Future Workplace Relations Compliance. (f) ensure the Company complies at all times and in all respects with the FW Act, Fair Work Regulations 2009 (Cth) and the MA;
Future Workplace Relations Compliance the Companies each undertake to: ensure compliance at all times and in all respects with applicable Commonwealth workplace laws and instruments, including but not limited to the FW Act, the Manufacturing Award and the Wine Award; implement systems and processes to ensure ongoing compliance with the obligations referred to in paragraph 15(j)(i) above, including obligations relating to rates of pay, loadings, penalties, taxation, superannuation and record keeping; and provide to the FWO, within 28 days of the Commencement Date, details of systems and processes implemented in satisfaction of the undertakings in paragraphs 15 (j)(i) and (ii) above; Self-audits and Reporting the Companies each undertake: to have completed by an external accounting professional (e.g. Certified Practicing Accountant), audit specialist or employment law specialist, at the Companies’ expense, an audit (Audit) of compliance with Commonwealth workplace laws and instruments, including but not limited to the FW Act, the Manufacturing Award and the Wine Award, in respect of pay, conditions and record keeping in relation to all of the relevant Company’s employees, according to the following schedule: an Audit of the first complete pay cycle following 1 July 2015, which is to be finalised within 28 days of the last day of the pay cycle; an Audit of the first complete pay cycle following 1 January 2016, which is to be finalised within 28 days of the last day of the pay cycle; an Audit of the first complete pay cycle following 1 July 2016, which is to be finalised within 28 days of the last day of the pay cycle; an Audit of the first complete pay cycle following 1 January 2017, which is to be finalised within 28 days of the last day of the pay cycle; an Audit of the first complete pay cycle following 1 July 2017, which is to be finalised within 28 days of the last day of the pay cycle; an Audit of the first complete pay cycle following 1 January 2018, which is to be finalised within 28 days of the last day of the pay cycle; within 7 days of the completion of each Audit, to provide the FWO with details of the methodology used to conduct the Audit and a copy of the certified audit report; in the event that an Audit discloses contraventions of any applicable Commonwealth workplace laws or instruments, to rectify all such contraventions within 14 days of receipt of the Audit results; and to provide evidence of rectification of all contraventions disclosed by an Audit to the FWO within 14 days o...
Future Workplace Relations Compliance. Ensure that it complies at all times and in all respects with the FW Act, the Fair Work Regulations 2009 (Cth) and the Fast Food Award. In addition to the requirement to provide a Fair Work Information Statement (FWIS) to new employees under the FW Act, Xxxx Xxxx Northland will provide the FWIS in the first language (where available from the FWO website) of the employee. Provide the FWO, within 28 days of the date of execution of this Undertaking, details of systems and processes already in place or to be implemented to comply with paragraph (d) above. Without limitation, such systems and processes will include systems and processes relating to: Ensuring employees receive the correct minimum rates of pay and entitlements, such as penalty rates and overtime rates; Issuing pay slips to employees within 1 working day of payment; Keeping accurate and complete records to ensure employees receive their correct wages and entitlements; and Provide to the FWO a copy of the Acknowledgement of Receipt – Fair Work Information Statement (Attachment C) referred to in paragraph (d) i for any new employees employed from:
Future Workplace Relations Compliance. Ensure the Employer complies at all times and in all respects with the FW Act, Fair Work Regulations 2009 and the MA; Self- Audit and Reporting Activity By 30 June 2017 have completed by an external accounting professional (e.g. Certified Practicing Accountant), audit specialist or employment law specialist (at the expense of the Employer) an audit of its compliance with the Fair Work Xxx 0000 (Cth), the Fair Work Regulations 2009 (Cth) and the Horticulture Award 2010 (MA).Specifically: The Employer must demonstrate compliance with their record keeping and pay slip obligations under the FW Act and Fair Work Regulations 2009; The Employer must demonstrate compliance with the MA, including, but not limited to, Clauses 10,14,15 and 28. The Employer must provide to the FWO evidence of superannuation contributions to a superannuation fund for the benefit of the employees as this will avoid the Employer being required to pay the superannuation guarantee charge under superannuation legislation with respect to employees; The audit is to be conducted upon a 20% sample of the Employer’s full-time, part-time and casual employees for a period of two (2) full pay periods of which at least one pay period must include a Public Holiday occurring in 2017; and The Employer must provide a copy of the audit report to the FWO by 7 July 2017. To make available to the FWO if requested the records used to conduct the audit; and Provide evidence of rectification of any contraventions disclosed by the audit to the FWO by 31 July 2017. No Inconsistent Statements The Employer: must not; and must ensure that each of its officers, employees or agents, do not, make any statement , orally or in writing or otherwise imply anything that is inconsistent with admission or acknowledgements contained in this agreement. Acknowledgements The Employer acknowledges that: the FWO may make this Undertaking (including any attachments) available for public inspection, including by posting it to its website at xxx.xxxxxxxx.xxx.xx (subject to the FWO taking any necessary steps to redact the names of individuals not party to the Undertaking); the FWO may release a copy of this Undertaking pursuant to any relevant request under the Freedom of Information Xxx 0000 (Cth); the FWO may issue a media release in relation to this Undertaking and from time to time, publicly refer to the Undertaking and its terms; the admissions made in the Undertaking may be relied upon by the FWO in respect of any future decisio...
Future Workplace Relations Compliance. Ensure that it complies at all times and in all respects with the FW Act, FW Regulations and the Food Manufacturing Award. Provide the FWO, within 28 days of the date of execution of this Undertaking, details of systems and processes already in place or to be implemented to comply with paragraph (c) above. Without limitation, such systems and processes will include systems and processes relating to: Ensuring employees receive the correct minimum rates of pay and entitlements, such as penalty rates and overtime rates; Issuing pay slips to employees within 1 working day of payment; and Keeping accurate and complete records to ensure employees receive their correct wages and entitlements FWO My Account Registration within 14 days of the execution of this Undertaking, register with the FWO ‘My Account’ portal at xxx.xxxxxxxx.xxx.xx and have completed the profile, minimum pay rates and Award options Within 14 days of the execution of the Undertaking provide to the FWO the Viplus Diary ‘My Account’ registration number.
Future Workplace Relations Compliance ensure compliance at all times and in all respects with applicable Commonwealth of Australia workplace laws and instruments, including but not limited to the FW Act and the Poultry Processing Award 2010, by developing systems and processes to ensure ongoing compliance with those requirements. Without limitation, such systems and processes relating to: ensuring employees receive the correct minimum rates of pay and entitlements, such as penalty rates and overtime rates; ensuring employees are correctly classified under the appropriate instrument, taking into account the employees duties, skill level and qualifications; issuing payslips to employees within 1 working day of payment; and keeping accurate and complete records to ensure employees receive their correct wages and entitlements. where contacted by current or former employees not named in this Undertaking alleging that their lawful entitlements have not been met, Xxxxx-Lead agrees to: notify the FWO within 7 days of receiving the allegation detailing the nature and content of the allegation; within 28 days of receiving the allegation, take all reasonable steps to ascertain whether a contravention or contraventions of the FW Act has occurred, and where such contraventions are found, rectify those contraventions within 14 days; within 7 days of resolving the allegation, provide the FWO with evidence that any identified underpayments have been paid and evidence that other issues have been resolved; should a decision be made not to rectify an allegation raised, notify the FWO why the allegation could not be resolved within 28 days of receipt of the allegation.
Future Workplace Relations Compliance. Ensure that UNIMET complies at all times and in all respects of Act, the Fair Work Regulations 2009 (Regulations) and the Security Award including but not limited to: Provide to the FWO, within 28 days of the date of execution of this Undertaking, details of the systems and processes in place or to be implemented that comply with paragraph (f) above. Without limitation, such systems and processes will include: Ensuring employees receive the correct minimum rates of pay and entitlements such as penalties and overtime rates; Ensuring employees receive their break entitlements in accordance with 21.6 of the Security Award, in particular a clear delineation for each employee about whether they are on an unpaid break or crib break entitlement as per subsection (a) and (c); Provide to employees a direct line of communication with payroll and management to raise issues about their pay and other conditions of employment, such as via a designated email address or contact person; Ensure that operations managers communicate promptly with payroll about changes to employee conditions of employment and rostering conditions.
Future Workplace Relations Compliance. The Employer undertakes to: ensure compliance at all times and in all respects with applicable Commonwealth workplace laws and instruments, including but not limited to the FW Act and the Award, in respect of the Business and any future businesses operated by the Xxxxxxxx Xxxxxx and/or Xxxxxx Xxxxxx Xxxxxx (whether as a sole trader, a director of a company or by way of any other business structure). Provide the FWO, within 60 days of the date of execution of this Undertaking, details of systems and processes already in place or to be implemented to comply with paragraph (e) above. Without limitation, such systems and processes relating to: Ensuring employees receive the correct minimum rates of pay and entitlements, such as penalty rates and overtime rates; Keeping accurate and complete records to ensure employees receive their correct wages and entitlements.
Future Workplace Relations Compliance. The Company undertakes to: ensure compliance at all times and in all respects with applicable Commonwealth workplace laws and instruments, including but not limited to the FW Act and the Award, in respect of the business and any future businesses operated by the Xxxx Xxxxx and/or Xx Xxxxxx Xxxxxx (whether as a sole trader, a partnership, a director of a company or by way of any other business structure). Provide the FWO, within 60 days of the date of execution of this Undertaking, details of systems and processes already in place or to be implemented to comply with paragraph (e) above. Without limitation, such systems and processes relating to: Ensuring employees receive the correct minimum rates of pay and entitlements, such as penalty rates and overtime rates; Keeping accurate and complete records to ensure employees receive their correct wages and entitlements. Audit Activity Cause to have performed by an accounting professional (for example a Certified Practising Accountant) or an employment law specialist, at the Company’s expense, audits of the Company’s compliance with all Commonwealth workplace laws and instruments (Audits), relating to the pay and conditions of all employees as follows: Audit 1 is to be finalised by 30 September 2017 and is to include: an Audit of the first complete pay cycle following 1 August 2017 in respect of pay rates, conditions, payslips and record keeping in relation to all of employees; an Audit of annual leave entitlements of all employees for the period 1 February 2017 to 31 July 2017. This includes verifying whether annual leave has been accrued and paid in accordance with section 90(1) and section 90(2) of the FW Act and clause 34 of the Award. Audit 2 is to be finalised by 30 September 2018 and is to include: an Audit of the first complete pay cycle following 1 August 2018 in respect of pay rates, conditions, payslips and record keeping in relation to all of employees; an Audit of annual leave entitlements of all employees for the period 1 August 2017 to 31 July 2018. This includes verifying whether annual leave has been accrued and paid in accordance with section 90(1) and section 90(2) of the FW Act and clause 34 of the Award. without limiting paragraph 11(g)(i) above, ensure that each Audit examines the Employer’s compliance with any wage rate, penalty or allowance increases flowing from the Fair Work Commission’s Annual Wage Reviews; Provide to the FWO within 14 days of each of the finalisation dates specified in...
Future Workplace Relations Compliance. Ensure compliance at all times and in all respects with applicable Commonwealth of Australia workplace laws and instruments, including but not limited to the FW Act and the Modern Award, by developing systems and processes to ensure ongoing compliance with those requirements;
