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Transcript

What Are Your Employee Rights? · She's On The Money

0:00
Speaker 1: Hello.
0:01
Speaker 2: My name's Santasha Nabananga Bamblet. I'm a proud yr the Order,
0:05
Speaker 2: Kernie Whoalbury and a waddery woman. And before we get
0:08
Speaker 2: started on She's on the Money podcast, I would like
0:11
Speaker 2: to acknowledge the traditional custodians of the land of which
0:14
Speaker 2: this podcast is recorded on a wondery country, acknowledging the elders,
0:19
Speaker 2: the ancestors and the next generation coming through as this
0:23
Speaker 2: podcast is about connecting, empowering, knowledge sharing and the storytelling
0:28
Speaker 2: of you to make a difference for today and lasting
0:31
Speaker 2: impact for tomorrow.
0:33
Speaker 1: Let's get into it.
0:34
Speaker 3: She's on the Money, She's on the Money.
0:57
Speaker 4: Hello, and welcome to She's on the Money, the podcast
1:00
Speaker 4: for millennials who want financial freedom. My name is Georgia King,
1:04
Speaker 4: and joining me as she does agent every single Wednesday,
1:07
Speaker 4: is Miss Victoria Divine V.
1:09
Speaker 1: How are we Georgia King? I am well what about you?
1:12
Speaker 4: Yeah, good girl. So today we are going to talk
1:15
Speaker 4: about employee rights. It is such a common concern in
1:18
Speaker 4: the community and it can be very overwhelming when you're
1:21
Speaker 4: in the middle of having your rights breached in the workplace.
1:24
Speaker 4: But you do have rights, which is what we're going
1:26
Speaker 4: to talk about today.
1:27
Speaker 1: It's kind of helpful. Yeah, all right, so this episode
1:30
Speaker 1: is pretty basic stuff, but there are a lot of
1:32
Speaker 1: elements to discuss. Let's be honest. We want to get
1:34
Speaker 1: you thinking about your rights and encourage you to check
1:37
Speaker 1: out the links that are going to be published with
1:38
Speaker 1: this episode to do more digging. If any of this
1:41
Speaker 1: has raised concerns for you about you and your workplace,
1:44
Speaker 1: which unfortunately, George, I'm seeing it all over TikTok, I'm
1:47
Speaker 1: seeing it all over Instagram at the moment, people being like,
1:50
Speaker 1: oh my gosh, my employer doesn't let me xyz and
1:52
Speaker 1: it's blowing my mind. And I guess this is where
1:56
Speaker 1: this topic has come from, because I'm just going, well,
1:58
Speaker 1: people aren't being treated with the respect that they deserve,
2:02
Speaker 1: and it's not just respect, it's actually just basic human rights,
2:06
Speaker 1: and too many of us just take it as well.
2:07
Speaker 1: That's how it works. Like they're the employer, they've got
2:09
Speaker 1: the power. No sit down, seas like we are going
2:12
Speaker 1: to school you. At the end of this episode, you
2:14
Speaker 1: are going to be confident. You are going to be
2:15
Speaker 1: telling your boss not to treat you like trash. And
2:18
Speaker 1: if your boss isn't treating you like trash, hopefully you
2:20
Speaker 1: can learn a few things. So if one of your
2:21
Speaker 1: mates is like, all right, well my boss is not
2:23
Speaker 1: being kind, you can be like, all right, sit down,
2:25
Speaker 1: I got you.
2:26
Speaker 4: Let me let me talk, let me tell you. Yes exactly,
2:29
Speaker 4: So we're gonna be talking about industry awards and agreements,
2:32
Speaker 4: so branuation, oh and s unfair dismissal, the fair work
2:35
Speaker 4: Tribunal and so much more.
2:37
Speaker 1: What a dream? You guys heard that list and we're like, wow,
2:40
Speaker 1: sexy g king tell me more. And honestly, sadly, sometimes
2:44
Speaker 1: employers are pretty backwards about coming forwards with your rights
2:47
Speaker 1: and they just don't do things that they are legally
2:50
Speaker 1: required to. And gee, you and I know that much
2:52
Speaker 1: of our community are very early on in their employment journey,
2:56
Speaker 1: so it's really easy to get taken advantage of. Sadly,
2:58
Speaker 1: did you know that you actually need to be paid
3:00
Speaker 1: for meetings? And like, did you ever work in retail?
3:02
Speaker 4: G not retail but hosspone?
3:04
Speaker 1: Yeah? Did they ever make you come in early? Yeah?
3:07
Speaker 4: But pizza party? Oh? Sorry, not early, but that was.
3:09
Speaker 1: After we go to the States. Yeah, yeah, no, you
3:12
Speaker 1: needed to be paid for that, Nike, If that's a
3:14
Speaker 1: work meeting. Come in, you want to come in fifteen
3:16
Speaker 1: minutes early before you shift? Am I being paid?
3:19
Speaker 4: No?
3:19
Speaker 1: Well, I guess I don't need to be there there.
3:21
Speaker 4: Oh I bloody you need some compensation. V. Let's start
3:24
Speaker 4: with work conditions. There are rules about what employees get
3:27
Speaker 4: at work, such as what hours they work, how often
3:29
Speaker 4: they have to take a break, et cetera, et cetera.
3:32
Speaker 4: Where is all of that stuff actually laid out?
3:33
Speaker 1: So the rules are in lots of different places, such
3:36
Speaker 1: as an award or a registered agreement or even your
3:39
Speaker 1: employment contract, and an employee's minimum titlements are set out
3:43
Speaker 1: in the National Employment Standards, which is called the NEES
3:47
Speaker 1: for short, which is a registered agreement and can provide
3:49
Speaker 1: for other entitlements, but those entitlements can't be less than
3:53
Speaker 1: what's in the NES. So gee, if you've got an
3:55
Speaker 1: employement agreement and it says you get one fifteen minute break,
3:59
Speaker 1: but the NES is you get a half hour break,
4:00
Speaker 1: you get a half hour break. It doesn't matter what
4:02
Speaker 1: it says in your employment contract that any s is
4:05
Speaker 1: the bare minimum. So if I were you and you
4:08
Speaker 1: feel like maybe your employment contract is a little bit
4:10
Speaker 1: more snug than it should be. I'd check that because
4:13
Speaker 1: the reality is that any s is the bare minimum.
4:17
Speaker 1: If an award covers the employee, the entitlements can't be
4:20
Speaker 1: overall less than the award that exists. Employment contracts also
4:25
Speaker 1: can't reduce someone's entitlements under the NES, which is what
4:27
Speaker 1: I said before. But I've listed it down, so it's
4:29
Speaker 1: just going to harp on about it, and you can
4:31
Speaker 1: find employee pay rates or learn more about entitlements. You
4:34
Speaker 1: can go to fair Work dot gov dot au obviously
4:37
Speaker 1: g the link is going to be in the show notes.
4:39
Speaker 4: Obviously. They also have a really good quiz on there
4:43
Speaker 4: to bed where you can test your knowledge on common
4:45
Speaker 4: employee entitlements so that like flexible working arrangement, it's it's
4:51
Speaker 4: not fun. You're gonna love it, no love, You'll get
4:53
Speaker 4: ten out of.
4:53
Speaker 1: Ten, thank you. But I also would prefer to just
4:56
Speaker 1: be treated properly, not have to do a quiz to
4:58
Speaker 1: see if I know what my right.
4:59
Speaker 4: Well, if anyone this thing is interested in the quiz,
5:01
Speaker 4: it's called the Workplace Basics Quiz, and you'll find feedback
5:04
Speaker 4: and links to helpful resources in there. A lot of fun.
5:08
Speaker 4: But you mentioned awards earlier I did.
5:11
Speaker 1: What is not like a first award or a second
5:13
Speaker 1: award or a best like She's on the Money TITA
5:15
Speaker 1: Member of the Week, which you clearly own and get
5:18
Speaker 1: awarded every single week. But essentially, awards are legal documents
5:22
Speaker 1: that outline the minimum pay rates and conditions for our
5:25
Speaker 1: type of employment. There are actually heaps of these. There
5:28
Speaker 1: are more than one hundred different industry or occupation awards
5:31
Speaker 1: that cover most people who work in Australia. And again
5:34
Speaker 1: we're going to plug the Fairwork website, but you can
5:36
Speaker 1: find yours at Fairwork dot gov dot au, forward slash
5:38
Speaker 1: employment conditions, forward slash Awards. But I wouldn't type that in.
5:41
Speaker 1: I'd just go fair Work Awards, employment Conditions and like
5:45
Speaker 1: google it and then it all come up. Yeah, quick hack.
5:47
Speaker 1: You can actually solve most things by googling it. G
5:50
Speaker 1: And spoiler alert, I'm probably going to say fair Work
5:53
Speaker 1: about a million times in this episode because they are
5:55
Speaker 1: the og for information when it comes to anything pertaining
5:58
Speaker 1: to your rights at work. So get ready because you're
6:01
Speaker 1: probably going to get sick of it.
6:02
Speaker 4: Stunning love it. Let's talk leave entitlements, see annual. That's
6:08
Speaker 4: all I can think of at the moment, who gets.
6:10
Speaker 1: Again, we can get care is leave. All employees, except
6:13
Speaker 1: for casual employees, get paid annual leave, and the entitlement
6:17
Speaker 1: to annual leave actually comes from the NES. So our
6:19
Speaker 1: National Employment Standards and Awards, enterprise agreements and other registered
6:23
Speaker 1: agreements can't offer less than the ANYS, which I've said before,
6:27
Speaker 1: but they can give you more. So that could be
6:28
Speaker 1: a nice little spicy bonus. Like if the nes says
6:31
Speaker 1: for your job that you get four weeks a year
6:33
Speaker 1: and your boss is like, well, actually we are for five. Well, well, perk,
6:36
Speaker 1: that's nice. That's different. That's unusual.
6:40
Speaker 4: How much annual leave does an employee usually get.
6:43
Speaker 1: So, as a standard for full time and part time employees,
6:47
Speaker 1: it's four weeks of annual leave per annum based on
6:50
Speaker 1: your ordinary hours of work, and then shift workers they
6:54
Speaker 1: might get up to five weeks of annual leave according
6:57
Speaker 1: to the NYS per year. Obviously, it's going to change,
7:00
Speaker 1: it's going to be different. And even if your employment
7:02
Speaker 1: contract says more than that, then great, wham bam, thank
7:05
Speaker 1: you ma'am. That's very exciting. But if it's less then
7:08
Speaker 1: it's a no for me.
7:09
Speaker 4: Okay. There is also a stunning little leave calculator on
7:13
Speaker 4: our favorite fairwork website as well. If you are a
7:17
Speaker 4: title too, how does and you'll leave actually accumulation?
7:20
Speaker 1: Okay, so before I answer that, I also want to
7:22
Speaker 1: go back to your little calculator because it sounds really sexy.
7:24
Speaker 1: Love a calculator. But you can also find your leave
7:27
Speaker 1: entitlements and how much and you'll leave you have on
7:30
Speaker 1: your pay sleep, so it should always keep track of that,
7:32
Speaker 1: and it will tell you usually in hours not days.
7:35
Speaker 1: It might be like, oh, you have four hours of
7:37
Speaker 1: annual leave and you kind of accrue it that way,
7:39
Speaker 1: so check that. Then you can cross check it based
7:41
Speaker 1: on that calculator. I think is probably the best way
7:44
Speaker 1: to do it. But let's go back to your question
7:45
Speaker 1: about annual leave and how it accumulates. So and youual
7:49
Speaker 1: ly accumulates from literally the first day you have of employment,
7:52
Speaker 1: even if you're in a probation period, so you don't
7:54
Speaker 1: have to wait to start getting annual leave, and leave
7:56
Speaker 1: accumulates gradually during the year, and any unused and you'll
8:00
Speaker 1: leave will and should roll over from year to year,
8:03
Speaker 1: so your employee can't be like you didn't use it.
8:05
Speaker 1: G So we're just going to put it in the
8:06
Speaker 1: bin and start again. Yeap illegal not an option, and
8:10
Speaker 1: you'll leave accumulates when an employee is on paid leave
8:13
Speaker 1: as well, So if you're on paid annual leave and
8:16
Speaker 1: paid sick cares leave, you actually still accumulate and you'll
8:20
Speaker 1: leave community service leave, including jury duty, which I thought
8:23
Speaker 1: I was going to have to do. Yeah, I thought
8:25
Speaker 1: I was going to have to do a few years ago,
8:26
Speaker 1: and then I got booted off. Your sad story. They
8:30
Speaker 1: just thought that I would be too emotional about a
8:33
Speaker 1: child issue. Oh they're not wrong. Would have been, so
8:36
Speaker 1: it was probably a good yeat. And also if you're
8:39
Speaker 1: on long service leave, you can accumulate it annually. Doesn't
8:42
Speaker 1: accumulate though, when you're on unpaid and you'll leave, yeah,
8:45
Speaker 1: because obviously like you're going into the negative. So that
8:48
Speaker 1: kind of makes sense to me. Unpaid sick care is leave,
8:51
Speaker 1: or parental leave or unpaid family and domestic violent sleeve.
8:55
Speaker 1: So anything that's unpaid usually not accumulating any type of
8:58
Speaker 1: anual leave. But if you're being paid to be on leave,
9:01
Speaker 1: then yes, you are accruing. It is the tel D.
9:03
Speaker 4: It's a good way of thinking of it. Sicklyve. Just
9:06
Speaker 4: a quick side note here, you're entitled to ten days
9:09
Speaker 4: or something like that per year out does that rollover
9:11
Speaker 4: or no?
9:13
Speaker 1: It usually is just ten a year and it doesn't
9:15
Speaker 1: add up or roll over, And you also don't get
9:17
Speaker 1: paid out sick leave when you leave. It's just kind
9:20
Speaker 1: of a if you're not well and you need to
9:22
Speaker 1: take some time off, we can do that. Some employers
9:25
Speaker 1: will be a bit more flexible, and you know, gee,
9:27
Speaker 1: if you're really sick, they'll be like, just gone sickly
9:29
Speaker 1: if it's fine, or maybe they'll say, okay, well we
9:32
Speaker 1: need a doctor's certificate to give you further like it
9:35
Speaker 1: kind of is negotiable. But that in the NES is
9:38
Speaker 1: the bare minimum on sick leave. Though, say you work
9:42
Speaker 1: in retail. I'm a bit jaded here, George, because I
9:45
Speaker 1: worked in retail for a very long time and I
9:47
Speaker 1: just feel like the manager I was on a little
9:49
Speaker 1: bit of a power trip that I didn't understand at
9:52
Speaker 1: that point in time. But in hindsight, I'm like, whoa
9:54
Speaker 1: victoria You put up with that ill? Your manager cannot
9:59
Speaker 1: make you come in If you say, hey, I am
10:01
Speaker 1: actually unwell, can't come into work today? They can't go, Oh, sorry,
10:04
Speaker 1: we don't have anyone to cover your shift. George King,
10:06
Speaker 1: You're gonna have to do it. No, sorry, manage it.
10:09
Speaker 1: You're a manager, organize it. Yeah. Anyway, people are going
10:12
Speaker 1: to be really not happy with me in this episode,
10:14
Speaker 1: but I don't really care.
10:15
Speaker 4: It's good. It's good VD. It's no secret superannuation is
10:19
Speaker 4: your favorite topic in the whole wide world.
10:23
Speaker 1: And wedding planning. That's also very close to my heart
10:25
Speaker 1: at this point in time.
10:26
Speaker 4: What to employers owe us when it comes to super Okay, so,
10:29
Speaker 4: if you're.
10:30
Speaker 1: An employee, you're typically entitled to compulsory super contributions from
10:34
Speaker 1: your employer. Obviously there are different ways about it, but essentially,
10:37
Speaker 1: if you're over the age of eighteen, absolutely everybody gets
10:40
Speaker 1: paid super. Now, historically that wasn't the case. You had
10:43
Speaker 1: to meet a minimum criteria of how much you earn
10:45
Speaker 1: every fortnight to actually accumulate it. But now everyone who
10:50
Speaker 1: is an adult that is working gets superannuation, which I
10:53
Speaker 1: think is thriller, is exy, and these super guaranteed contributions
10:57
Speaker 1: need to be a minimum amount based on your current
11:00
Speaker 1: super guarantee rate of your ordinary earnings, which is an
11:03
Speaker 1: absolute mouthful. But essentially, George, that right now is ten
11:06
Speaker 1: and a half percent. So ten and a half percent
11:08
Speaker 1: of your ordinary earnings needs to be paid into your
11:10
Speaker 1: superannuation up to what is called the maximum contribution base. Obviously,
11:15
Speaker 1: we're going to put in the show notes a link
11:17
Speaker 1: to the super guarantees rate from the ato's website because
11:20
Speaker 1: I love that website as well. But at the end
11:23
Speaker 1: of the day, your super guarantee isn't going to be
11:25
Speaker 1: less than somebody else's. And if an employer says, oh, gee,
11:28
Speaker 1: well actually we only pay five percent super, no you don't.
11:32
Speaker 1: That's not an option, right.
11:34
Speaker 4: Okay, so you just mentioned some changes there, Va, did
11:37
Speaker 4: you say this is going to be more.
11:39
Speaker 1: Oh yes, yeah, going up from here at my love.
11:42
Speaker 1: So essentially I did touch on it before because I
11:45
Speaker 1: really like getting ahead of myself. Last year, your super
11:48
Speaker 1: would have been a minimum of ten percent, and then
11:50
Speaker 1: this year, as of July twenty twenty two, it went
11:52
Speaker 1: up to ten and a half percent, and it's going
11:54
Speaker 1: to keep going up. I said before that my favorite
11:56
Speaker 1: thing about superannuation was that now everybody has access to it.
12:01
Speaker 1: Prior to July first, twenty twenty two, you needed to
12:04
Speaker 1: be paid more than four hundred and fifty dollars in
12:06
Speaker 1: a month in addition to meeting all other eligibility criteria
12:10
Speaker 1: to be eligible for Super. And now that has changed.
12:13
Speaker 1: But the super guarantee or the SG, which you might
12:15
Speaker 1: say on your pay sleep, I've had a few messages
12:17
Speaker 1: from that. She's on the money community asking me what
12:20
Speaker 1: SG on their pace slips is. It's super guarantee. It's
12:23
Speaker 1: your superannuation. But essentially our super guarantee schedule is going
12:27
Speaker 1: up and it's going to progressively increase each year by
12:30
Speaker 1: point five percent to get to twelve percent by July
12:33
Speaker 1: twenty twenty five, which I think is very very sexy.
12:35
Speaker 4: That is lovely. That's nice, very nice.
12:38
Speaker 1: If I'm being honest, it's still not enough for women
12:40
Speaker 1: to retire comfortably. But that's another conversation we can have
12:43
Speaker 1: another day, Georg.
12:44
Speaker 4: Key, Sure we will, so B when doesn't my employer
12:47
Speaker 4: have to make super contributions?
12:49
Speaker 1: So if they're not your employer, So if you're like
12:51
Speaker 1: a freelancer and you do your tax return by you know,
12:54
Speaker 1: being a sole trader or a company, then it's actually
12:57
Speaker 1: up to you to pay your own superannuation. That should
13:00
Speaker 1: be built into your hourly rate, which is why freelancers
13:03
Speaker 1: usually get paid more than a per hour employee generally.
13:07
Speaker 1: But I looked on the ATO website and they also
13:09
Speaker 1: do not have to pay you superannuation contributions. If you're
13:12
Speaker 1: paid to do work of a private or domestic nature
13:14
Speaker 1: for thirty hours or less each week.
13:16
Speaker 4: What does that mean?
13:17
Speaker 1: I don't know. It was on the ATO website. G King.
13:20
Speaker 1: If you're a non Australian resident and you're paid to
13:23
Speaker 1: do work outside Australia, which you're not an Australian resident,
13:27
Speaker 1: and you're working overseas, why would I just I was like, okay,
13:30
Speaker 1: mister Ato. The next is an Australian resident paid by
13:34
Speaker 1: a non resident employer for work done outside of Australia.
13:38
Speaker 1: I just you know, it's yeah, straight over my head
13:41
Speaker 1: to Gking. If you're a senior foreign executive on a
13:45
Speaker 1: certain class of visa sure, or you're temporarily working in
13:49
Speaker 1: Australia for an overseas employer and are covered by the
13:52
Speaker 1: superannuation provisions of a bi lateral social security agreement. So
13:57
Speaker 1: you know what all of that is actually telling me
13:59
Speaker 1: is no, nine point nine five percent of the time
14:02
Speaker 1: your employer should be paying your super unless you really
14:05
Speaker 1: resonated with any of those things that made no sense
14:07
Speaker 1: to us.
14:09
Speaker 4: Perfect. There's also a tool VD to work out if
14:13
Speaker 4: you are eligible for Super Guarantee contributions on the ATO website.
14:16
Speaker 1: It's way easier than that least I just read out,
14:19
Speaker 1: So probably go try.
14:20
Speaker 4: That, and it's going to be in the show notes.
14:22
Speaker 4: Guys are to it. What do I do if I
14:25
Speaker 4: found out my employer hasn't been paying my super riot brier.
14:29
Speaker 1: Yeah, you start a riot, k No, But literally what
14:32
Speaker 1: you're going to do is always check your superbalance. So
14:35
Speaker 1: let's step back a little bit. We're not worried about
14:37
Speaker 1: people who aren't paying SUPER yet, I actually am worried
14:40
Speaker 1: that you're not keeping track of your super. Your super
14:43
Speaker 1: is your money. As of this year, it is ten
14:46
Speaker 1: point five percent of your savings. Most of us aren't
14:49
Speaker 1: actually able to save that in our normal day to
14:53
Speaker 1: day life, but you're currently investing that. That's really important.
14:57
Speaker 1: Care about it. Superannuation can paid on different basises, so
15:02
Speaker 1: your employer might choose to pay it monthly, but it
15:04
Speaker 1: does need to be paid at a minimum quarterly. So
15:07
Speaker 1: for example, I pay our superannuation every single quarter because
15:11
Speaker 1: it's easier to just do it in a bulk lot, right,
15:13
Speaker 1: So it's not hard for your employer to do it either.
15:16
Speaker 1: G It's actually just as easy as paying a bill
15:19
Speaker 1: on be pay. So if they're saying it's complicated, it
15:21
Speaker 1: is not. I will school them. But essentially, what I
15:25
Speaker 1: want to do before telling you what to do if
15:27
Speaker 1: they're not paying you super is actually just be across it.
15:30
Speaker 1: So many of us do not log into our super accounts.
15:32
Speaker 1: We either don't know how much we have, or we go, oh,
15:35
Speaker 1: it's probably about you know, twenty grand or thirty grand,
15:37
Speaker 1: but we're not actually paying any attention to whether the
15:40
Speaker 1: contributions are being made, Are they being invested, Are they
15:43
Speaker 1: being invested in line with my values? Am I happy
15:46
Speaker 1: with the risk profile that has been chosen on my
15:48
Speaker 1: super account? Do I have more than one super account?
15:51
Speaker 1: Am I paying double fees? These are all questions that
15:53
Speaker 1: you need to ask yourself. And then furthering that, if
15:56
Speaker 1: you go and look, my friend and find that your
15:58
Speaker 1: employer has not been paying you super, gee, that's when
16:01
Speaker 1: we riot okay. But also we are going to start
16:04
Speaker 1: by having a conversation. We're gonna ask how they're paying
16:07
Speaker 1: Super when they're paying Super, or even if they're aware
16:09
Speaker 1: that they are legally required to pay Super, and go, hey,
16:12
Speaker 1: guys like, I don't know if you know this, but like,
16:14
Speaker 1: my super's not showing up. I feel like, Gee, in
16:17
Speaker 1: these circumstances, it's easier to feign a little bit of
16:20
Speaker 1: ignorance and go, oh my gosh, Gee, I don't really
16:23
Speaker 1: know how my Super account works. But the other day
16:25
Speaker 1: I logged in and I realized, like, none of my
16:27
Speaker 1: contributions are going there. Could you just check what account
16:30
Speaker 1: they're going through? Maybe I've given you an old account
16:32
Speaker 1: that I've forgotten about, and I know that that we
16:35
Speaker 1: shouldn't have to do that, And I'm not saying that
16:37
Speaker 1: that's quoite the best way to do it, but you know,
16:40
Speaker 1: knowing that she's on the money community, knowing me, knowing you,
16:42
Speaker 1: that's an easier in to go you're not paying my Super.
16:46
Speaker 1: Because it's also a very hard conversation to turn around
16:49
Speaker 1: and be like, gee, you're not paying me, Like that's
16:52
Speaker 1: messed up. So for me, let's find an easier way
16:55
Speaker 1: to start that conversation of like, oh, what account is
16:58
Speaker 1: it going into? And that my prompt them to scramble
17:01
Speaker 1: and actually pay it and be like, oh my gosh,
17:03
Speaker 1: our accounts the department messed up and they totally forgotten.
17:05
Speaker 1: It's definitely somebody else's fault, not mine. But gee, I
17:07
Speaker 1: looked after you and I fixed it when bam, Thank you, ma'am.
17:10
Speaker 1: I'll just keep track of that because that isn't on.
17:12
Speaker 1: But at least you're in the best possible circumstance. But two,
17:16
Speaker 1: really understanding your rights there, nobody cannot pay your super.
17:20
Speaker 1: If somebody is not paying you super, you can report it.
17:23
Speaker 1: If they haven't paid you super, they actually owe you
17:25
Speaker 1: interest on that money. So if they haven't paid you,
17:28
Speaker 1: they actually owe you more than what the superannuation they
17:32
Speaker 1: missed was. So say last year, g I didn't pay
17:35
Speaker 1: your super five hundred bucks and the share market has
17:37
Speaker 1: performed at seven percent, Well great, they also owe me
17:41
Speaker 1: seven percent on the five hundred dollars that wasn't invested,
17:43
Speaker 1: because it's not just the money I'm missing, it's the
17:45
Speaker 1: potential returns for my future retirement. So that is actually
17:49
Speaker 1: really big. And if you do report it to the ATO,
17:52
Speaker 1: they can be fined in addition to that. So it's
17:54
Speaker 1: very very bad, And to be honest, people go to
17:56
Speaker 1: jail for not paying Super. It's not just a oh sorry,
18:00
Speaker 1: I forgot it was a mix up. It's an actual offense. Yep,
18:02
Speaker 1: you could go to the Slammer. So if you've talked
18:05
Speaker 1: to your employer and that hasn't solved the problem, which
18:07
Speaker 1: is really sad because his spicy insight into Victoria's life,
18:10
Speaker 1: I have had a few messages recently from people in
18:14
Speaker 1: my community, my local community, saying, ah, my employer hasn't
18:18
Speaker 1: paid me Super. The next step is to actually lodge
18:21
Speaker 1: a claim and report them to the ATO via their
18:24
Speaker 1: online platform. So if you just google, obviously we're going
18:27
Speaker 1: to put the link to the ATO website in the
18:29
Speaker 1: show notes. But if you just google ATO report no
18:32
Speaker 1: pay Superannuation, it will actually just come up immediately and
18:36
Speaker 1: you can go through that. It is super easy, and
18:39
Speaker 1: you'll let the ATO know about your unpaid Super, your
18:42
Speaker 1: late Super payments or incorrect payments to the wrong fund,
18:46
Speaker 1: and the ATO will investigate it on your behalf. They
18:48
Speaker 1: take that stuff super seriously. Like it's very easy to report,
18:53
Speaker 1: won't cost you anything, And to be honest, all you
18:55
Speaker 1: have to do is say I haven't been paid super
18:57
Speaker 1: Because the ATO has access to all your data, they can.
19:00
Speaker 4: Check right, And so that is worth doing because you
19:03
Speaker 4: know a lot of the time people are like, uh, swim,
19:05
Speaker 4: but it's not going a couple of years ago.
19:08
Speaker 1: No, No, that's your money, that's your real gem. And
19:11
Speaker 1: also like taking it a little bit of a step further.
19:14
Speaker 1: G sorry, if they've done that to you, they're doing
19:17
Speaker 1: it to other people. I know you might go, oh,
19:19
Speaker 1: it was only five hundred bucks, it was a couple
19:20
Speaker 1: of years. Oh, I can't be bothered. Great, you know
19:23
Speaker 1: better now, But those poor people that are currently working
19:26
Speaker 1: for that employer are probably being treated in exactly the
19:29
Speaker 1: same way. And to be honest, I think, you know,
19:32
Speaker 1: in a kind of community way, we have an obligation
19:35
Speaker 1: to look after other people, and that's one of those obligations.
19:38
Speaker 1: Like I know you don't care about the five hundred bucks,
19:40
Speaker 1: but to me, it's principle. It's making sure that the
19:43
Speaker 1: future of that company is treated as well as you should.
19:46
Speaker 4: Have been perfect, and I would care about the five
19:49
Speaker 4: hundred bucks. The on that note, let's put a little
19:51
Speaker 4: plug in it. But on the other side, we are
19:53
Speaker 4: going to be covering off some sad stats grass yourself
19:56
Speaker 4: and also talking about all things oh and S. So
19:59
Speaker 4: don't go anywhere.
20:04
Speaker 2: V.
20:04
Speaker 4: Let's dive straight back in and talk about oh and S.
20:09
Speaker 1: I heard sad Stashtale has come to the table. Here
20:12
Speaker 1: she is.
20:13
Speaker 4: It's good to be here.
20:15
Speaker 1: So okay, be dramatic about it.
20:17
Speaker 4: Did you know, No, we'll just be normal. Did you
20:20
Speaker 4: know VD an Australian worker is seriously injured every two
20:24
Speaker 4: to three minutes.
20:25
Speaker 1: Really in twenty twenty two.
20:28
Speaker 4: That is wild.
20:29
Speaker 1: That's wild. I thought you were going to say, like
20:31
Speaker 1: in nineteen twenty four. No, say no, it's twenty twenty two.
20:36
Speaker 1: That's really sad.
20:37
Speaker 4: Wait for it more sad stats to come. Tragically, one
20:40
Speaker 4: hundred and ninety four people were fatally injured at work
20:43
Speaker 4: in twenty twenty.
20:44
Speaker 1: That's like a lot of people. I would really love
20:47
Speaker 1: to see the stats George of like what types of
20:50
Speaker 1: roles they're in, because that's wild.
20:53
Speaker 4: Me too.
20:53
Speaker 1: I'm sure they're not just walking into a podcast studio though.
20:56
Speaker 4: And have thought so. Ninety six percent of worker fatalities
20:59
Speaker 4: into twenty twenty were male.
21:01
Speaker 1: I'm not surprised by that, to be honest. Well, that speaks,
21:04
Speaker 1: you would just speaks transtruction traits.
21:07
Speaker 4: Yeah. There were a total of one hundred and twenty thousand,
21:09
Speaker 4: three hundred and fifty five serious workers compensation claims in
21:13
Speaker 4: Australia in twenty nineteen to twenty twenty. This was an
21:17
Speaker 4: increase from one hundred and fourteen thousand, four hundred and
21:19
Speaker 4: thirty five claims in twenty eighteen to twenty nineteen. So
21:24
Speaker 4: that's bloody massive.
21:25
Speaker 1: Yeah, that's a lot.
21:26
Speaker 4: And finally, the body stressing was the leading cause of
21:30
Speaker 4: serious worker is compensation claims in twenty nineteen to twenty twenty,
21:33
Speaker 4: accounting for thirty seven percent of all serious claims. Those
21:37
Speaker 4: are sad, sad stats, Gal, really sad stats. I feel
21:41
Speaker 4: like they're need to boody roll out more of those.
21:43
Speaker 4: Work Work's safe at V. Let's talk more about OH
21:47
Speaker 4: and S. What is it, how is it laid out?
21:49
Speaker 4: And who enforces it? All?
21:50
Speaker 2: Right?
21:50
Speaker 1: So ohn S stands for Occupational Health and Safety and
21:53
Speaker 1: the Occupational Health and Safety Act of two thousand and
21:56
Speaker 1: four or just standard. Let's pretend we work in HR
21:59
Speaker 1: for a second. The Act g yeah, is the main
22:02
Speaker 1: workplace health and safety law in Australia. It sets out
22:06
Speaker 1: key principles, duties, and rights all about h ands. Surprise,
22:09
Speaker 1: but you didn't see that coming.
22:11
Speaker 4: Makes sense.
22:11
Speaker 1: It exists to protect the health, safety and welfare of
22:14
Speaker 1: employees and other people at work. It aims to ensure
22:18
Speaker 1: that the health and safety of the public is not
22:20
Speaker 1: put at risk by work activities, which kind of just
22:22
Speaker 1: makes sense. But given the stats you gave, clearly not
22:26
Speaker 1: enough people are taking this seriously. Now, depending on your state,
22:29
Speaker 1: you'll either have work safe or safe work. Well, that
22:33
Speaker 1: just probably got a bit confused and then like really
22:35
Speaker 1: stuck to their guns. It's safe work. Just a little
22:38
Speaker 1: marketing mistake there, but it is their job to protect
22:41
Speaker 1: the health, safety and welfare of employees and other people
22:44
Speaker 1: at work. It also aims to ensure that the health
22:46
Speaker 1: and safety of the public is not put at risk
22:49
Speaker 1: by work activities. So I feel like that just makes sense.
22:52
Speaker 1: But they will also Safe work or work Safe or
22:54
Speaker 1: whoever you think you are, will monitor and enforce compliance
22:57
Speaker 1: with the OH and S Act and regulations. They will
23:00
Speaker 1: make recommendations to the Minister about the OH and S Act,
23:03
Speaker 1: regulations and compliance codes. Their job is to promote public
23:07
Speaker 1: awareness and discussion about occupational health safety and welfare issues.
23:10
Speaker 1: And their job is also to publish OH and S statistics,
23:14
Speaker 1: so maybe they're more legit stat scales than you are.
23:16
Speaker 4: WHOA.
23:17
Speaker 1: So you report incidents and make claims for injuries at
23:20
Speaker 1: work through work safe or safe work. The guys in
23:23
Speaker 1: New South Wales really just committed to it work safe none, no, no,
23:26
Speaker 1: it's safe work, safe work. They're doing a parma parme.
23:31
Speaker 1: It's clearly a parmer. I'm not a year to argue
23:34
Speaker 1: with you. But if we got on the pod with
23:36
Speaker 1: some people from New South Wales, they'd say pame. You
23:40
Speaker 1: know what.
23:40
Speaker 4: We counsel them v on that light note. Let's now
23:44
Speaker 4: talk about discrimination. What's going on there.
23:46
Speaker 1: It's not when somebody thinks it's a parmi and you
23:49
Speaker 1: don't like them. But under the Fair Work Act of
23:52
Speaker 1: two thousand and nine, it is unlawful for a workplace
23:54
Speaker 1: to discriminate against full time, part time and casual employees,
23:58
Speaker 1: probationary employees, apprentices, trainees and individuals employed for fixed periods
24:03
Speaker 1: of time or task based on the following arguably anybody,
24:06
Speaker 1: but based on race, color, sex, sexual orientation, age, physical
24:10
Speaker 1: and mental disability, marital status, family or care as responsibilities, pregnancy, religion,
24:15
Speaker 1: political opinion, national extraction, or social origin. And it is
24:18
Speaker 1: unlawful to refuse to hire a prospective employee based on
24:21
Speaker 1: one of the attributes that I just listed off really quickly.
24:25
Speaker 1: Where an investigation finds that the employer has or had
24:28
Speaker 1: discriminatory practices that are linked to adverse actions for employees
24:33
Speaker 1: or prospective employees, the fair work ombanesman might take enforcement action,
24:38
Speaker 1: which I think is very fair.
24:40
Speaker 4: Okay, what do you mean by adverse action though?
24:44
Speaker 1: Be okay? So adverse action taken by an employer includes
24:48
Speaker 1: doing things, or threatening, or organizing any of the following
24:51
Speaker 1: I've written a list, so sit down for this one.
24:53
Speaker 1: Dismissing an employee, injuring an employee in their employment, altering
24:57
Speaker 1: an employee's position to their detro, discriminating between one employee
25:02
Speaker 1: and other employees, refusing to employ a prospective employee, or
25:07
Speaker 1: discriminating against a prospective employee on the terms and conditions
25:10
Speaker 1: in the offer of employment. So it's lengthy.
25:14
Speaker 4: Is bullying, harassment and sexual harassment unlawful? As well?
25:19
Speaker 1: Is Georgia King. Bullying and harassment, including sexual harassment, are
25:23
Speaker 1: serious concerns for literally any workplace. And if bullying or
25:26
Speaker 1: harassment is linked to one of the attributes that I
25:29
Speaker 1: listed just before, so for example, like race, or sex
25:32
Speaker 1: or religion, then it may be unlawful discrimination and the
25:36
Speaker 1: Fair Work gobordsman has the power to deal with the
25:38
Speaker 1: discrimination complaints. So when I say that they could literally
25:42
Speaker 1: take you to court. It's not little and they're like, oh,
25:45
Speaker 1: wrap over the nungles. We gave you this sign that
25:47
Speaker 1: said you were naughty. No, it's like legally enforceable, and
25:51
Speaker 1: sexual harassment at work can be a form of serious
25:54
Speaker 1: misconduct and can also be a valid reason for dismissal
25:57
Speaker 1: under the Fair Work Act. So the Fair Work Commission
26:00
Speaker 1: or the FWC also has the power to issue orders
26:03
Speaker 1: to stop sexual harassment or bullying in the workplace. Obviously
26:06
Speaker 1: we are going to link that one in the show
26:08
Speaker 1: notes as well, but that is FWC dot gov dot
26:11
Speaker 1: au for more infogking. Obviously, if we're talking about this,
26:14
Speaker 1: this is really serious. But I feel like so many
26:17
Speaker 1: times we don't value ourselves in a way that we
26:21
Speaker 1: should when we're going through circumstances like this. But if
26:24
Speaker 1: this is happening to you or someone that you know,
26:26
Speaker 1: you can actually go to the Fair Work obordsman work
26:29
Speaker 1: safe or safe work or whatever the hell you're calling them,
26:31
Speaker 1: or more importantly, g if you're being bullied and harassed
26:34
Speaker 1: and your safety is at risk, you can go to
26:37
Speaker 1: the police. Like, this is not a small thing, even
26:39
Speaker 1: if it's happening in your workplace and you are being
26:42
Speaker 1: paid to be there. If your safety is at risk,
26:45
Speaker 1: I would literally march down to the police station. Because
26:48
Speaker 1: I don't think enough of us take this really seriously.
26:51
Speaker 1: It is a really serious issue. It needs to be
26:53
Speaker 1: taken as such.
26:54
Speaker 4: Would you say the first step before any of those
26:57
Speaker 4: steps would be going to HR.
26:58
Speaker 1: Or just just hand condition And it really depends on
27:01
Speaker 1: who it is as well. Let's be honest, like, if
27:04
Speaker 1: you know, we're in a big organization and it's a
27:07
Speaker 1: big corporate and they have a HR department, obviously going
27:10
Speaker 1: to the HR department would be my port of call.
27:12
Speaker 1: To be honest, I'd probably go to my manager first
27:15
Speaker 1: and talk about it if it's a colleague, But if
27:16
Speaker 1: it's my manager, I'd go to HR and go from there.
27:19
Speaker 1: But I think one of the things that we need
27:22
Speaker 1: to be super aware of. You know, this isn't a
27:25
Speaker 1: nice thing to say but organizations don't hire HR to
27:30
Speaker 1: look after you Georgia, like your employer didn't hire HR
27:33
Speaker 1: to make sure that Georgia King is protected. They hired
27:36
Speaker 1: HR to make sure that the business is protected. And
27:39
Speaker 1: as much as we go and HR are delightful, people
27:42
Speaker 1: like some of my best friends work in HR, it's
27:44
Speaker 1: not a problem. But they're hired by the organization to
27:47
Speaker 1: protect the organization from any issues that arise, and that
27:50
Speaker 1: means obviously supporting people through claims to make sure that
27:53
Speaker 1: there's no ulterior outcome for the business. But if something's
27:57
Speaker 1: happening and HR aren't doing their job, not just drop it.
28:01
Speaker 1: It's go to fair work. It's take it further because
28:04
Speaker 1: if they're dismissive of you or not treating you in
28:06
Speaker 1: the way that you deserve one, I'm sometimes not surprised,
28:10
Speaker 1: and I really shouldn't be, because you know that's the
28:13
Speaker 1: way it works. But fair work exists for a reason,
28:15
Speaker 1: and that's because the business is going to protect the
28:18
Speaker 1: business at the end of the day. J So going
28:20
Speaker 1: to fair work is something that I don't think we
28:22
Speaker 1: should be as scared of as possible. And on that note,
28:25
Speaker 1: Georgia King taking notes is massive one thing that is
28:29
Speaker 1: going to you know, pay dividends if you're in a
28:32
Speaker 1: circumstance where you're being bullied or going through some kind
28:36
Speaker 1: of workplace harassment is journaling and keeping tabs on literally everything.
28:41
Speaker 1: One of the best ways I have seen to do
28:43
Speaker 1: this is actually just send yourself an email. Not from
28:46
Speaker 1: your work email that would be silly, but go into
28:49
Speaker 1: your personal email and send yourself emails of just like
28:52
Speaker 1: maybe just like a file note of like today I
28:53
Speaker 1: had a meeting with Georgia and she said XYZ, and
28:56
Speaker 1: then I said this, and this is the outcome of that. Like,
28:58
Speaker 1: they don't have to be formalized notes. But the reason
29:02
Speaker 1: I like it in email is purely because it's also
29:05
Speaker 1: time stamped. So if anything ever comes up and you
29:08
Speaker 1: need to provide it one you can just print off
29:09
Speaker 1: or send off the you know, the emails to fair
29:12
Speaker 1: work to be like, yes, I tracked it, here's the information.
29:14
Speaker 1: But two, our memories are not as kind to us
29:17
Speaker 1: as they should be, and sometimes we forget the detail
29:19
Speaker 1: or what they said, or you said something like this
29:21
Speaker 1: and it offended me. But like in the moment, I
29:23
Speaker 1: would just track it, shoot myself an email, make sure
29:25
Speaker 1: that I've got it on record, and those time stamps
29:28
Speaker 1: can come in handy. I hate that I have to
29:30
Speaker 1: say this because these are the realities of some workplaces
29:34
Speaker 1: here in Australia. But I think keeping ourselves safe is
29:38
Speaker 1: primo and it's the most important thing. But also, what's
29:42
Speaker 1: the worst that can happen. You don't use those notes, great, well,
29:44
Speaker 1: just delete them later if you know they're not useful
29:47
Speaker 1: at some point because you've got the outcome that you
29:49
Speaker 1: needed from your workplace. But journal everything, notarize everything, and
29:54
Speaker 1: if possible, like take as much detail down as as possible.
29:58
Speaker 4: When you said the don't do it from your work email, Ye,
30:02
Speaker 4: can our employees go through our EA?
30:04
Speaker 1: Yes, of course they can. Of course they can. Yeah,
30:06
Speaker 1: of course they can. And yeah, okay, so it'll be
30:09
Speaker 1: in your employment contract. But nine times out of ten,
30:12
Speaker 1: in your employment contract it'll say that that email is
30:15
Speaker 1: owned by the company, not by you. Like George, she's
30:18
Speaker 1: on the money dot com dot you. I've never been
30:19
Speaker 1: through it, because you know what, I don't care what
30:21
Speaker 1: you send g But also if something you know detrimental happened,
30:25
Speaker 1: I might need to go through your emails. If you're
30:27
Speaker 1: the one bullying another employee, and they've said, oh, Georgia
30:30
Speaker 1: King sent me this abusive email. I'm going to go
30:32
Speaker 1: find it. I'm going to go look for it. And
30:34
Speaker 1: a lot of employers, even if you delete it and
30:37
Speaker 1: delete it from your deleted box, they'll have a server
30:40
Speaker 1: somewhere that has it all backed up. I say that
30:42
Speaker 1: because I do, because I'm an employer who my IT
30:45
Speaker 1: company said this is how you set it up, this
30:47
Speaker 1: is what you do to protect yourself as an employer,
30:49
Speaker 1: and I go, yeah, okay, no problems if that's the process.
30:52
Speaker 1: But essentially all of the email addresses that you know
30:55
Speaker 1: she's on the money owns are owned technically by me,
30:58
Speaker 1: and then I can audit at any point I like,
31:01
Speaker 1: and I'm actually telling you to send it from your
31:03
Speaker 1: personal email to yourself, not because I think they're gonna
31:06
Speaker 1: audit it, but like, what if you get fired or
31:08
Speaker 1: what if you leave and then don't have access to
31:11
Speaker 1: those notes. I just want you to always have access
31:13
Speaker 1: to them. So that was my importance. But good point. Yes,
31:16
Speaker 1: they can audit anything on your computer, anything on internal messengers,
31:20
Speaker 1: like if you've got Microsoft teams, like, they can see
31:22
Speaker 1: all of those messages. So Yeah, if you want to
31:25
Speaker 1: have a personal conversation with a friend or a colleague,
31:27
Speaker 1: I would honestly yeah, have it offline, take it to
31:30
Speaker 1: text messages, take it to Facebook messenger, take it to Instagram,
31:33
Speaker 1: take it anywhere except a workplace platform.
31:35
Speaker 4: Let Zuckerburg deal with it.
31:37
Speaker 1: Yeah, let' zuckerburg deal. Let's move snapchat it so it
31:40
Speaker 1: deletes later.
31:41
Speaker 4: Tell me more about the Fair Work Commission. Who actually
31:43
Speaker 4: are they?
31:43
Speaker 2: All? Right?
31:44
Speaker 1: So? The Fair Work Commission good eggs, doing good things.
31:46
Speaker 1: They are Australia's workplace tribunal and they create awards, proof
31:50
Speaker 1: enterprise agreements and help resolve issues that happen at work.
31:53
Speaker 1: They hear cases of unfair dismissal and rule outcomes. And
31:56
Speaker 1: they have tons of really good resources on their website too,
31:59
Speaker 1: which link obviously awards and enterprise agreements which you said before,
32:02
Speaker 1: information on unfair dismissal, and places where you can get
32:06
Speaker 1: legal help and advice. And there's actually heaps of links
32:08
Speaker 1: for businesses too, so that they know that they're doing
32:10
Speaker 1: the right thing.
32:11
Speaker 4: Perfect, Let's move on and chat about unfair dismissal and
32:15
Speaker 4: unlawful termination. I've heard it is really hard to get fired,
32:21
Speaker 4: is that true.
32:22
Speaker 1: Maybe I don't know, employee, maybe you've never had this
32:25
Speaker 1: issue before. But essentially, dismissal means that the employer is
32:29
Speaker 1: telling the employee that they don't have a job anymore.
32:31
Speaker 1: So they might say you're fired, or you're terminated, or
32:33
Speaker 1: you're leaving next week. But essentially dismissal means that it
32:37
Speaker 1: wasn't the employee's decision to leave the role, it was
32:41
Speaker 1: the employer's decision. They could fire an employee because they're
32:44
Speaker 1: not performing their job to the level that's required. That
32:47
Speaker 1: doesn't make it unfair, but there's different reasons why obviously,
32:52
Speaker 1: Or they could tell their employee that their positions now
32:54
Speaker 1: redundant now or on a future date. In some cases,
32:59
Speaker 1: if the employers pay your forces an employee to resign,
33:02
Speaker 1: that also could be unfair dismissal. So if you know
33:05
Speaker 1: you're being pushed into quitting and they're not saying, quote,
33:08
Speaker 1: you're fired, that could actually still be unfair dismissal because
33:11
Speaker 1: you didn't feel like you had any other choice but
33:14
Speaker 1: to quit.
33:15
Speaker 4: And the difference between dismissal and unfair dismissal, what actually
33:19
Speaker 4: is that, Like, what makes a dismissal unfair?
33:20
Speaker 1: So a dismissal isn't always unfair, Like if an employee
33:24
Speaker 1: is maybe not up to scratch and not meeting the
33:26
Speaker 1: competencies of a role, and they've been trying and trying,
33:28
Speaker 1: and they're like, look, this is just lucy, you're not
33:31
Speaker 1: fulfilling your role as a dog. You're gonna have to leave.
33:34
Speaker 1: It's just not working out. Like, that doesn't mean it's unfair, Like,
33:37
Speaker 1: not every dismissal is unfair, even if you feel that way,
33:40
Speaker 1: Like you might be so pissed off and you might
33:43
Speaker 1: be so upset that you've lost your role, but that
33:46
Speaker 1: doesn't mean that it wasn't unjustified or undocumented. And in
33:49
Speaker 1: some situations it is actually fair to end an employee's employment, Like,
33:53
Speaker 1: I know that sucks to hear, but sometimes.
33:56
Speaker 4: You could be.
33:59
Speaker 1: Justice first. Yeah, that you just might not be the
34:02
Speaker 1: right fit. Right, But when an employee dismisses an employee,
34:06
Speaker 1: the law says a few things. It says you should
34:08
Speaker 1: not dismiss an employee if it is harsh, unjust, or unreasonable.
34:12
Speaker 1: You should not make an employee redundant if it is
34:14
Speaker 1: not a genuine redundancy, Like I can't turn around and
34:16
Speaker 1: be like oh, the role's redundant, Lucy, and then hire
34:19
Speaker 1: someone the next week for the same role, because that's
34:22
Speaker 1: not a genuine redundancy. And it should always follow the
34:25
Speaker 1: Small Business Fair Dismissal Code if they are a small business,
34:28
Speaker 1: or there's another code for bigger businesses as well. There's
34:31
Speaker 1: a little bit more flexibility from my understanding for small businesses,
34:35
Speaker 1: but it doesn't mean that they get out scot free,
34:38
Speaker 1: like you can't just fire people willing nearly. The Unfair
34:41
Speaker 1: Dismissal Checklist is obviously one of the links in our EP,
34:44
Speaker 1: so go back and have a look at that, but
34:46
Speaker 1: essentially unfair dismissal. I guess the TLD are here as well.
34:50
Speaker 1: Is it could be an unfair dismissal We said this,
34:53
Speaker 1: but if you felt like you had no other option
34:55
Speaker 1: but to quit.
34:56
Speaker 4: Yeah, okay, perfect, fee d. That is all we have
34:59
Speaker 4: time for today.
35:01
Speaker 1: What a dream.
35:01
Speaker 4: Just before we do go, the guys, just a couple
35:05
Speaker 4: of notes, please go back and listen to our episode
35:07
Speaker 4: on how to have difficult Conversations with your boss. That
35:10
Speaker 4: one is super helpful if you are having issues at
35:13
Speaker 4: your workplace, and if you do think you're being messed with,
35:16
Speaker 4: then there are so many places to go, as we've
35:17
Speaker 4: mentioned multiple times in today's episodes. So hit those show notes.
35:21
Speaker 1: Baby, they're good show notes.
35:24
Speaker 4: But choose to Analisa.
35:26
Speaker 1: Choose to Annalisa for pulling all of that together. But
35:30
Speaker 1: you know, as you said, unfortunately that's all we have
35:32
Speaker 1: time for today. So now it's time for the boring
35:34
Speaker 1: but important stuff.
35:35
Speaker 4: Jane, let's do it. Remember, guys at the advice shared
35:38
Speaker 4: on She's on the Money is general in nature and
35:40
Speaker 4: does not consider your individual circumstances. She's on the Money
35:43
Speaker 4: exists purely for educational purposes and should not be relied
35:47
Speaker 4: upon to make an investment or a financial decision. And
35:50
Speaker 4: we promise Victoria Divine and She's on the Money are
35:52
Speaker 4: authorized representatives of in Focused Securities Australia Proprietly Limited ABN
35:57
Speaker 4: for seven zero nine seven seven nine seven zero four
35:59
Speaker 4: nine for sale two three six five two straight have
36:02
Speaker 4: the Weak Friday