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The fast food industry award 2010 is put in to place by the fair work commission of Australia. This is the key agency that is linked to provide regulations in terms of employment across the various industries in the country. Securing rights of the workers and facilitate a more authentic form of relativeness across the operations are put in to place by this particular model (Campbell et al. 2019). This awarding process is segmented to facilitate a better understanding between the employees as well as the employers that ultimately leads to an increased amount of trust and cooperation. This ensures that there are suitable conditions at work and adequate functionality across the design sections to promote better outreach for the professionals (Fwc.gov.au, 2020). This award includes significant amount of amendments that are essential for justifying the increasing complexity across the employment process. The fast food industry award 2010 includes a number of important sections including amendments and corrections based on issues such as long service leave and part-day public holidays.
The fast food sector across entire world has been growing very rapidly and there are specific concerns about the working culture and operational employee association. The challenges are significant and are liable to promote a more suitable format of development that is crucial for employees of all groups (Chau et al. 2019). Availability of a suitable curriculum or framework helps the sector operate effectively and enhance the entire process positively. The whole system of managing employees with their favourable rewards and recognition possibilities can be assessed as the key ingredients across this award process (Pollin and Wicks-Lim, 2016). A detailed overview of each of the related perspectives that are essential for efficient workplace care and equality across employability perspective are acknowledged all across the process. This assessment will be helpful in achieving a more authentic and determining form of approach across the desired perspective of employability and workplace culture.
The fast food industry award 2010 depicts a variety of implications and essentials for framing some of the most desirable and detailed support mechanisms across the entire operational process. It includes reviews and suggestions in response to the grievances that are put forward by employees and employers groups. The fair work commission that is an agency entitled to promote better workplace relationships and suitable interactions between employer and the employees has played a crucial role in framing this assessment (Dixon et al. 2019). A detailed overview for each of the sections included across the fast food industry award 2010 is provided in the below mentioned sections.
This is the most initial section of the fast food industry award 2010 and also concluded initial sections of an employing relationship. Factors such as coverage, individual flexibility arrangements and the relativeness between this award and the national employment standards are examined and explained under this particular section (Woodhall-Melnik, 2018). The specifications are limited and are liable to facilitate a smooth transition of employees across the whole working structure. This enables the assessment to shorten the gap between employers and the employees eventually.
This is the second portion and as the title suggests, it is mostly related to promote supportive approach to the employees through informative consultation. Factors such as changes in workplace operations such as hours of work and dispute resolutions are determined under this particular factor (Beer et al. 2016). A wide number of interrelated aspects are examined and consistent support in terms of consultation is provided.
This is the section where various categories and subcategories for employment are set for the common individuals to distinguish their employability terms and conditions. Differences between full-time, casual and part-time employment positions are examined throughout the entire section. This is quite helpful in guiding them to the variations across their termination terms and conditions (Omar et al. 2019).
Wages are a crucial segment linked to the entire system of employment. The basic as well as advanced level of differences that are available across a number of employment options are examined and explained under this particular section (Lass and Wooden, 2019). This is crucial for maintaining a fair reflection of the various information sections that are linked to the process of employability. Factors such as minimum weekly wages, accident pay, supported wages and allowances are the key entities discussed across this particular section.
A large number of misconducts and issues are faced by fast food workers across their respectively longer working hours and thus this section is based on examining this aspect. Overtimes and breaks are assessed under this particular section that relate with transparency with the workers in terms of their respective availability across the workplace (Griffith, 2019).
Employees working at fast food industry face an important issue in terms of holidays and leaves. Due to the regularity in terms of services and growing demands they need to work long hours and thus face issues based on leaves. This section undertakes the concerns and demands and incorporates the holiday structure that is integrated with the workplace.
Justine Barber will be provided with uniforms from the company itself but the employees are liable for laundering them on their own. The company doesn’t take responsibility for laundering the uniforms regularly. They are only liable to provide the uniforms for once that is during the initial on boarding process.
Extra compensation for transport or discussion about it are directly related to their availability in the employment contract. The contract must have this particular requirement in terms of her providing additional work support to a nearby workplace. In case it is not available, she must ask the relative authorities about it. The part 4 of the fast food industry award 2010 describes availability of allowance provisions for an employee for various types of work favours. The classification and wages portion is based on promoting better support to her in case she needs to gain transportation allowance for working in the Ringwood store. Since, it is mentioned that she also has a toddler and needs to take care of him, the company must be paying an extra amount of allowance for this particular requirement (Support.yourpayroll.com.au, 2020).
The weekly payment must have been mentioned across her contract. She can go through that in order to acknowledge that number. There is a dedicated section across any employment contract that includes each and every information that is associated with the wages and allowances (Yu and Peetz, 2019). It must also include the penalty weekend rates as this is an important point of concern for her.
Marley is the first important consideration for any full time position at the company as she has been working as a level 1 casual for 14 months. In addition to the regular working terms and conditions, she is well aware of the common practices that take place across the firm. Thus, she is the most eligible personal for the consideration of this position. In addition to the general obligations that Marley has over this position, she is also backed by the company policy (Partington, 2016). This policy opens all the positions for each of its internal employees and thus makes the way simple for Marley. Although, as she has not received any answer over her querying mail, she must ask for help from her supervisor or manager who heads the store at Sydney CBD. She can also ask for a recommendation from them in regard to the previous working behaviour and her performance attributes.
Commonwealth Bank of Australia is an Australian origin bank and has been operational across a number of countries. This enterprise is sufficient in dealing with all types of banking and finance operations across the operational region. Some of the key services provided by this bank include business solutions, financing, personal banking and institutional banking. Each of these dimensions are sufficiently linked to promote financial and accounting support to its large scale customers available all across the globe. The Commonwealth Bank of Australia is a major banking authority across the country and has a high ranking employability across the banking sector (King et al. 2017). The Commonwealth Bank of Australia has its headquarters in Sydney but is operational in many other parts of the world. The bank is expanded to almost all major cities across the world and has employees with huge diversity qualities. Being a major financial organization across Australia, the Commonwealth Bank has been an ideal place for the employees and the aspects put together are significantly important for a long term development of employment relationships in an out. The bank has been setting a framework or an ideal guiding process that is suitable for many similar organizations and businesses. Having a strong employment relation across the industry is also an important factor that has made this particular organization one of the most successful across Australia and the world (Fairwork.gov.au, 2020). The company has been significantly working in relativity with its workforce to bring considerable changes as required with the changing operational nature and association needs. This has made the organization more diverse and oriented towards recognizing the employees as a key entity to the organizational progress. The differences are assessed regularly and changes are made across their enterprise agreement to improve the process constantly. A detailed assessment of the enterprise agreement process for this institution is provided in the below mentioned sections. This will act as a guiding process for the whole process and are incorporated with sufficient support for both the employees as well as the employers (Goh and Okumus, 2020).
Like any other major institution, the enterprise agreement is also applied to the Commonwealth Bank of Australia. The scope of this coverage is highly influential and thus is linked to promote better identities all along the process of managing workplace obligations and operations. This huge scope is liable the incorporate better understanding and enhance the whole structural appearance of any financial institution. As these are the set of obligations that are put in to place for efficient operation across the industry and achievement of a more suitable framework that is linked to promote a more desirable working structure for the employees as well as the employers (Baum et al. 2016). An enterprise agreement acts as a proper set of guidelines that are placed and are integrated to promote better outcomes linked to the process of proper organization and its services management. A large amount of change based attribute is associated to integrate a more ideal and organized form of essentials all along the process of workforce management. Managing employees requires huge efforts and managing their benefits for achieving a competitive edge is highly desirable. In order to accomplish that the outcomes are integrated and a more suitable form of incentive system is built that is essential for justifying the process of development across organizational management (Tenhiälä et al. 2016).
Wages are an important particular that is associated with any enterprise agreement. Inclusion of wages across an enterprise agreement formulates it and makes the institution legally bound to compete with the available workforce. $19.49 is the minimum per hour wage for employees in Australia. This standard is set by the relevant authorities and thus are liable to be included under any particular enterprise agreement. But since, the enterprise agreement produced under this scenario includes a pay of $18.65 per hour for 12 months. Marley has been receiving a per hour wage that is even lower than the national minimum wage standard. Thus, it can be concluded that this enterprise agreement is violating her basic right to equal wages for work and thus this situation is worst than the fast food award. An enterprise agreement is liable to strengthen the desired network of workers across an enterprise by providing better wages and suitable working conditions (Bishop, 2018). In case, these attributes are not fulfilled the enterprise agreement is of no major value and is limited to produce insignificant impacts across the organizational structure. Marley is being exploited under the current enterprise agreement and this should not continue. The obligations that are supported through this enterprise agreement are more likely to favour the employer as compared to the employees (Fairwork.gov.au, 2020). On the other hand an enterprise agreement is liable to be able to counter the issues faced by common employees and establish a bargained form of relationship between both the constituents. This helps in constructing a high end response system and a detailed form of support mechanism across the relative employment process. Although, the inclusions across this segment is particularly based on limited obligations and less ideal framework for managing the profitability across the enterprise.
In case of redundancy an employer is entitled to pay its employee on the basis of their continuation service period at the enterprise. The ordinary working hours are paid on the basis of employee's base pay rate. The redundancy pay does not include incentive based payment and bonuses, penalty and overtime rates, loadings, monetary allowances and other separately identified amount. The redundancy pay scale is provided in the below mentioned sections. Based on the amount of time for the continuous services, this pay is calculated (McDonnell et al. 2016). This explains the fact that the longer the working duration for a particular enterprise, the more redundancy pay an employee receives in case any redundancy occurs.
Another important factor that plays a crucial role in justifying better redundancy structure is the introduction of NES. The current status or entitlement for redundancy pay is based on the introduction of NES. For instance, if an individual employee is not entitled to redundancy pay before 1 January 2010, the duration of their continuous services are only calculated from 1 January 2010 onwards.
Continuous service period |
Redundancy pay (Weeks) |
1 year to 2 years |
4 |
2 years to 3 years |
6 |
3 years to 4 years |
7 |
4 years to 5 years |
8 |
5 years to 6 years |
10 |
6 years to 7 years |
11 |
7 years to 8 years |
13 |
8 years to 9 years |
14 |
9 years to 10 years |
16 |
More than 10 years |
12 |
There are several other possibilities for the reduction in redundancy pay in reference to the employment conditions. These particular conditions are liable to have a positive as well as negative impact over the ultimate redundancy pay that is to be provided to the employee. For instance, in case the employer finds out other employment acceptance for the employee or the employer is unable to pay the full redundancy amount, they can change the redundancy pay to a significantly smaller scale (Ranjan and Edwards, 2018).
Application of redundancy pay is also based on a number of conditions that are available across the employment sector. Below mentioned are a number of instances that are liable to impact the redundancy pay for each of the employees. These are the essential attributes that are required to be satisfied in order to produce a redundancy pay from any enterprise (Davidson et al. 2017).
These particular situations and conditions are linked to the unavailability of redundancy pay across an interprise. An enterprise having any of these attributes functional is not liable to pay any redundancy pay to the employees (Patel et al. 2018).
The legal obligations for Justine are in place and in case each of the above mentioned aspects are fulfilled the enterprise must pay redundancy pay to her. It is better than the fast food award as there are enough obligations linked to the process and the employees are provided with suitable approaches in support.
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