Provisions for excessive annual leave – New model life – Appendix 2 There have been some changes in the life of the model that the FWC published in its previous decision in June. The proposed provisions for the allocation of excessive annual leave describe the following: an employer is required to meet with a worker and discuss measures to be taken to reduce or eliminate excess leave before encouraging workers to take leave. If there is no agreement after these steps, the employer may instruct the worker in writing to take one or another period of paid annual leave. The provisional duration of the model provides for the employer`s right to order a worker to take excessive annual leave, but also provides for the fact that a worker is entitled to excessive paid annual leave but has not received an instruction from the employer. The concept of provisional type also allows a worker to exercise control over the date of leave. Download Appendix 2 Annual leave in advance – New standard duration – Appendix 3 With the June 2015 decision, Full Bench opted for a standard clause that allows employees to take annual leave in advance. The possibility for employers and workers to take annual leave in advance is already provided for in subsection 25.6 of the LGIA. However, the Full Bench was convinced that a standard concept is established, which states that any agreement that a worker takes annual leave in advance is beneficial and appropriate for both parties. The standard concept also requires an employer to keep such agreements as a record of workers. Download Appendix 3 Other provisions on common annual leave Other decisions have been taken regarding acquired leave, payment of annual leave in the event of termination and electronic transfer of annual leave, which are currently not directly relevant to the LGIA. Next steps Interested parties will have the opportunity to comment and provide evidence of the possibility of including the different types of terms contained in the decision in some modern distinctions. Instructions for the next step in this procedure will be published shortly. For more information, email WALGA Employee Relations or call 9213 2014.
Applications in Word or PDF format are sent to humanresources@exmouth.wa.gov.au or the Shire of Exmouth office no later than Tuesday 15 December 2020 at 4.30pm. If you have any registration issues, please contact event coordinator Jaci Cutler ec@exmouth.wa.gov.au by email or call 9949 3000. 2015 Fair Work Commission Wage Increase The minimum wage body of the Fair Work Commission increased minimum wage rates by 2.5% and increased the national minimum wage by USD 16.00 per week. It will be commissioned on 1 July 2015. The decision raises the federal weekly minimum wage to $US 656.90 (17.29 $US per hour). This increase must be provided by employers applying the minimum rates of the 2010 Local Government Industry Award or other modern federal awards and by employers who have federal company agreements that involve increases in rates of pay. Employers who have federal company agreements that have set increases in rates of pay are not required to apply this increase. WALGA Employee Relations will soon release a revised payroll plan for the Local Government Industry Award for subscribers….