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WORKPLACE RELATIONS

Our experienced workplace relations experts offer specialised services unique to Master Builders, providing members with comprehensive and tailored information.

Whether you need advice on subcontract arrangements, wages, employment conditions, or dispute resolution, we’ve got it covered.

CONTACT OUR WORKPLACE/EBA SPECIALIST

OPERATIONS ASSISTANCE

  • Award wage rates, allowances and penalty payments
  • Redundancy and long service leave calculations
  • Unfair dismissal claims
  • Distinguishing between subcontractors and employees
  • Employment relations site management including on-site conditions, confidential auditing of wages, superannuation information, workers compensation, and industry award requirements.

STRATEGIC ADVICE

  • Negotiation and development of enterprise agreements
  • Dealing with unions and staff
  • Dispute prevention, management and resolution
  • Employment advisory service covering award interpretation, recruitment, employment contracts, performance counselling and employment termination.

EMPLOYEE OR CONTRACTOR

There is widespread practice in the building industry for workers to be engaged as contractors, rather than as employees. Understanding the differences between these two types of engagement is crucial for both independent contractors and their hirers to ensure the arrangement is lawful.

The Independent Contractors Act 2006 provides a statutory definition of ‘independent contractor’ which reflects the common law test. In addition, the Fair Work Act 2009 includes laws to prevent sham contracts. Parties to sham contracts may incur civil penalties (fines) under these Acts.

ENTERPRISE BARGAINING AGREEMENTS (EBA)

An enterprise agreement (EBA) is a formal employment agreement negotiated between an employer and its employees (or their representatives). The EBA must be registered with the Fair Work Commission and meet the minimum standard of pay in the Award. It can exclude various Award conditions if employees are better off under the EBA than the Award.

Enterprise bargaining can be made easier and more certain with the assistance of Master Builders. We provide our members support with planning, negotiation, paperwork, and lodgment with the Fair Work Commission.

STATE OR FEDERAL?

Employers in Western Australia may be covered by either the Western Australian industrial relations system or the Federal industrial relations system depending upon the nature of the business.

Pty Ltd employers (companies) and their employees are in the federal system (Fair Work Act 2009 and modern awards). Sole traders, unincorporated partnerships, or unincorporated trusts are covered by WA state award system.

Master Builders can identify the employment legal obligations that apply under each industrial relations system.

WAGES & ALLOWANCES

Master Builders provides specialist and up-to-date advice on wages and allowances for members throughout Western Australia. We can assist you in:

  • Understanding modern and state awards
  • Ensuring apprentices are paid according to relevant award and legislative requirements
  • Complying with awards and industry rates, 2021 wage increase.

View: 2 July 2021 -  BUILDING AND CONSTRUCTION GENERAL ONSITE AWARD NON-RESIDENTIAL CONSTRUCTION

View: 2 July 2021 -  BUILDING AND CONSTRUCTION GENERAL ONSITE AWARD RESIDENTIAL CONSTRUCTION

View: 2 July 2021 - JOINERY AND BUILDING TRADES AWARD

  • Calculating correct rates of payment for inclement weather and other allowances

If your questions are not answered by the information provided on our website, you can phone or email us for further advice and guidance.

RDOs & PUBLIC HOLIDAYS 

RDOs and Public Holidays

INCLEMENT WEATHER CALENDAR 2022-2023

Inclement Weather Calendar 2022-2023

NATIONAL EMPLOYMENT STANDARDS

Under the National Employment Standards (NES), as part of the Fair Work Act 2009, ten minimum legal standards apply to employees in the private sector, which cannot be reduced by awards or enterprise agreements. The standards may be supplemented or changed; however, the conditions cannot be less favourable to an employee when compared to the NES.

The ten standards are:

  1. Maximum weekly hours (38 hours, plus reasonable overtime)
  2. Right for parents to request flexible work arrangements
  3. Parental leave – 12 months unpaid for each parent (modified)
  4. Annual leave
  5. Personal/carer’s and compassionate leave (paid and unpaid)
  6. Community service leave (unpaid), including jury service (paid)
  7. Long service leave
  8. Public holidays
  9. Notice of termination and redundancy pay
  10. Provision of a Fair Work Information Statement for all new employees

CONTACT OUR WORKPLACE/EBA SPECIALIST