On 1 July 2018, the minimum wage in the Health Professionals and Support Services Award 2010 increased by 3.5%.
What does this mean to you?
For any practice that has employees covered by the Health Professionals and Support Services Award 2010 and are paying at or close to the minimum wage under the award, it is important to review and increase the employee’s minimum wages. It is crucial that practices increase staff pay, if they receive award wages, by the 3.5%, with weekly wages rounded to the nearest 10 cents.
What if I pay above the award rate?
Where your staff are paid above the award wage and have agreed to this rate, with the understanding that items such as overtime payments and leave loading won’t be applied, it is important to check that the increases to the award still meet the ‘better off’ test. This means that the staff member is still ‘better off’ on the rate of pay in place in comparison to what they would receive if they were receiving the minimum award rate plus full entitlements as outline in the award.
Changes to Penalty rates
You may have heard there have been changes to penalty rates. The changes affect staff covered under the Pharmacy, General Retail, Fast Food Industry, Hospitality or Restaurant Awards. These changes do not affect those employed under the Health Professionals and Support Services Award 2010.
How can RWS help?
We welcome our VPM clients to reach out to discuss and compare the adjusted rates against your current staff contracts to ensure you are meeting the current compliance standards.
If you are not a VPM client and would like some assistance is sorting out your employment contracts we would love the opportunity to assist you in meeting your compliance responsibilities.