Monthly Archives: August 2023
Two important WorkCover obligations
It’s a busy time of year and therefore timely to remind you of two important WorkCover obligations.
Injured at work posted
One of the fundamental WorkCover obligations is to display the If you are injured at work poster.
If a Victorian WorkCover official visits you then they ask to see it. And you will be fined if you don’t have it displayed.
Please note that this poster is to be displayed at each work location.
If you don’t have a copy you can download a copy at – click here
If you employ workers (and some types of contractors) interstate then you will also need to comply with that state or territory’s obligations.
WorkCover remuneration certification
It may be time to complete your 2023 WorkCover remuneration certification.
Large employers are required to submit early. Other employers have delayed lodgement dates. That said, it still may be in your interest to lodge soon. This is particularly the case if your remuneration will be significantly less in 2023/24 than for 2022/23.
You will get back what you over pay based off their estimate; but why over pay in the first place.
You will also ensure it is lodged. Many employers forget to lodge and suffer from WorkCover’s default 20% annual increase. So get it done now when you have finalised and issued the PAYG Payment Summaries.
Casual employee obligations
Casual employee – probably the most misunderstood employment term!
Whether your employee is causal or not is a question of fact. Yet stories abound about employers wrongly classifying employees as casual. As soon as there is regularity of days and/or hours then they are not casual. In particular, someone who works say Tuesdays, Thursdays and Fridays is not a casual employee; they are permanent part time.
So what is the risk of classifying someone incorrectly as a casual employee?
You might well have paid them a 25% loading – but if they go off to Fair Work Australia and win then you will have to pay leave entitlements on top of that 25%.
It may have been lost during covid, but employers are now required annually to offer casual employees full or part time work. You can read more at – https://www.mrsaccountants.com.au/important-action-if-you-employ-casual-employees/
Employees have the right to request full or part time work.
Employers with more than 15 employees are required to:-
- Offer casual conversion at least annually.
- Make a written offer within 21 days of anniversary.
- If not offering conversion, notify the employee within 21 days (including reason).
These requirements provide a clear framework for employers to adhere to. Don’t expect to win any dispute if you have not followed these rules.
Please contact us if you would like a referral to an employment specialist.