We’ve recently made updates to our HR Policies and Procedures Manuals, including the Employee Induction Kit, NDIS Self Managers Direct Employment, and NDIS Support Worker Agency manuals.
These updates reflect changes arising from the Fair Work Legislation Amendment (Closing Loopholes No.2) Act 2024. Key changes relate to casual employment and the new Right to Disconnect.
Quick links to the updates we have just released:
- HR Policies and Procedures Manual
- NDIS Support Worker Agency HR Manual
- NDIS Self Managers Direct Employment HR Manual
- Employee Induction Manual
We are always open to feedback and suggestions on inclusions. Drop us a line if you would like to see something in a future edition.
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Instant HR Policies & Procedures
V9.16 – 6 March 2024
HR Policies – New Policies
- Chapter 5 – Right to Disconnect. Added a new policy covering the Right to Disconnect arising from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
HR Policies – Updated Sections
- Before Engaging Employees – Industrial Awards or Agreements – Compliance Requirements. Added in the new timetable for when Casual Employment Information Statements are required to be supplied arising from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- Chapter 2: Conditions of Employment – Employment Type – Casual Employees. Changed the definition of casual employee and the list of things the Courts and Tribunals assess when assessing if a person is a casual. Added a new section relation to the new timetable for supply of Casual Information Statements arising from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- Chapter 2: Conditions of Employment – Employment Type – Casual Employees – all the sections relating to casual to permanent conversion. The Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023 changed the process for casual to permanent conversion to one that is employee driven. The new provisions come into law 6 months after Royal Assent to the Bill (12 months for small business employers with fewer than 15 employees). We have made note of those dates in our existing policies, and added in a new Casual to Permanent Conversion section that will come into effect in 6 or 12 months, depending on the size of the business.
- Chapter 2: Conditions of Employment – Pays and Pay Records – Deductions. Added garnishee notices in the paragraph referring to deductions without agreement.
- Chapter 4 – Behaviour and Code of Conduct – Smoking. Added in vapes and e-cigarettes.
Induction Manual
- Added in vapes and e-cigarettes.
HR Forms
- Offer of Casual to Permanent Conversion – Added in dates when these forms should be deleted arising from changes from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- No Offer of Casual to Permanent Conversion – Added in dates when these forms should be deleted arising from changes from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- Request for Casual to Permanent Conversion. Deleted the dot point referring to regular and ongoing hours based on the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- Refusal of Casual to Permanent Conversion Request. Deleted the dot points referring to regular and ongoing hours and offers based on the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
NDIS Support Worker Agency – HR Manual
V1.13 – 6 March 2024
HR Policies – New Policies
- Chapter 5 – Right to Disconnect. Added a new policy covering the Right to Disconnect arising from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
HR Policies – Updated Sections
- Before Engaging Employees – Industrial Awards or Agreements – Compliance Requirements. Added in the new timetable for when Casual Employment Information Statements are required to be supplied arising from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- Chapter 2: Conditions of Employment – Employment Type – Casual Employees. Changed the definition of casual employee and the list of things the Courts and Tribunals assess when assessing if a person is a casual. Added a new section relation to the new timetable for supply of Casual Information Statements arising from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- Chapter 2: Conditions of Employment – Employment Type – Casual Employees – all the sections relating to casual to permanent conversion. The Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023 changed the process for casual to permanent conversion to one that is employee driven. The new provisions come into law 6 months after Royal Assent to the Bill (12 months for small business employers with fewer than 15 employees). We have made note of those dates in our existing policies, and added in a new Casual to Permanent Conversion section that will come into effect in 6 or 12 months, depending on the size of the business.
- Chapter 2: Conditions of Employment – Pays and Pay Records – Deductions. Added garnishee notices in the paragraph referring to deductions without agreement.
- Chapter 4 – Behaviour and Code of Conduct – Smoking. Added in vapes and e-cigarettes.
Induction Manual
- Added in vapes and e-cigarettes.
HR Forms
- Offer of Casual to Permanent Conversion – Added in dates when these forms should be deleted arising from changes from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- No Offer of Casual to Permanent Conversion – Added in dates when these forms should be deleted arising from changes from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- Request for Casual to Permanent Conversion. Deleted the dot point referring to regular and ongoing hours based on the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- Refusal of Casual to Permanent Conversion Request. Deleted the dot points referring to regular and ongoing hours and offers based on the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
NDIS Self Managers Direct Employment HR Manual
V1.15 – 6 March 2024
HR Policies – New Policies
- Chapter 5 – Right to Disconnect. Added a new policy covering the Right to Disconnect arising from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
HR Policies – Updated Sections
- Before Engaging Employees – Industrial Award – Compliance Requirements. Added in the new timetable for when Casual Employment Information Statements are required to be supplied arising from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- Chapter 2: Conditions of Employment – Employment Type – Casual Employees. Changed the definition of casual employee and the list of things the Courts and Tribunals assess when assessing if a person is a casual. Added a new section relation to the new timetable for supply of Casual Information Statements arising from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- Chapter 2: Conditions of Employment – Employment Type – Casual Employees – all the sections relating to casual to permanent conversion. The Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023 changed the process for casual to permanent conversion to one that is employee driven. The new provisions come into law 6 months after Royal Assent to the Bill (12 months for small business employers with fewer than 15 employees). We have made note of those dates in our existing policies, and added in a new Casual to Permanent Conversion section that will come into effect in 6 or 12 months, depending on the size of the business.
- Chapter 2: Conditions of Employment – Pays and Pay Records – Deductions. Added garnishee notices in the paragraph referring to deductions without agreement.
- Chapter 4 – Behaviour and Code of Conduct – Smoking. Added in vapes and e-cigarettes.
Induction Manual
- Added in vapes and e-cigarettes.
HR Forms
- Offer of Casual to Permanent Conversion – Added in dates when these forms should be deleted arising from changes from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- No Offer of Casual to Permanent Conversion – Added in dates when these forms should be deleted arising from changes from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- Request for Casual to Permanent Conversion. Deleted the dot point referring to regular and ongoing hours based on the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
- Refusal of Casual to Permanent Conversion Request. Deleted the dot points referring to regular and ongoing hours and offers based on the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
New Employee Inductions
V1.1.9 – 6 March 2024
Induction Manual
- Added in vapes and e-cigarettes.
