile industry and Tata Motors company profiles, objectives of the study, retirement benefits like gratuity and leave encashment, HR policies, survey methodology used, findings from a survey of employees, and screenshots of the settlement process in the HR system. The key information presented is about retirement benefits and procedures at Tata Motors Ltd. based on research and employee feedback.
This "Brief Guide" gives information on Alternatives to Redundancy which may be implemented by a company who is potentially facing a redundancy situation. This document may be downloaded at http://www.collierbroderick.ie/Services/HR%20Support/Redundancy.asp
1. Employee benefits are important for retaining employees and maintaining long term prosperity of a business.
2. Benefits have objectives like improving employee morale, motivating employees, and providing security against risks.
3. Benefits can be categorized as employment security, health protection, old age and retirement, and personnel identification and stimulation.
4. Examples of benefits include insurance, leave, bonuses, medical care, pensions, and recreational activities. However, excessive benefits can cause issues like feelings of paternalism.
fringe benefits are the benefits given in an organisations as an extra benefits. it includes lot of benefits like extra wages, employment security, health protection, personnel identification, retirement compensation, retrenchment compensation etc.
Fringe benefits are extra benefits provided to employees in addition to normal compensation like wages or salary. They include things like health insurance, retirement benefits, paid time off, and recreational activities. Major IT companies in India like Infosys, Wipro, and IBM offer fringe benefits to attract and retain top talent. These benefits include health programs, food and transportation subsidies, stock purchase plans, childcare assistance, and extensive on-site amenities like gyms, pools, and entertainment facilities. Fringe benefits help improve employee welfare, motivation, and work-life balance.
This document discusses fringe benefits provided to employees. It defines fringe benefits as extra non-wage compensation given to employees in addition to their normal salaries. It outlines the main features of fringe benefits, the need for providing them, objectives of offering fringe benefits, common types of fringe benefits provided, principles for administering fringe benefits, and concludes that fringe benefits help improve employee loyalty and welfare while enhancing an organization's image.
This document summarizes Philippine labor laws regarding service incentive leave and service charges. It states that employees are entitled to 5 days of paid yearly service incentive leave after at least one year of service. Unused leave can be carried over or commuted to cash. Service charges collected by establishments must be distributed with 85% for employees and 15% for management, and are not included in an employee's basic wage. Proposed legislation would increase service incentive leave to 10 days and require 100% of service charges go to employees.
This document provides an outline and overview of employee benefits and services. It begins with an early history of benefits in the United States dating back to 1794. It then defines what employee benefits and services are, including both mandated and non-mandated benefits. Mandated benefits discussed include unemployment insurance, social security, and workers' compensation. Non-mandated benefits include retirement plans, health care, paid time off, and other employee services. The purpose of offering benefits from both the employee and employer perspective is also summarized.
The new Agency Worker Regulations that come into force in October 2011 are intended to provide temporary agency workers with equal pay and basic employment conditions as directly-hired employees after 12 weeks. The regulations do not change agency workers' status or entitle them to benefits like sick pay or pensions. After 12 weeks, agency workers are entitled to equal pay, working hours, overtime, and leave. Hirers and agencies must work together to determine equal treatment and share information. The regulations are aimed at preventing circumvention of equal treatment through complex anti-avoidance provisions.
The document discusses several key US labor laws related to compensation and benefits. It provides an overview of the Davis-Bacon Act, Walsh-Healy Act, Service Contract Act, and Fair Labor Standards Act, outlining their basic provisions around prevailing wages, overtime pay, minimum wage, and exemptions. It also summarizes several other statutes including the Employee Retirement Income Security Act, Consolidated Omnibus Budget Reconciliation Act, and Family Medical Leave Act, focusing on their core requirements around benefits, health insurance coverage and leave.
This document summarizes various types of old age and retirement benefits provided to employees in India, including provident fund, pension, deposit linked insurance, medical benefits, and gratuity. Provident fund requires a 12% contribution from employees' basic wages each month and can be withdrawn after age 54. Pension provides family pension and life insurance benefits based on employee contributions. Deposit linked insurance provides additional insurance payouts for employees who die in service. Medical benefits cover retired employees' medical expenses. Gratuity provides a lump sum payment after 5 years of continuous service based on 15 days wages for each year of service.
The document outlines the various benefits that employees in the private and public sectors in the Philippines are entitled to, such as SSS and GSIS contributions, 13th month pay, maternity and paternity leave, and retirement benefits. It also discusses the circumstances under which employment can be terminated by either the employer or employee, such as serious misconduct, closure of business, or voluntary retirement. The types of benefits and rules for termination of employment are established in the Labor Code of the Philippines.
Alert! Social Security is not enough to live on by itself. Monthly Social Security payments account for 25-30% of a person's total income in retirement. It was never intended to be the only source of income. there is an old saying "if it is meant to be, it is up to me". Saving for one's retirement is not a nice to do, but it is a MUST DO! If you have any further questions on which retirement plan might be best for you to set up, just give me a call to discuss.
The document discusses various components of employee benefits including core compensation like salary, allowances, and bonuses. It describes legally required benefits such as social security programs and family leave. Discretionary benefits are also outlined and include health insurance, retirement plans, paid time off, tuition reimbursement, and employee assistance programs. Specific benefits commonly offered in India are then detailed such as provident funds, gratuity, life and medical insurance, leave encashment, and superannuation plans. The trends in retirement benefits moving from defined benefit to defined contribution plans are also summarized.
Healthcare Reform – The State of the Union AlphaStaff
Participants will be brought up to date on implementation of the Affordable Care Act’s provisions. What’s been implemented in 2012 and what’s on the way for 2013 and 2014. Employers will learn about the pre-existing condition, claims and appeals, automatic enrollment and “play or pay” provisions of the law. Presented by Jackson Lewis.
Employee benefits and Services in organizationRaju Samanta
What are the employee benefits and services?
Employee benefits?
what is services?
What is PF, Gratuity?
Why employer will provide benefits to its employee
This document defines and provides examples of fringe benefits, which are non-wage compensation provided to employees in addition to their normal salary. Fringe benefits can include healthcare, retirement benefits, housing allowances, cheap loans, and private vehicle usage. They are considered taxable income in many countries. Fringe benefits are advantageous for both employers and employees - employers can attract and retain talent while employees gain security. However, fringe benefits also incur tax and administrative costs. The document outlines specific fringe benefits that are taxed in countries like India, the UK, US, and Australia.
This document provides a customizable employee handbook template obtained from the Small Business Administration website. It includes sections on introduction, employee status definitions, employment policies, standards of conduct, compensation policies, benefits, and employee communications. The template can be modified to include a company's specific policies and comply with relevant laws.
This "Brief Guide" gives information on Contracts of Employment in the Republic of Ireland including minimum required terms and conditions and more information on permanent, fixed term and specific purpose contracts. This document can be downloaded at http://www.collierbroderick.ie/Services/HR%20Administration/Contract%20of%20Employment.asp
Unit 4: Responsible Employment In Tourism duanesrt
This document outlines the key topics and objectives of a unit on responsible employment in tourism. The unit covers defining responsible employment practices, understanding labor standards, applying labor laws and contracts, providing fair compensation and benefits, and fostering workforce commitment. The goals are to describe how to recruit and employ staff transparently, create a diverse workforce, and implement skills training, among other objectives.
The newsletter provides updates on recent changes to employment law including proposed changes to TUPE regulations, the timeline for auto-enrollment of pension schemes, guidance on religious dress in the workplace, a case study on calculating holiday pay, and statistics on employment tribunal claims since the introduction of fees. It directs readers to specific pages for more detailed information on these topics and invites feedback on how to improve the newsletter.
Welcome to our Vietnam Labor Law Review of April - May 2018 is the "Workplace investigation for labor disciplines" contents:
A. LEGAL INSIGHTS:
1. Amending 03 important Decrees that guide the implementation of the Labor Code on salary, labor contracts, labor discipline and implementation of regulations on grassroots democracy at the workplace
2. Is it advisable to expand the right of employers to unilaterally terminate the labor contract?
B. ISSUED LABOR LAW DOCUMENTS – FEBRUARY 2018
– Written by LE & TRAN | Vietnam’s Premier Boutique Litigation Firm
Vietnamese and more, please visit our website: letranlaw.com.vn
This document provides a sample employee manual that can be customized for a company. It includes sections on introduction, employee status definitions, employment policies, standards of conduct, wage and salary policies, benefits, employee communications, and more. Employers can modify the details to reflect their own company policies and benefits. The document is intended as a starting point that can be edited extensively to create a customized employee handbook.
This document provides information about an upcoming training course on UAE Labour Law being held on January 15, 2020 in Dubai. The one-day, interactive course will provide a detailed understanding of labour laws in the UAE, covering topics such as employment contracts, minimum entitlements, termination of employment, and dispute resolution. The course is intended for HR professionals, managers, and legal advisors. Payment is due upfront to confirm a spot, and prices range from AED 1,500-2,400 depending on group size and discounts.
Welcome to the Autumn 2013 edition of the BHW Employment Law Newsletter.
It seems that despite Government rhetoric to leave employment law alone, the Ministers can’t help themselves from dabbling in the area!
We have therefore collated information on the most important changes to help keep you up to date.
Eminent offers a range of courses that will enhance your
skills, improving efficiency and productivity. Successful people invest in
themselves and Eminent has been assisting individuals for the last 25 years
in the process by offering an extensive range of courses, at affordable
prices. Our courses are delivered by subject matter experts with both
training as well as industry experience. They are not only professional, but
also considerate and sensitive towards varying individual needs and provide
the necessary support to every participant during the learning process.
This document provides an overview of the Service Contract Act (SCA) and how it impacts employees working on federal service contracts. It discusses key aspects of the SCA including:
- The purpose of the SCA is to provide prevailing wages and benefits to employees working on federal contracts. Wages are determined by wage determinations set by the Department of Labor.
- There are different types of wage determinations including area, non-standard, collective bargaining agreement, and contract-specific determinations.
- Employers must provide fringe benefits to employees including an hourly amount for health and welfare. Compliance can be met through various methods like cash payments, retirement contributions, or establishing benefit plans.
- Employees
Self-funded health plans have grown in popularity due to their potential cost savings compared to fully insured plans. Employers who self-fund assume the financial responsibility for paying employee health claims. They can customize their plans' benefits and control costs. Self-funded plans purchase stop-loss insurance to limit financial risk from catastrophic or unusually high claims. Third party administrators (TPAs) handle plan administration and ensure compliance with regulations. TPAs work with employers to design customized plans and stop-loss coverage to provide the best benefits at the lowest cost.
As a regional business hub and an open economy, Singapore has an eclectic mix of human capital. The Singapore government has a well-thought out and structured legislation in place in the form of the Singapore Employment Act (SEA), which is the main labor law of the country.
The SEA clearly spells out the basic terms and conditions of employment and the rights and responsibilities of employers as well as employees under a contract of service.
The Singapore government also ensures that the Act, while in line with the international legislations, also provides adequate protection to all vested parties in the process of employment. Developing a proactive and harmonious labor, industrial and government relationship has remained the top priority of the legislation.
Unit V Lesson Notes It is understood that a labor union is an.docxmarilucorr
Unit V: Lesson Notes
It is understood that a labor union is an organization that acts as a filter between its members and the organization in which the members are employed. It has also been identified that the main purpose of labor unions is to give employees the opportunity and power to negotiate for better working conditions, decent wages, and other benefits through collective bargaining. Now that the foundation of collective bargaining has been laid, it is now time to look a little further into some of the issues that employees bargain for.
Whether working in a union or non-union environment, what would be one of your major concerns with employment? When addressing this question, many of you would probably state “compensation/wages” would be the main topic of interest. Sure, there are other perks that you would look for; however, most would not consider employment or would consider leaving current employer for better wages.
According to the textbook, “wages and benefits represent the heart of the collective bargaining process. Guarantee of a certain standard of living and a reasonable return for their productive efforts is the major concern for most union members” (Carrell & Heavrin, 2013, p. 278). This second part of this statement can be said to be true for non-union workers as well. Although there are similarities among non-union and union environments, there are differences in how wages and benefits are determined and implemented.
Non-Union Environment: Most non-union employees do not have the opportunity to negotiate their wages. Most of these organizations have a set pay rate or pay range for all positions. Many organizations conduct job analysis and job evaluations to determine appropriate pay rates. When offered a job, some may try to negotiate on the front end with the hiring manager and/or human resources a certain pay rate. Sometimes, the employee does succeed and the organization may meet the applicant half-way or offer a little more to display true interest in the applicant. However, there are some organizations that will not budge and the applicant would be forced to accept or decline the offer. Even if the applicant does accept the offer, there may be limits on how often raises are given or if they are given at all. Based on experience, sometimes the applicant will accept the job and continue to look at organizations that offer better wages and benefits. Unlike union environments, wages can also differ tremendously among individuals who have the same job title and perform the same duties. This can have a major impact on the organization.
Union Environment: Wages within union environments are negotiated. Pay rates/ranges, along with pay raises, are determined and outlined within the collective bargaining agreement. The pay rates/ranges are set for each job covered under the agreement. Many organizations will conduct job evaluations, wage surveys, and other methods when making wage decisions. Management must look ...
A salary sacrifice scheme allows an employee to give up some of their salary in exchange for a non-cash benefit from their employer. This can reduce tax and national insurance contributions for both employee and employer. Historically, salary sacrifice mainly referred to reducing salary in exchange for increased pension contributions, but now it can apply to any non-cash benefit. Employers must follow HMRC guidance to ensure schemes comply with minimum wage, statutory payment eligibility, minimum participation periods, and pay statement requirements. Salary sacrifice is becoming more common as a way for employers to offset costs of auto-enrollment pension schemes.
Fringe benefits are extra benefits provided to employees in addition to wages or salary, such as health insurance, paid holidays, pension plans, and company cars. They help employers attract and retain employees. There are several types of fringe benefits, including employment security benefits like unemployment insurance; health and safety benefits like health insurance and accident insurance; retirement benefits like pensions; and personnel benefits like educational assistance and recreational programs. Fringe benefits are an important part of total employee compensation.
The document discusses compensation plans for sales employees and managers. It states that sales employees receive variable pay based on meeting sales goals, with exceptional performance rewarded higher. Manager incentives are based on profit contribution, customer satisfaction, and employee satisfaction. The document also discusses employee benefits like social security, life insurance, retirement plans, allowances, and recognition programs. It defines job satisfaction as how content an individual is with their job, and lists factors like communication, relationships with supervisors, personality, and well-being as influences.
Labour laws in India regulate wages and working conditions to protect employees. The Payment of Wages Act sets rules for timely and full payment of wages without unauthorized deductions. The Minimum Wages Act mandates minimum wages to prevent exploitation and ensure subsistence. The Payment of Bonus Act requires employers to share profits with employees through bonus payments. Labour welfare aims to improve living standards and promote industrial peace through healthcare, housing, education and recreation benefits. Compliance with these laws is important for businesses to safeguard employees' rights and interests.
In this issue, new SFE&G partner Theresa Borzelli and guest co-author Mary B. Anderson of ERISAdiagnostics Inc. discuss the timely issue of shared responsibility regarding health coverage (Pay or Play). Mychelle Holloway explains why your record keeper requests certain information from the plan sponsor. Also read about SES' recent promotions and new hires
The document discusses the importance of training for entrepreneurs and their staff. It explains that training allows businesses to address weaknesses in employees' skills, improve performance, ensure consistency, increase employee satisfaction, and strengthen the business overall. Training presents costs and drawbacks, but the benefits of a more knowledgeable and competent staff make it a worthwhile investment, especially when expanding a business.
This document examines how the Westfield Group, a large shopping mall company, avoids paying its fair share of property taxes in the United States through aggressive tax appeals. It analyzes Westfield's properties in 10 states and finds that while the appraised values assigned by local tax authorities total $10.5 billion, Westfield reports much higher shareholder values of $17.4 billion. On average, Westfield pays tax on just 60% of the shareholder value. This tax avoidance results in $116 million in lost tax revenue annually that could fund over 1,500 additional teachers. The document provides several state-by-state examples of large discrepancies between appraised and reported values for Westfield properties.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
According to a poll, the majority of people in NSW believe that the electricity network should remain publicly owned and operated by the government. Over 80% of people believe prices will increase if privatized and that foreign ownership of critical infrastructure like the electricity network should be prohibited. Most think the government does a better job running the electricity network than private companies would.
The CPSU is seeking to negotiate a new collective agreement with TAFE NSW to replace the existing one. Key claims include:
1) Renaming all staff as "TAFE Professional Staff" to better reflect their professional roles and status.
2) Maintaining all existing employment conditions unless improved, and ensuring clear and unambiguous agreement terms.
3) Increasing job security through prioritizing permanent employment, converting temporary and casual roles where possible.
4) Appropriate pay increases and allowances to reward staff for their work.
5) Strong consultation rights and protections against forced redundancies and other measures to enhance staff dignity and career progression.
CPSU members at the University of Sydney will take 48-hour strike action on March 26-27 to demand an improved enterprise agreement with better pay and conditions. Negotiations have been ongoing since September 2012 but the University has not engaged meaningfully and has proposed cuts to conditions and pay below the cost of living. The union believes secure employment, fair pay, and appropriate conditions are important for staff, students, and the University's standards. They are asking for student and community support on the picket lines.
The agenda covers introducing the session, a relational question, the main content on rights under the enterprise agreement including leave, disciplinary action, union rights and dispute resolution, and next steps. The session aims to explore important clauses of the enterprise agreement and rights in detail for education support staff.
Crown employees conditions of employment award 2009Sam Salvidge
This document is the Crown Employees (Public Service Conditions of Employment) Award 2009 published by the Industrial Relations Commission of New South Wales. It establishes the framework and conditions of employment for Crown employees, including sections on attendance/hours of work, travel arrangements, allowances, union consultation and activities, training, leave, shift work and overtime, and miscellaneous provisions. The award also includes a table of monetary rates for allowances in Part B.
This document outlines amendments made to the Crown Employees (Public Sector - Salaries 2008) Award by the Industrial Relations Commission of New South Wales Full Bench on August 10, 2011. Specifically, it deletes clause 9, renumbers clause 10, inserts a new clause 3(iii)(d) providing a 2.5% salary increase effective from July 1, 2011, deletes and reinserts Schedule A with an updated list of relevant awards, agreements, and determinations.
This document provides an overview of the Workers Compensation Act 1987 of New South Wales, Australia. It outlines the key parts and divisions of the Act, including provisions around liability for compensation, benefits payable in cases of death or injury, and entitlement to weekly compensation. The Act binds the Crown and establishes that certain occupational diseases are deemed to be work-related. It also covers issues like journey claims, aggravation of injuries or diseases, and apportionment of liability between employers.
Recreational hunting NSW: Claims vs FactsSam Salvidge
This document discusses the challenges of reducing feral animal populations through recreational hunting alone. It notes that:
1) Feral animal populations can more than triple each year, so hunters would need to kill over 90% of some species annually to achieve reductions.
2) Unless hunters kill more animals than can be replaced each year, they do not reduce populations as the animals they kill would have likely died anyway from other causes.
3) Recreational hunting in NSW forests does not meet protocols for effective feral animal control, as there are no defined objectives, assessment of methods, integration with other programs, quality control, or monitoring of results.
TAFE Commission of NSW Institute Managers Enterprise Agreement 2013Sam Salvidge
The document discusses the results of a study on the effects of exercise on memory and thinking abilities in older adults. The study found that regular exercise can help reduce the decline in thinking abilities that often occurs with age. Older adults who exercised regularly performed better on cognitive tests and brain scans showed they had greater activity in important areas for memory and learning compared to less active peers.
Tafe administrative, support and related employees enterprise agreement 2012Sam Salvidge
This document is the TAFE Commission of NSW Administrative, Support and Related Employees Enterprise Agreement 2012. It outlines the application, coverage, terms of operation, and dispute resolution procedures of the agreement. Key sections include definitions, flexibility provisions, and consultation requirements between management and employees. The document contains several parts that establish employment arrangements and general conditions for different occupational groups covered by the agreement.
The document outlines an agenda for a union meeting that will discuss important clauses in the enterprise agreement related to restructures, consultation, leave, disciplinary action, union rights, and dispute resolution. It includes an introduction, relational question, main content on these topics broken into sections, and a wrap up. The main content will explore these clauses in detail and discuss the implications and processes involved.
1. TAFE COMMISSION OF NSW
ADMINISTRATIVE, SUPPORT AND
RELATED EMPLOYEES ENTERPRISE
AGREEMENT 2012
A N E D U C AT I O N T O O L F O R M E M B E R S
DEVELOPED BY THE CPSU
CURRENT AS AT FEBRUA R Y 2013
2. A NOTE ABOUT THIS INFORMATION
The information contained within these slides is intended as general information
only and not specific advice.
If you require advice you should:
a)Read your Enterprise Agreement;
b)Talk to your local CPSU delegate;
c)Call the CPSU on (02) 9220 0900 or 1800 467 932.
3. BACKGROUND TO ENTERPRISE
BARGAINING
A changed industrial landscape for TAFE NSW
On 1 December 2011 the Technical and Further Education
Commission Amendment (Staff Employment) Act was proclaimed
and commenced operation
As a result, all TAFE staff, and some DEC staff, are now employed
directly by the NSW TAFE Commission and not the Department of
Education and Communities
It also means that TAFE staff now fall under the Fair Work Act 2009
and all future pay increases and improvements in conditions have to
be negotiated by your union, the CPSU, through enterprise
bargaining
4. BACKGROUND TO ENTERPRISE
BARGAINING
What is enterprise bargaining
Enterprise bargaining is the process of negotiation between TAFE
and the PSA/CPSU with the goal of making an enterprise agreement.
The Fair Work Act 2009 establishes a set of clear rules and
obligations about how this process is to occur, including rules about
bargaining, the content of enterprise agreements, and how an
agreement is made and approved. This includes a requirement to
bargain in good faith.
Enterprise bargaining gives workers the right to directly influence the
conditions of their employment however, the only way to have
strength at the negotiation table is to have a strong union.
5. ENTERPRISE BARGAINING AND YOU
Negotiation is about the power relationship between the employer and
employee. Enterprise bargaining only delivers beneficial conditions to
workers if they are negotiating as an empowered workforce, that is,
high union membership, visibility and activity).
A commonly asked question from non members is “why should I join
the union, I get the benefits anyway?”
The answer is simple: the less power your union has at the
negotiating table, the lower our negotiating strength for everyone.
MEMBERS + ACTIVISM = POWER
6. KEY MILESTONES IN NEGOTIATIONS
Winning backpay for all staff, despite two separate „deadlines‟ being
given by TAFE to accept inferior conditions
Forcing TAFE back to the negotiation table when they prematurely
put an inferior agreement out to ballot without negotiations being
completed
Flexible working hours
Forced TAFE to maintain ALL previous conditions, despite TAFE‟s
initial proposed Agreement falling well short of this promise.
7. KEY MILESTONES IN CAMPAIGNING
Undertaking a comprehensive „listening
campaign‟ across 130 TAFE Colleges;
Use of videoconferencing in regional areas to
communicate more effectively with large
groups of TAFE workers
Use of LiveChat technology – great
opportunity for TAFE workers to ask questions
of PSA/CPSU industrial staff about your
conditions
Launch of the „Our TAFE‟ campaign and
website: www.ourtafe.org.au
8. THE FUTURE OF TAFE NSW
TAFE NSW is facing unprecedented threats: rising student fees, an increase of
private providers, the increased commercialisation of courses and potential
introduction of contestable funding.
Your union, the CPSU, is committed to working with our members and the
broader TAFE community, including our sister education unions and students,
to protect TAFE as a public education institution.
You are the union.
9. Conditions fought for and won by PSA members in the NSW public
service, like annual leave loading, shift work entitlements, parental
leave, family and community services leave, are at risk of being lost by
the O’Farrell Government’s attacks on the public service.
This gives us an indication of what TAFE may be looking to strip away
during next round of negotiations.
Your union is committed to retaining and improving, where possible, the
conditions and wages of TAFE workers.
10. ENTERPRISE BARGAINING AND CAMPAIGNING
In 2013 the CPSU will commence negotiating
your second Enterprise Agreement on behalf of
all members.
These notes are the first step in our
campaigning. We will also:
Conduct „lunch and learns‟ across
workplaces about specific aspects of your
Agreement;
Provide videos on the “Our TAFE” website
(www.ourtafe.org.au) as additional
information about specific aspects of your
Agreement; and
Commence a „listening campaign‟ as the
first step in developing a „log of claims‟ to
present to TAFE management in the early
stages of bargaining.
11. WHAT DOES MY
ENTERPRISE AGREEMENT CONTAIN AND
REPLACE?
Contains:
All rights and entitlements about your employment at TAFE NSW
Salaries, rates of pay, incremental progression
Replaces some 50 different awards, including:
Crown Employees (NSW TAFE Commission – Administrative and
Support Staff Conditions of Employment) Award 2005;
Crown Employees (Trades Assistants) Award;
Crown Employees (Transferred Employees Compensation) Award;
Crown Employees (Librarians, Library Assistants, Library Technicians
and Archivists) Award 2008; and
12. Your Agreement replaces all of your existing
entitlements such as determinations and
agreements, for example, the Daylight
Equivalent Hours Agreement.
It does not replace existing TAFE NSW
policies, agreed statements of duties or
position descriptions, however when there is
a conflict between a policy and the Enterprise
Agreement, the Enterprise Agreement
overrides any policy.
13. HOW DO I READ MY ENTERPRISE AGREEMENT
Your Agreement is divided into a number of sections. More than one
section will contain your conditions.
Importantly, it contains a series of undertakings, which are found at the
beginning of the Agreement.
These undertakings are enforceable and should be read as a part
of the Agreement.
14. HOW DO I READ MY ENTERPRISE AGREEMENT
Section 1: Application and Operation
This section describes :
Which employees are covered by the Agreement ;
How long the Agreement applies;
A dictionary of commonly used terms in the Agreement;
Dispute resolution procedures;
Flexibility arrangements;
Consultation arrangements; and
Management of conduct and performance.
This section applies to all staff.
Clauses 1-9
15. HOW DO I READ MY ENTERPRISE AGREEMENT (CONT)
Section 2: Employment Arrangements
This section describes:
Who is covered by the section;
Payment of salaries and wages;
Types of employment and the conditions relating to each type;
Promotion appeals;
Clauses relating to part-time, temporary and casual employees and
school-based apprentices;
Ordinary weekly hours by classification; and
General conditions relating to working hours, overtime and shift
allowances.
This section applies to all staff.
Clauses 10-22
16. HOW DO I READ MY ENTERPRISE AGREEMENT (CONT)
Section 3 – General Conditions
This section describes the day to day arrangements about your work. It
contains information about:
Work, health and safety, including personal protective
clothing/equipment;
Salaries, rates of pay, incremental progression, salary packaging and
allowances;
Union-related clauses, such as deduction of fees and specific
information about the rights of union members and delegates;
Leave conditions and entitlements, including annual leave,
extended/long service leave, family and community service leave,
lactation breaks, leave for matters arising from domestic violence,
leave without pay, parental leave, personal carers leave, purchased
leave, sick leave, special leave and study leave.
This sections applies to all staff.
Clauses 23-64
17. HOW DO I READ MY ENTERPRISE AGREEMENT (CONT)
Section 4 – Transferred Employees Compensation
This section contains information about the conditions and
entitlement to benefits if your position is transferred under
particular circumstances.
This section applies to all staff.
Clauses 65-79
18. HOW DO I READ MY ENTERPRISE AGREEMENT (CONT)
Section 5 – Parts A-G
Part A – Administrative and Support Staff:
This section contains information about the day to day working
arrangements for administrative and support staff, such as:
Which employee classification are covered under this section;
Breaks;
Variation of hours;
Standard and flexible working arrangements;
Causes relating to work-related travel;
Clauses related to work-related allowances; and
Clauses related to overtime and higher duties.
Clauses 80-125C
19. HOW DO I READ MY ENTERPRISE AGREEMENT (CONT)
Part B – Security and General Services Officers
This section contains information about the day to day working
arrangements for security and general services officers, such as:
Contract of employment;
Hours of work and rostered days off;
Rates of pay, additional rates, shift allowances, travelling time and
expenses and overtime;
Personal carer‟s leave; and
Changes to existing conditions.
It also contains information about monetary rates for specific
classifications.
Clauses 126-142
20. HOW DO I READ MY ENTERPRISE AGREEMENT (CONT)
Part C – Early Childhood Educators
This section contains information about the day to day working arrangements for
early childhood educators, such as:
Which classifications are covered by this part;
Contract of employment;
Hours of work and rostered days off;
Classification structure;
Wages, additional rates and allowances;
Overtime;
Job sharing and relief work;
Information about infectious diseases at the Centre or Service;
Information about public holidays; and
Professional development.
It also contains information about monetary rates for each classification.
Clauses 143-161
21. HOW DO I READ MY ENTERPRISE AGREEMENT (CONT)
Part D – Printing and Graphic Arts Employees
This section contains information about the day to day working
arrangements for printing and graphic arts employees, such as:
Hours of work;
Personal carers leave;
Overtime;
Duties and training; and
Wage rates.
It also contains information about monetary rates for each classification.
Clauses 162-168
22. HOW DO I READ MY ENTERPRISE AGREEMENT (CONT)
Part E – Trades Assistants
This section contains information about the day to day working
arrangements for trades assistants, such as:
Hours of work for day workers;
Information about working mixed functions;
Information about special rates, allowances, overtime, shiftwork and
holiday and Sunday work;
Contract of employment;
Allowances;
General leave conditions and accident pay.
It also contains information about monetary rates for each
classifications.
Clauses 169-184
23. HOW DO I READ MY ENTERPRISE AGREEMENT (CONT)
Part F – Skilled Trades
This section contains information about the day to day working
arrangements for skilled trades employees, such as:
Hours for day workers;
Allowances;
Overtime, shift work, holiday and Sunday work;
Contract of employment;
Information about use of tools; and
General leave conditions and accident pay.
It also contains information about monetary rates for each
classification.
Clauses 185-206
24. HOW DO I READ MY ENTERPRISE AGREEMENT (CONT)
Part G – Hospitality Employees
This section contains information about the day to day working
arrangements for hospitality employees, such as:
Which employees are covered by this part;
Types of employment;
Mixed functions;
Allowances, overtime, Saturday and Sunday work; and
Hours of work.
It also contains monetary rates for these classifications.
Clauses 207-217
25. SUMMARY
We hope this information will be a useful guide to your reading and
understanding your enterprise agreement and your union‟s campaigning
in TAFE.
From March 2013 we will commence a series of „lunch and learn‟
workshops, which will provide more detailed coverage of some areas of
your agreement.
From April 2013 we will provide members with your draft Log of Claims
for your input and will be conducting endorsement meetings around the
state.