Sexual Harassment in the workplace has been unlawful for so long that you would think that we would have eradicated it by now. However, a recent report Respect@Work: Sexual Harassment National Inquiry Report (2020) reveals that we are far from managing this issue, and nowhere near eradicating it from our workplaces.  In fact, the report found that one in three people experienced sexual harassment at work in the past five years. Importantly, sexual harassment occurs

The recent amendments to the Jobkeeper arrangements have changed more than just the monetary value of the Jobkeeper wage subsidy. Employers need to be aware of the changes to ensure that when managing employees they do not breach the Fair Work Act, 2009 (FWA).  From 28 September 2020, there will be three different categories of employers in Australia and employers must understand which category they fall into and what management options are available to them.

We have previously reported on the changes to the Jobkeeper wage subsidy, and in particular the movement from the current one rate for eligible employers, to a new two-tiered system.   The Government has now provided additional clarification on how this will operate in practice. Importantly, the wage subsidy can now be claimed for employees who were engaged as a permanent employee, either full-time or part-time between 1 March 2020 and 1 July 2020.  The impact

We are all being impacted in different ways by Covid 19. We are under pressures in running our businesses that have never occurred before. For many businesses making small savings day to day may well be the difference between continued operation and having to throw our hands in the air and give in.  In these difficult times, we would all be forgiven for thinking that now is not the time to introduce new penalties, however

On 21 July 2020 the Federal Government announced the future plans for the Jobkeeper wage subsidy. The current program will conclude at the end of September 2020, and an alternative version of the Jobkeeper wage subsidy will then commence for employers who meet the ongoing eligibility criteria. The most significant changes are the reduction in the monetary value of the wage subsidy and the move to a two-tier system.  One of the major criticisms of