Legal E: Update - Wage Rise 2015

What You Need to Know About The 2015 Wage Rise!

On 2 June 2015 we advised you of the outcome of the Annual Wage Review for 2015. Now that the dust has settled, here are some things to consider as 1 July 2015 fast approaches.

Updated Awards

The Fair Work Commission has posted draft determinations for each of the Modern Awards on its website. Parties had until 11 June 2015 to make enquiries or suggest amendments. The determinations will now be confirmed in the next week. This occurred on 18 June 2015.

Calculation of Penalty Rates and Loadings

The Pay and Conditions Tool found at the Fair Work Ombudsman’s Website will be updated once the Award rates are finalised but that will only occur very shortly before 1 July 2015. If you need rates calculated in advance of that date, we are able to assist you.

But Not All Rates Are Increasing!

Now that we have alerted you that many rates are going up, we thought we should highlight what rates might not increase.

So who doesn’t automatically get a pay rise?

  • Employees who are covered by an Award but have entered into a written guarantee of annual earnings that their remuneration will be higher than the threshold of $136,700.00.
  • Salaried employees, whose annual salary is equal to or higher than what they would have been paid under the applicable Award.
  • Employees who, whilst covered by an Award, are paid at a sufficiently higher weekly or hourly rate, such that what they are earning is still more than the Award minimum after 1 July 2015.
  • Employees covered by an Enterprise Agreement which provides for remuneration higher than that payable under the relevant Award.
  • Employees who are not covered by an Award or Agreement but are earning sufficiently higher than the National Minimum Wage that the increase to the NMW will not be more than their current earnings.

So I Can Relax and Not Worry About The Increase?

Sorry, but no. You will still need to review your wage arrangements for each individual employee and double check that the 1 July increase does not impact on any of your employees’ remuneration.

And you need to make sure that the wording of your employment contracts are not affected by the increase as well.

In addition, if your employment contracts contain an obligation to review your employees’ wages on an annual basis, you are obliged to undertake that review, even if you ultimately decide that you will not increase anyone’s remuneration.

The end of the financial year is not far away, so don’t leave it too much longer!

For more information please contact:

Joanna Andrew, Partner
Ph: (08) 8414 3454
e: jandrew@mellorolsson.com.au    

Elizabeth Olsson, Senior Associate
Ph: (08) 8414 3413
e: 
eolsson@mellorolsson.com.au

 

The contents of this E-Alert is for general information only. It is not intended as professional advice - for that you should consult a solicitor or barrister, or any other suitably qualified professional such as your accountant.

Practice Area: Employment

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