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ISO 45001 is an ISO standard for management systems of occupational health and safety (OH&S), published in 2018. ISO 45001 assists organisations to reduce occupational injuries and diseases, including promoting and protecting physical and mental health. The standard is based on AS4801/OHSAS 18001. Why do organisations adopt ISO 45001? There are many benefits to implementing ISO 45001 in your organisation. Enhanced Worker Safety Improved Risk Management Risk Reduction Injury Prevention Enhanced Occupational Health Measures Statutory Identification and Compliance Evaluation Improve Productivity Enhance Organizational Safety Culture Still unsure if ISO 45001 is right for your organisation? Call us today 1300 789 069

Before an Outbreak or Pandemic: Plan Ahead Get the latest advice from the Australian Department of Health website and commence discussions partners to develop a plan. Clearly identify roles, responsibilities, and decision-making authority. Develop flexible policies. Individuals need to stay home when they are sick, if they need to care for a sick household member, or to care for children if schools are closed. Identify critical functions and cross-train staff. Have extra supplies of soap, hand sanitizers, and tissues on hand. Where work will be done in close proximity of others, consider PPE such as P2 masks and gloves. Develop flexible policies or plan for remote participation. Create an emergency communication plan. Update and distribute timely and accurate information to everyone who needs it (staff, customers/clients, suppliers, vendors, and key…

The Labour Hire Licensing Act 2017 responds to evidence of serious exploitation of vulnerable labour hire workers and to inappropriate labour hire business practices, and establishes a mandatory licensing scheme for all labour hire providers operating in Queensland. Media investigations, and government and parliamentary inquiries brought to light evidence of inappropriate business practices, such as: underpayment, or non-payment of workers' wages, taxes and superannuation not providing workers' compensation cover not providing appropriate safety equipment or training housing workers in substandard accommodation forcing workers to use particular travel services at inflated prices serious mistreatment of workers, including sexual harassment withholding workers' passports avoiding responsibilities by creating a new company to continue the business of a company that has been deliberately closed to avoid paying its debts, including employee entitlements and taxation…

Employers who incorrectly classify employees as casual instead of full-time or part-time could be responsible for back paying various entitlements under the National Employment Standards (NES), following a recent Federal Court of Australia decision. However, the Government has varied the Fair Work Regulations 2009 to introduce a new rule that clarifies that employers, in certain circumstances, may claim that an employee's casual loading payments should be offset against certain NES entitlements owing to the employee.  This regulation comes into effect on 18 December 2018. The new regulation applies where all of the following criteria is met: an employee is employed by their employer on a casual basis the employee is paid a casual loading in lieu of receiving entitlements that casual employees are not entitled to under the NES, such…