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Public Holiday Entitlements.

Views: 1246Posted 14-09-2017

This animation outlines the facts that employers need to know about public holiday entitlements. It aims to help small business owners and employers get informed about their obligations. With one of the most complex workplace relations systems in the world it can be a challenge for owners and managers of SMEs in Australia to ensure they are compliant, and that’s where Employsure can help.

Employsure protects employers from risks by providing advice, legally compliant documents, insurance and representation. Employsure is a team of workplace relations specialists dedicated to helping small businesses succeed by creating fair and safe workplaces.

Public holidays present a unique challenge for employers with different obligations they must be across. All employees are entitled to be absent from work on a public holiday and permanent employees who usually work on this day, can take the day off and still be paid for their usual hours. Employees who don’t usually work on this day are not entitled to payment for the public holiday.
Many businesses continue trading on public holidays and employers can request that staff work as long as their request is reasonable. If an employee works on a public holiday, the award or agreement they are covered by outlines any extra entitlements that need to be applied. These may include additional pay known as penalty rates, an extra day added to annual leave, or minimum shift lengths for casual staff.
If a public holiday falls during an employee’s annual leave or sick leave, permanent employees are still obliged to be paid. So public holiday hours and not deducted from their leave balance. Award details change frequently, so it’s important to stay on top of the changes. For more information about your obligations speak to Employsure today.

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