Due to the need for employees to be paid at least at the level of the award rate conditions and amounts  for their roles to satisfy the Better-Of-overall test (BOOT) 

You can test a  sample of your employee’s BOOT test by requesting it to be sent to  bootest@inzenius.com   

Casual employees can now, in many circumstances, request that their employer reclassify their position to part-time, which changes their Rostering requirements. The employee cannot reject this request and may need to front up to the Fair Work Commission court to argue their case why the request should be denied; a potentially costly and time-consuming activity

https://www.fairwork.gov.au/starting-employment/types-of-employees/casual-employees/becoming-a-permanent-employee

The Employer’s Problem with their Shift and Part-time Worker

It is a requirement for employers to include in the contracts of employment and EBAs the working days and times

1. The employees’ roster days and times need to be included in their contract of employment
2. These rosters need to be published well in advance of the working days
3. If time actually worked outside these published days and times, without the employee’s documented acceptance of the change, they could be entitled to be paid at a load rate for those hours.
4. If they use a rotating roster with different times for each period, it may be difficult to anticipate their rosters at the time of employment.

Employer requirement to a request to convert the Casual to a Full or Part-time status

Responding to a Notice To Convert from an Employee by FWO

Before responding, the employer must consult with the employee. This includes discussing certain details of what will change if the employer accepts the notice and the employee is no longer a casual employee. This includes whether the employee would be full-time or part-time, what their hours of work would be and when the change would take effect.

The employer must respond in writing to the employee within 21 days of the employee giving the notice, either:

• accepting the change, or
• not accepting the change.

Accepting the change

If the employer accepts the change, the written response must include information about:

• New employment status will be (full-time or part-time)
• Employee’s new hours of work
• When will the change take effect?

Changes must take effect on the first day of the employee’s first full pay period after the employer provides their response, unless the employee and employer agree to another day.

Inzenius Makes the Required Roster Process and Payroll Award Interpretation Efficient and Easy

As Inzenius is an all-in-one Rostering, Timesheet, and Award-Interpreted Payroll system, the process can be made compliant and simplified.

Roster Validation and Amendments That are Required to Meet the Demands of the Shifts

The Problem with Rostering and Award Interpretation for Shift Workers

• Rosters must be built to provide employees with advance notice of the workdays and times they will be scheduled. The shifts could be as much as 4 to 6 weeks in advance.
• As we advance the roster for next week, the shift planning could be as much as 6 weeks out of date, requiring amendments to achieve the budgeted labour cost.
• We need to amend rosters to enable the delivery of the latest service requirements for the shifts

The Rostering and Award Interpretation Solution for the Conversion Requirements

• Use Inzenius roster options in one of the available formats

• Publish the rosters to the staff for their acceptance of them, with the changes required

Timekeeping is able to be captured by the employee portal on their device for compaarison to their rosters for approval  

 

The business now has the record of the employee accepted roster changes and timesheet.

Inznius Solves the Rostering  and Timeshhet record keeping efficiently.