The Christmas and New Year break is now behind us and hot crossed buns are in the bakeries and the chocolate eggs are on the shelves, which means Easter is just around the corner. Now is the time for businesses to start planning for the coming Easter trading period, to re-examine the public holiday requirements and start locking in the rosters for the public holiday period.
Public Holidays Review
Public holidays, and when and what to pay staff, is an area that causes a lot of angst with businesses. Operators are keen to ensure that they are “getting it right”, but it can be complicated. It is important to understand what the requirements are under the law and the employment instrument (usually the Award). Primarily it is important to remember that; when a public holiday falls on a day that a permanent employee is regularly rostered to work, that employee has the option to stay home without loss of pay, or to work (if asked) and receive not only their normal pay but an additional amount for working the public holiday.
Getting the public holiday basics right is vital to ensuring a smooth Easter trading time – see here for more on public holiday basics; http://acapmag.com.au/home/2016/01/public-holidays-at-service-stations-back-to-basics/
Public Holiday Rates – Time worked PLUS
When a full-time or part-time employee works a public holiday they have to be paid for the public holiday PLUS paid a premium or penalty for working on what should have been a day off for them (or time in lieu where agreed).
When calculating and communicating pay rates to staff there can be some confusion.
It is important to review the Modern Award, or employment instrument that the employee is engaged under to determine the rates and minimum hours to be offered.
ACAPMA members are reminded that ACAPMA can provide advice and support on the operation of public holidays in the industry, as well as resources on the calculation and application of public holiday rates.
Getting Rosters Right
If the business is planning to trade through the Easter break now is the time to start planning rosters to ensure not only coverage but a clear understanding of the payroll costs that will be attracted by these trading hours. Businesses may seek feedback from staff on who is considering taking the break off and who would be willing to work, ensuring that adequate coverage is arranged in advance.
State Public Holidays
States also have a list of public holidays that may differ. Most employment instruments and Awards provide for employees to have all gazetted State public holidays in addition to those outlined in the Fair Work Act. For a list of 2019 State Holidays please visit: https://www.australia.gov.au/about-australia/special-dates-and-events/public-holidays.
It is also important to note that Regional Public Holidays may apply in a businesses area of operations and will be treated as public holidays if applicable. For a list of 2019 Regional Holidays please visit: https://www.australia.gov.au/about-australia/special-dates-and-events/public-holidays.
Here to Help
Through the year ACAPMA Employment Professionals are available to assist members on 1300 160 270 or you can email firstname.lastname@example.org. Through the Easter period and indeed all year round, ACAPMA members can access resources and can call on the advice and support of the ACAPMA Employment Professionals on 1300 160 270.
HR Highlights are things to consider, implement and watch out for in your business. They are provided as general advice and you should seek further advice on your situation by calling 1300 160 270 and speaking to one of ACAPMA Employment Professionals its free for members. ACAPMA membership is affordable at only $880 per year for a single site and valuable with sites gaining HR advice support and representation as well as a raft of other benefits and discounts. Visit: http://acapma.com.au/membership_information/ to apply for ACAPMA membership.