Employers have been granted new powers to alter the duties, location and ordinary hours of employees while they access the JobKeeper payment.
The Fair Work Ombudsman granted temporary flexibility work arrangements to help facilitate the JobKeeper scheme—which subsidises eligible employees’ wages so they earn at least $1500 per fortnight before tax.
The Federal Government scheme is a lifeline for businesses and their staff during the coronavirus downturn. But getting it wrong could put your business at risk.
CCIWA’s Workplace Relations Director Ryan Martin talks to Chief Editor Elva Darnell about the challenges and opportunities for businesses utilising new JobKeeper rules.
For businesses with JobKeeper-eligible staff, it means new procedures around roles and hours can be utilised during the coronavirus downturn. The changes affect:
- stand downs;
- reducing an employee’s hours; and
- allowing staff to be assigned to work outside of their normal job scope.
The changes, part of the Federal Government’s ‘hibernation strategy’, aim to keep staff employed and businesses resilient.
Workplace Relations’ Ryan Martin.
CCIWA’s Workplace Relations Director Ryan Martin says that businesses still need to approach the rules with the same caution as they would any significant staffing change.
Ryan recommends seeking legal advice if you’re accessing the JobKeeper scheme. He says getting it wrong could mean, “a strong chance you will get a claim at the end of this”.
Household brand names have already made headlines for their deployment of the JobKeeper payment, and unions have launched a ‘Dob in Your Dodgy Boss’ campaign.
Members can log in to access our JobKeeper stand down guide.
