(Source: (c) Fair Work)
On 15 September 2017 the Fair Work Amendment (Protecting Vulnerable Workers) Act 2017 took effect. It makes the following changes to the Fair Work Act 2009 (the Fair Work Act):
- increase penalties for ‘serious contraventions’ of workplace laws. An individual can face a maximum penalty up to $126,000 and a company up to $630,000. This is a tenfold increase to the penalties.
- make it clear that employers can’t ask for ‘cashback’ from employees or prospective employees
- increase penalties for breaches of record-keeping and pay slip obligations
- employers who don’t meet record-keeping or pay slip obligations and can’t give a reasonable excuse will need to disprove wage claims made in a court (this is also referred to as a reverse onus of proof)
- strengthen our powers to collect evidence in investigations
- introduce new penalties for giving us false or misleading information, or hindering or obstructing our investigations.
From 27 October 2017, the changes also mean that certain franchisors and holding companies can be held responsible if their franchisees or subsidiaries don’t follow workplace laws (if they knew or should have known and could have prevented it).
It’s now more important than ever to make sure you get it right.
How can PaysOnline help you?
The new rules are a tightening of compliance and an extension of responsibility in regard to the payroll process. Larger fines and even more power to investigate employee claims are now in place. This means more than ever it is essential that your payroll is administered correctly.
PaysOnline employee OnBoarding means employees are now made more responsible for their own tax, superannuation, banking and employment condition submission and updates.
Our Modern Award Pay Rate Validation Tool means that pay rates are determined by job description, age and level rather than just a pay rate ensuring that correct rates of pay are allocated. Pay rate validation reporting included allows the ever-present monitoring of your rates of pay for underpayments or inconsistencies.
Automated timekeeping methods including software and timeclocks feed data to the PaysOnline award interpreters for accurate award interpretation to ensure correct rates of pay are paid for overtime, weekends, shifts and public holidays. Timekeeping also eliminates any issues with claims made regarding time actually worked needed with the new reverse onus of proof conditions.
Employee self-service ensures that transparent and efficient employee masterfile maintenance is obtained, using management to act as gatekeepers for all final acceptance for essential changes. All information for employees and employers is shared on an Internet and smart device accessible for retrieval of information such as payslips, expenses, leave, rosters and employer communication.
PaysOnline keeps payroll records for you in a cloud-based location for the mandatory 7 years. Accessible 24/7, you can ensure you meet your record keeping obligations.
Our “best practice” solution has been designed and proven over our 23 years of experience. You can take advantage of our specialist know how to ensure an accurate and efficient payroll process.
Extensive benchmarking, reporting and system generated validation are available so that franchisors can monitor the behaviour of not only their own business but of their franchisees in all facets of the payroll operation.
Contact us today to find out more.