I’ve been struck in the past week by the discussion in Australia
around penalty rates and the government’s changes to Fair Work
Australia. The argument goes that if businesses are forced to pay
workers the proper rates, they’ll go under. There will be less jobs,
less full-time work and kaboom! There’s the end of the Australian
economy as we know it. But consider the whole picture. A hospitality
worker, working full time, is probably still only earning around $35,000
a year with a minimum rate of super.
They have finite years in the industry before the work gets to much, and trying to save money, pay off a mortgage,
raise kids on that kind of money is not an easy ask. And, in my
experience and flying in the face of the practice of many employers,
properly paid staff are a business’ best asset. A staff member who is
paid award wages, feels appreciated and can see long-term benefits of
their job will work harder, be more willing to help out when needed and
will be less likely to find a new job.
Times like these, with European credit ratings being slashed, America
tipping towards some pretty serious times financially, and our own
retail slumping, is often a time when the tension between employers and
employees becomes more obvious, more keenly felt.
Tighter times can have serious consequences, for businesses and for
workers. So how can we find jobs, or negotiate working conditions, that
fulfill all those criteria? How can we get the most of out of our work,
financially, emotionally and beneficially for the long-term?
Know Your Rights
It is in the interest of the employee that their employer continues
to do well. Secure employment and regular hours are the cornerstones of
our financial health. Some businesses, however, seem to feel that this
all-in-together need should extend to employees giving away some of
their rights. People are kept off the books- avoiding tax payments,
certainly, but giving away their right to superannuation. Penalty rates
aren’t paid, older staff members are given fewer shifts as they’re too
expensive, overtime isn’t ever rewarded with days in lieu. Know your
rights as an employee. Enterprise agreements are online, and you should
check the stipulations before you sign a contract. If something isn’t
right, query your employer. If, as so many articles are claiming this
week, it’s a matter of employer ignorance, this will give them plenty of
opportunity to correct the error. After that, you’re entitled to lodge a
complaint with Fair Work Australia.
Negotiate
Once upon a time, every one belonged to a union and the union would
negotiate for employees. And while a lot of people are glad monopoly has
ceased, there have been some fairly disastrous consequences for
employees. It’s important to negotiate whenever you start a new job, and
essential to have it in writing. Confirm days in lieu, or discuss the
possibility of a higher superannuation contribution from your employer.
I’d suggest discussing an upper limit of hours per week, and drawing up
some boundaries about the best ways to contact you outside of work
hours. After three months or six months, write down your daily tasks and
check them against your grade of pay. If you’re completing tasks from a
higher grade, discuss it with your employer.
Keep Tabs
Check every pay slip and file it in it’s own folder. Call your
superannuation fund and discuss with them the arrangement of your super
portfolio. Check and re-check your employer is paying the correct tax
from your pay. The threat of rising unemployment levels shouldn’t be a
way for employers to skimp on employee wages and benefits, and knowing
the ins and outs of your finances, and your rights, is your best
defense.
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