What are the industrial relations rules for Christmas casuals and end-of-year holiday season?

Employers and employees need to start planning how their businesses will operate during the end-of-year holiday season.

Whitsunday Chamber of Commerce and Industry member and employee relations expert, Mark Lipkin from Airlie Group, suggests the following to prepare:

   • Determine any shut down or changed hours now and plan your roster. Ensure you consult as early as practically feasible with your workforce on the roster ahead of time.
   • Understand the rules and processes relating to employees who continue to work during shut down or directing employees to take reasonable annual leave.
   • Get across penalty rates and requirements for working on public holidays, and entitlements if public holidays fall during shut down or requested annual leave.

Also, there are new rules about casual employment. These include changes to how casual work is defined, new pathways to permanent employment, and employee and employer responsibilities.

Mark recommends these strategies for Christmas casuals:

   • Ensure your offer of employment is consistent with the new definition of casual employee and issue the new Casual Employment Information Statement in addition to the Fair Work Information Statement.
   • Review all existing casual employees to ensure the current employment is consistent or inconsistent with the legislation, in particular review how your engagement of existing casuals looks from a "practical" perspective and ask the question whether an alternative form of employment (permanent, part- or fixed term) could work equally well.

Airlie Group is offering Chamber members a free of charge initial consultation on employee and industrial relations matters, resulting in structured general advice. Contact Mark today to learn more on mark@airliegroup.com.au

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Employee Relations Expert, Mark Lipkin from Airlie Group. Photo supplied

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