How much should you pay your staff?
Below are some common questions companies ask in relation to employee wages and conditions:
- * What are the industry rates?
- * Can I employ and pay staff fixed amounts for set tasks?
- * Do I have to pay penalties when agreeing to flexible working arrangements?
Our advice is, before employing a new staff member or agreeing to any changes in an employees working arrangements or conditions, you should always refer to the minimum pay and conditions that exist in either Awards, Registered Agreements or legislation such as National Employment Standards.
For example, there are 122 different industry Awards that cover most employees that work in Australia which means that employees who are not covered by an Award will most likely be covered by a Registered Agreement or legislation.
A Company may be covered by more than one Award depending on the types or roles their employees perform or the industries they work in.
Whilst some Managers and high income earners may not be covered by an Award or Registered Agreement the relevant legislation, such as the National Employment Standards, generally applies.
Awards, Registered Agreements and legislation generally covers:
- * Minimum rates of pay
- * Hours of work and rest breaks
- * Different types of employment arrangements
- * Flexible working arrangements
- * Penalty rates, Allowances and Overtime
- * Leave
- * Termination and Redundancy
- * Classifications and Grade Structures
- * Consultation and Dispute Resolution
Companies that can afford to will often pay more than the minimum rates and conditions contained in Awards or legislation in order to attract and retain the best staff. When doing so it is advisable to specify in writing if the over award payment offsets and absorbs any of the applicable Award or legislative requirements.
If you don’t know where to start, you can always contact the Fair Work Ombudsman or call us at Human Resource Services Pty Ltd for further assistance on (07) 5530 1571.
