No Happy Meals available for hundreds of young workers, with several Brisbane McDonald’s outlets threatening employees with no toilet or water breaks because they asked to take a 10 minute break they’re entitled to.
Tantex Holdings owns and operates six McDonald’s stores in Brisbane and is one of the fast food giant’s biggest franchisees.
A manager from the major franchisee sent a message through a private Facebook group, which has since been leaked. It has enraged the union and sparked a plan to protest.
The message was a reply to a request from the union to allow employees to take the 10 minute break every 4 hours, which some employees from Tantex Holdings had asked for.
The message says, “I hope to God you don’t get thirsty on your next shift because we just wouldn’t be able to allow a drink,” and went on further to state, “If we implement this … this 10-minute break would be the only time you would ever be permitted to have a drink or go to the toilet.”
The manager wrote that most of the McDonald’s crew would not qualify for the paid break given that most of the employees work just below 4 hours, and that banning them from taking breaks would be reasonable as “fair is fair.”
Tantex Holdings is operated by Tanya Manteit-Mulchahy and her husband Terry Mulchahy, together they own McDonald’s franchises as Central Station, the Myer Centre, Queen Street Mall, Wintergarden, McWhirters and Windsor West in Brisbane.
The 10-minute paid breaks are part of an existing workplace agreement and McDonald’s franchisees have faced pressure from the Fast Food Workers Union to pass on the entitlement. Following the leaked message, the union fired back and organised a protest outside the company’s Queen Street Mall outlet – said to be the largest in the Southern Hemisphere.
The union said, “We’re not having a bar of it. This is how McDonald’s treats young workers far too often. It’s time for McDonald’s Australia took responsibility for the way (the country’s) youngest workers are being exploited in their outlets.”
A spokesperson from McDonald’s Australia said that any employees with concerns about their conditions can contact a “dedicated employee assistance hotline.”
For more information on your specific award and it’s entitlements continue reading on the Fair Work website – here.
Australian summers are hot – extremely hot – so what happens if staff need to be sent home due to extreme weather conditions?
Whether an employee is entitled to a full days pay when they are unable to be ‘usefully’ employed due to factors outside an employer’s control is subject to the award, enterprise agreement, or contract of employment. As such, a modern award may provide payment where the employee is unable to perform work due to factors such as the weather.
Outsourcing payroll to a managed payroll service such as PaysOnline ensures that you’re fulfilling your obligations as an employer and gives you access to several tools that will benefit your business.
Flexibility arrangements – modern awards
All modern awards include a flexibility term enabling an employer, individual employees, and/or a majority of employees in a particular enterprise to amend terms of the award through a ‘flexibility arrangement’, providing the employee is not disadvantaged in comparison to the award.
If, in the absence of a flexibility arrangement, there may be a provision in the award to ensure that a degree of flexibility is obtained. Alternatives to working may include – a bank of rostered days off, time off in lieu of overtime, offering access to forms of paid leave such as annual leave or long service leave.
According to an article published by Marshall & Burn (2018), over the past four years to July 2016 in New South Wales there were 504 workers compensation claims for heat stroke, fatigue and skin cancer costing more than 7 million dollars. There are several other health and safety issues that come along with working in the heat including possible fatigue, feeling physically weak, slower reaction times and poor judgement (2018).
According to WHS Regulation 2017, there is no precise temperature – hot or cold – where employees should stop working. However, employers have a duty of care to ensure that their employees are working without risk.
You can find out more information on your award over on the Fair Work website – here
For more information on outsourcing payroll to PaysOnline contact us today for a quick quote!
We all know meetings are an integral part of business. As a managed payroll providers, we understand the importance of collaborating with others to improve not only our product but also the service. Unfortunately, despite all good intentions, meetings are often not as efficient as we need them to be, with a lack of clear direction often leading to time wastage. Make the most of the time spend in your meetings by taking these tips on board.
Remember – if a meeting is held and attendance is deemed compulsory then you must pay employees for their time spent – regardless of if it’s outside their hours of work or not. If a meeting is non-compulsory then payment is not required.
Set an Agenda
It sounds obvious but setting an agenda for your meeting is extremely important in keeping things on track. Agendas set the right tone, letting those in attendance know that there is a legitimate purpose for the meeting and setting out clear objectives and topics that need to be discussed. Your agenda could be written on a whiteboard, summarised on a handout, or discussed from the outset, but it is important for those in attendance to know why they’re there, and what is intended to be accomplished.
Start on time – End on time
No one likes waiting around for people, especially when there are other important tasks to get completed before the day ends. If meetings always seem to begin late then an effort to reverse the trend should be made. As managed payroll providers we’re always busy helping clients, and we’re all familiar with the saying “time is money” start your meeting on time and end on time…simple!
The meeting is coming to an end – now what?
Leaving a few minutes at the end of your meeting to summarise the topics discussed is very important. Topics to conclude the meeting on can range from deciding who is responsible for any tasks that may need to be completed, any deadlines that need to be adhered too, and what goals or ideas need to be bought forward to the next meeting. It goes without saying it is important to record this information for future reflection!
Contact us today to see how PaysOnline can help your business
Read more at The New York Times
A new study is shedding light on the type of employees who are most likely to lie about being sick and – shock – it seems younger workers are the worst offenders.
According to the survey by insurance firm RIAS, workers over the age of 50 are almost four times less likely to lie about being ill than their younger colleagues.
The survey revealed that, over the past five years, 44% of workers aged 20-39 had lied to their boss about being ill to get time off – compared with just 12% of those over 50.
Out of the 2,000 working adults surveyed, nearly a third of under-40s saw sick leave as an ‘additional holiday’ that they deserve – whereas only four% in the older category agreed.
But it’s not just attitudes that are vastly different – it appears over 50s are actually healthier, or at least more reluctant to take time off even under genuine illness.
In the past year, only a quarter of over-50s took days off work due to a genuine illness, compared with almost half of those aged 20-39. Among those who had taken a sick day after falling ill, a third of under-40s said this was due to a common cold, compared with one in ten older workers.
The survey also found that more than half of younger employees who had a sick day admitted taking off more time than necessary but only a tenth of older employees said the same.
RIAS suggested older workers were keen to make the “best impression” and hold on to their jobs as they approached retirement. The firm also said older employees may look after themselves better, resulting in fewer genuine sick days.
“Over-50s workers continue to be a vital part of the workforce and they should be recognised for the contribution they make,” said RIAS’ Peter Corfield. “They bring a wealth of experience, ambition and knowledge that cannot be underestimated,” he continued. “It is key that we understand that workers in their 50s and 60s are not ‘old’, they are hardworking and dedicated, and very much want to work.”
(SOURCE: HUMAN CAPITAL)
As part of the Federal Budget, the Federal Government has announced radical changes to the interplay between the current government-funded parental leave scheme and any similar paid schemes operated by employers.
Under the current Federal Government scheme, eligible working parents can receive government-funded pay when they take time off from work to care for a newborn or recently adopted child.
From 1 July 2016, parents will no longer be allowed to access the government-funded paid parental leave scheme if their employer provides a more generous scheme. The proposed changes may have some unintended consequences.
These changes may encourage some employers to consider withdrawing their existing schemes (whether they go beyond the government-funded scheme or not), and to use the money saved to offer employees other attractive benefits or payments in addition to statutory parental leave pay.
Alternatively, where an employer wishes to maintain their own scheme, they may consider reducing the level of payments to employees if the payments (and the cost to the employer) were set on the basis that those payments would act as “top ups” only to the government-funded parental leave pay employees would receive. Depending on how payments are calculated and described in the employer-funded scheme, maintenance of those schemes may result in an employer being now required to pay each of its eligible employees up to an additional $11,540 before tax. Of course, whether an employer can lawfully vary, withdraw or replace their existing paid parental leave scheme will always need to be carefully considered and expert assistance should be sought.
THE PROPOSED CHANGES THAT NEVER WERE …
Since the introduction of the government-funded scheme, the Coalition Opposition (as it then was) and now Federal Government has proposed a number of changes to potential payment levels under the scheme – it has been a roller-coaster of a ride:
In May 2013, the “Coalition’s Policy to Improve the Fair Work Laws” was released and proposed establishing a new scheme giving mothers 26 weeks’ paid parental leave at the equivalent of their full replacement wage or the national minimum wage (whichever is greater) up to a maximum of $75,000, plus superannuation contributions;
In May 2014, the Federal Government announced that for the 1 July 2015 start of its new scheme, the maximum parental leave payment would drop from $75,000 to $50,000; and
in late 2014, the Federal Government signalled that it was re-examining its proposed changes to the scheme in light of the Productivity Commission’s report into Childcare and Early Childhood Learning. The report determined that the proposed changes to the scheme were unlikely to bring about significant increases in workforce participation beyond those occurring under the existing scheme, and as a result, the Federal Government stated that it would shift its focus to childcare arrangements.
In February 2015, the Federal Government finally abandoned its proposed changes to increase paid parental leave payments.
WHAT HAS NOW BEEN ANNOUNCED AS PART OF THE FEDERAL BUDGET?
It has now been announced that from 1 July 2016, parents will no longer be allowed to access the government-funded paid parental leave scheme if their employer provides a more generous scheme.
The previous Labor Government introduced a national paid parental leave scheme in Australia on 1 January, 2011. Under the current government-funded scheme there are two types of payments – Parental Leave Pay and Dad and Partner Pay. Parental Leave Pay provides eligible working parents up to 18 weeks pay calculated at the national minimum wage rate (currently, $16.87 per hour or $640.90 per 38 hour week (before tax)).
Where a parent is offered the opportunity to receive higher paid parental leave payments under their employer’s scheme, then the Federal Government considers that that parent is “doubling dipping” by also receiving 18 weeks’ pay at the minimum wage rate ($11,540 before tax) under the Federal Government scheme. Parents who have access to an employer scheme that is more generous will no longer be eligible for additional government-funded parental leave pay.
If an employer scheme offers a lower level of payments, then the parent will receive “top up” payments so that they receive the same as under the government-funded scheme.
Not surprisingly, these proposed changes have come in for loud criticism for various quarters. These criticisms include that:
The government-funded scheme was only ever intended to be a basic scheme that would be added to, and complemented by, employer-funded schemes; and that the current scheme does not provide for superannuation contributions to be paid in conjunction with those payments. These contributions can often be provided for under an employer-funded scheme, meaning parents will not increase their superannuation balances during any period of leave. This may have a result in further widening what is already seen as a gap between retirement savings for those working, and those taking time off work on parenting duties.
Legislation to implement this change is proposed to be introduced into Federal Parliament in August 2015, but it remains to be seen whether the Federal Government can garner the necessary support for these changes to be introduced into law.
Prior to these changes coming becoming law, employers may nonetheless wish to consider whether or not they wish to continue to operate their own employer-funded paid parental leave schemes, and if so, whether those schemes need to be amended in light of these announced changes
(source BRW online)
If I asked you, you would probably say your business provides great customer service, maybe even superior service! But if surveyed, what would your customers say? You might be surprised at their responses. Statistics indicate most people feel customer service is lacking and that businesses are not as focused on customer service as they should be. As a managed payroll service, we at PaysOnline try our best to ensure our customer service is up to scratch; below are some of those statistics -perhaps they’ll make you reexamine your current customer service process.
Customer service is the assistance and guidance a consumer receives from the representative of a business that sells a product or offers a service. As a managed payroll service we know the importance of having help when you need it – the representative helps guide the customer through the sales process by answering questions, resolving problems, and creating a positive buying experience for the customer whether by phone, in person, or online via website or email. As a managed payroll service – PaysOnline allows you access to the entire package, expert help and assistance when you need it most.
You may believe your company has customer service down to a science but read the following statistics and ask yourself the question again. Perhaps you need a reality check, or you’ll discover some fatal errors you’re making. There is always room for improvement and you’ll learn some positive ways to improve your customers’ experience.
Do you have an accurate picture of how customers and prospects see your business? The following statistics illuminate some discrepancies between perceptions and reality.
Some mistakes businesses make with customers have terminal consequences.
Following are some statistics you can – and should – fix to build a strong customer base.
Contact us today to see how our managed payroll service will exceed your customer service expectations!