Payroll Software and People Management blog

New Bill Passes Senate: What the Fair Work Amendment Bill includes.

Posted by Sage MicrOpay on Mon, Dec 17, 2012 @ 04:37 PM

FairWorkBillRecently, the Fair Work Amendment Bill 2012 was officially passed by the Australian Senate and now awaits royal assent when it will formally be made a law. The Bill includes a number of amendments to the Fair Work Act 2009, many of them technical, recommended by the independent Fair Work Act Review along with numerous other stakeholders.

Many of these changes may have implications to the way your business operates. They include –

Fair Work Commission
Fair Work Australia will now be renamed to the Fair Work Commission and two new additional Vice President positions will be created.

Unfair Dismissal
Time limits for lodging certain claims will be altered to a uniform timeframe of 21 days. This includes the extension of the timeframe for unfair dismissal claims up from 14 days and the reduction in the timeframe for general protection claims down from 60 days.

The Fair Work Commission will be provided with increased powers to not only dismiss applications in certain circumstances, but to also award costs against parties where an unreasonable act or omission during an unfair dismissal matter has incurred costs to another.

Default Superannuation Arrangements
Outlined by the Productivity Commission’s inquiry, a new process will be implemented for the Fair Work Commission to assess applications from funds that wish to have generic MySuper products included as default funds in modern awards.

Enterprise Agreements
The Fair Work Act Amendment Bill will result in opt-out clauses in enterprise agreements no longer being permitted. It will also prohibit statutory enterprise agreements with a single employee.

There are also a number of other technical and clarifying recommendations made by the Fair Work Act Review affecting a range of procedures including scope order applications, modern award variation applications and protected action ballots that will be implemented in the Bill.

More information on the changes included in the Fair Work Act Amendment Bill can be found here.

Download your copy of Benefits Payroll Software Delivers to Businesses.

0 Comments Click here to read/write comments

Topics: legislation

Sage MicrOpay opens new office in Brisbane

Posted by Sage MicrOpay on Mon, Nov 12, 2012 @ 03:17 PM

BuildingsSage MicrOpay are excited to announce that we have just opened a brand new office and training facility in the heart of Brisbane at West End. These new premises will help us to provide businesses based in Queensland with a premium level of service and support.

Our office address is located at:

Level 1, West End Corporate Park
20 Pidgeon Close
West End, QLD 4101

As a result of our new Brisbane premises we are now also pleased to offer comprehensive payroll training courses to payroll professionals in Queensland who wish to enhance their payroll software skills or stay informed on the latest payroll legislation changes.  Delivered by experienced trainers and industry experts in the comfort of state of the art training rooms, these courses provide an ideal learning environment and help to ensure that you stay compliant and get the most out of your payroll software solution.

For further information about our Brisbane training courses visit our website at www.sagemicropay.com.au/training or contact us on 1300 729 229.

0 Comments Click here to read/write comments

Topics: Sage MicrOpay, Brisbane, QLD

8 Steps To Recruiting the Right People

Posted by Sage MicrOpay on Wed, Feb 08, 2012 @ 11:10 AM

describe the image

Recruiting the right people isn’t always easy as each person has their own unique strengths and weaknesses. However, with the right approach, companies can be successful in recruiting the right employee for your business.

Here are some approaches that are recommendable:
1.  Recruit for attitude, not just skills and experience
    • Give an opportunity to a less experienced candidate who may need some additional training and support initially, but could turn out to be a talented, hardworking, passionate and loyal employee in the long term.
2. Ask the right questions
    • Understand what you need to know from the candidate to assess their suitability for the job, use this to develop questions that will enable you to gain this information.
3.  Be consistent
    • Plan and use a structured question format that you can use to consistently compare all candidates based on the same criteria.
4.  Seek out evidence based answers drawn from past experience
    • Behavioural interview questions will enable you to assess candidate’s competencies drawn from past performance, rather than speculative questions such as “would you” or “could you”.
5.  Be prepared to present the benefits of working for your company
    • Have some selling points ready to demonstrate the benefits of your opportunity. Never assume that the candidate wants the job you have on offer.
6.  Ensure you put the candidate at ease and build rapport quickly
    • Do this so that the candidate is more likely to respond to questioning in an open and honest manner.
7.  Apply the 80/20 rule
    • Ask questions 20% of the time and listen 80% of the time in order to assess the candidate’s competencies and suitability for the job.
8.  Recruit Actively
    • Use a combination of methods for recruiting the right people. Create an employee referral scheme, advertise job boards, utilise social networking mediums such as LinkedIn, maintain a professional network, recruit from relevant colleges and professional associations, and engage a recruitment agency that specialises in your industry.

Despite the ever changing demand and supply within job markets, referring to the handy hints outlined above will support your endeavour to recruit the right person. 
0 Comments Click here to read/write comments

Topics: recruitment, people management

All posts

Subscribe to Email Updates

Recent Posts

Posts by Topic

see all