Hiperos - Free Initial Advice – Get Help Here

Hiperos is an online risk, performance management and compliance validation system for contractors of Global 2000 companies such as Aetna, Alcoa, AON, AstraZeneca, AXA, Bank of Montreal, CA Technologies, Charles Schwab, Kraft Foods, Mondelez, Microsoft, News Corporation, PNC Bank, Rockwell Automation, Sun Life Financial, State Street, TD Bank, and United Technologies.

Call ISOsafe Now 1300 789 132

Successfully completing the Hiperos compliance process can take up many valuable hours - meaning less time on the tools and more time wasted on compliance. 

We provide Hiperos assessment support to businesses and contractors in every state and territory Australia wide. 

There are dozens of questions in the Hiperos Compliance Questionnaire
Submitting requested forms, and the requirement of having to create and submit industry-specific safety programs. We answer ALL the questions, build the manuals, and prepare the training documents to improve safety in your business.

We offer a full maintenance program
Our annual programs ensure you never have to worry about falling out of compliance due to new requirements. 
Ask about our multi-year discounts!

We are the best in the business and guarantee your satisfaction
Our expert compliance staff with over 20 years’ experience has been getting and keeping companies like yours Hiperos compliant.

So, why work so hard at something we are the best at? Let us guide your business through the compliance process - step by step - so you can get back to what you do best!

Get Hiperos Compliant today
Call 1300 789 132 to get started

Disclaimer: Information provided here will only be used by ISOsafe Pty Ltd (ISOsafe) for advice and/or a quote. By providing personal information, you give explicit consent for all information to be used in this way unless you inform ISOsafe otherwise. Any information provided on this website is only for general advice purposes. When calling ISOsafe, you may be offered a meeting to discuss ISOsafe’s paid services. There is no obligation to accept this meeting or in any way engage ISOsafe. ISOsafe has no affiliation with Hiperos, LLC (Hiperos), Opus Hiperos.

What HR Policies are needed by all Small Businesses?

Australia’s Workplace Relations system is complex and knowing your rights and responsibilities as an employer can be challenging.

Getting the right advice and maintaining up-to-date policies can help demonstrate compliance with federal, state, and local laws.

Below are some must-have policies:

Discrimination, Sexual Harassment & Bullying Policy;
Drug and Alcohol Policy;
Work Health & Safety (WHS) Policy;
Information & Technology Policy;
Uniform/Dress Code Policy;
Code of Conduct;
Leave Policy;
Grievance Policy; and
Performance Management Policy.

Ignorance or misinterpretation are not valid excuses in the eyes of Regulators such as Fair Work. ISOsafe can ensure your business is compliant, your processes are sound, and your supervisors/managers have the knowledge, support and confidence required to manage your employees. Call Us on 1300 789 132.

FAQ: ISO 39001:2012 - Road Traffic Safety (RTS) management - Accreditation Process

What is ISO 39001:2012?

ISO 39001:2012 specifies requirements for a road traffic safety (RTS) management system to enable an organization that interacts with the road traffic system to reduce death and serious injuries related to road traffic crashes which it can influence.

I have been asked to get certification to this standard, where do I start?

Contact ISOsafe – we can assist every step of the way ensuring your organisation is certified to ISO 39001:2012 quickly and easily.

Why have I been asked to become road traffic safety management accredited?

Preventing death  and  serious  injury  in  road  traffic  crashes is a global priority.

Road traffic injury is a leading cause of work-related death and serious injury.

What are the benefits of Road traffic safety (RTS) management (ISO 39001:2012)?

Organisations that have been approved to this standard:

Contribute to national and global efforts to prevent death and serious injury in road crashes.

Demonstrate organizational commitment to an issue of significant public concern.

Address one of the organization’s primary occupational safety risks.

Cut organizational road crash and incident costs, and working days lost to injury.

Where can I find more useful information relating to the ISO 39001:2012 accreditation process?

Contact ISOsafe – we can assist every step of the way ensuring your organisation is certified to ISO 39001:2012 quickly and easily.

Road Marking, Line Marking (RMS, VicRoads Compliant) Roads and Carparks SWMS | Safe Work Method Statement, Risk Assessments, JSA, JSEA

This Road Marking, Line Marking (Roads and Maritime Services, VicRoads Compliant) Roads and Carparks SWMS outlines general hazards and proposes controls measures that may assist in improving safety and compliance.

✔        Each custom SWMS is prepared specifically for your needs, we insert all your details, including logos into the SWMS so its ready to use right away.

✔        Our documents comply with all state road authorities - NSW RTA / NSW Roads and Maritime Service (RMS), QLD Department of Transport & Main Roads (TMR) and VicRoads, and MRWA.

✔        Our documents are prepared by highly qualified health and safety professionals, each with many years of industry experience.

✔        We prepare each SWMS in simple, everyday language so that everyone can understand and follow it.

✔        Our SWMS comply with legislation (WHS Act 2011, WHS Regulations 2017) in all States/Territories, Australia-wide.

✔        Only pay once (no subscriptions required).

We can prepare Safe Work Method Statement (SWMS), Risk Assessments, JSA, JSEA for any equipment/plant and activity – contact us today 1300 789 132.

 In addition to SWMS, ISOsafe help businesses Australia-wide to become pre-qualified or accredited contractors.

Become a prequalified contractor to state road authorities - NSW RTA / NSW Roads and Maritime Service (RMS), QLD Department of Transport & Main Roads (TMR) and VicRoads with our help.

Unsure on how to get started? Call us now to learn more about the contractor prequalification process and how we can assist.

SWMS - Bollard, Signpost, Speed Bump/Wheel Stop Installation | Custom Safe Work Method Statement, Risk Assessments, JSA, JSEA Preparation

This Bollard, Signpost, Speed Bump/Wheel Stop Installation SWMS outlines general hazards and proposes controls measures that may assist in improving safety.

✔        Each custom SWMS is prepared specifically for your needs, we insert all your details, including logos into the SWMS so its ready to use right away.

✔        Our documents are prepared by highly qualified health and safety professionals, each with many years of industry experience.

✔        We prepare each SWMS in simple, everyday language so that everyone can understand and follow it.

✔        Our SWMS comply with legislation (WHS Act 2011, WHS Regulations 2017) in all States/Territories, Australia-wide.

✔        Only pay once (no subscriptions required).

We can prepare Safe Work Method Statement (SWMS), Risk Assessments, JSA, JSEA for any equipment/plant and activity – contact us today 1300 789 132

In addition to SWMS, we can build complete Occupational Health Safety Management Systems (OHSMS):

•             Safety Plans

•             OHS Policies

•             Tools such as:

o      risk assessment template

o      pre-start site commencement checklist

o      electrical test & tag and hazardous chemicals register

o      site specific induction forms.

LPG Cylinders Banned in Commercial Kitchens

Safework NSW has issued an update not to store or use portable LPG gas cylinders inside commercial kitchens, however, it is recommended this be adopted by all workplaces nationally.

Using LPG gas appliances designed for ‘outdoor use only’, indoors is both illegal and dangerous. The storage and use of portable gas cylinders which are located inside commercial kitchens can result in fire and explosion due to the unintended escape of LPG from gas cylinder valves, cylinder connections, regulators and flexible hoses.

In recent times SafeWork NSW has responded to several serious incidents at the workplace involving gas, which ignited and led to serious burn injuries. Whilst SafeWork NSW has focused its compliance programs on the inappropriate use of gas appliances connected to portable LPG cylinders indoors the latest incidents relate to work being carried out on fixed gas installations by unlicensed persons.

What can employers do to reduce risks?

Ensure any LPG appliances in commercial kitchens are not connected to a portable gas cylinder in the kitchen.

Remove any portable gas cylinders from inside commercial kitchens.

Check that any portable gas cylinders used to supply appliances are located on the outside of the building and that permanent piping is installed to connect to appliances inside.

Ensure all gas appliances, gas supply pipework and gas cylinder location for commercial kitchens are installed and maintained by a licensed gas fitter.

Only buy or use Australian certified gas appliances that are marked with an Australian recognised certification label.

Use LPG appliances only for their approved application.

Only use appliances with the correct gas. Never use LPG with natural gas appliances or vice versa.

Never use an outdoor appliance indoors.

Always read and follow the manufacturer’s instructions.

Are you an employer in need of expert help?

We offer Health and Safety compliance help to businesses Australia-wide. One of our Specialists will visit your workplace to review your processes and documents. Based on this, we will provide you with advice, compliance documents, training and a detailed report containing areas for improvement. Protect your people today, call ISOsafe on 1300 789 132.

Custom Safe Work Method Statements (SWMS) For Your Work

Safe Work Method Statements (SWMS) are a legal requirement for any high-risk construction work in Australia. Having an up-to-date SWMS is vital to ensure the task is done correctly and above all, safely.

ISOsafe prepare custom SWMS, Job Safety Analysis (JSA) and Risk Assessments for all types of work and equipment.

Each custom SWMS is prepared specifically for your needs, we insert all your details, including logos into the SWMS so its ready to use right away.

Our documents are prepared by highly qualified health and safety professionals, each with many years of industry experience.

We prepare each SWMS in simple, everyday language so that everyone can understand and follow it. 

Our SWMS comply with legislation (WHS Act 2011, WHS Regulations 2017) in all States/Territories, Australia-wide. 

We prepare SWMS for all industries and just about any activity – contact us today 1300 789 132

In addition to SWMS, we can build complete Safety Management Systems (SMS):

•             Site specific safety management plans (SSSMP)

•             OHS Policies

•             Tools such as:

o      risk assessment template

o      pre-start checklists

o      Safe Operating Procedures (SOP)

o      electrical test & tag and hazardous chemicals registers

o      site specific induction forms

o      incident forms

o      workplace inspections forms

How To Plan For The Christmas Shutdown Period

How employees are paid over the Christmas and New Year period depends on:

the award or agreement they're covered by

whether they're working or on leave.

Directing an employee to take annual leave

An employee can be directed to take annual leave during a shut down if their award or registered agreement allows it.

Most awards have rules about how and when an employer can direct an employee to take leave. For example, an employer may need to give the employee a set amount of notice (eg. 4 weeks) that they will need to take annual leave.

Employers with workers covered by any of the following Awards are required to provide 1-2months notice:

Building and Construction General On-site Award 2010

Electrical, Electronic and Communications Contracting Award 2010

Joinery and Building Trades Award 2010

Plumbing and Fire Sprinklers Award 2010

Aboriginal Community Controlled Health Services Award 2010

Aircraft Cabin Crew Award 2010

Alpine Resorts Award 2010

Aluminium Industry Award 2010

Ambulance and Patient Transport Industry Award 2010

Animal Care and Veterinary Services Award 2010

Asphalt Industry Award 2010

Banking, Finance and Insurance Award 2010

Black Coal Mining Industry Award 2010

Broadcasting and Recorded Entertainment Award 2010

Business Equipment Award 2010

Car Parking Award 2010

Cement and Lime Award 2010

Children’s Services Award 2010

Cleaning Services Award 2010

Clerks—Private Sector Award 2010

Coal Export Terminals Award 2010

Commercial Sales Award 2010

Concrete Products Award 2010

Contract Call Centres Award 2010

Food, Beverage and Tobacco Manufacturing Award 2010

Gardening and Landscaping Services Award 2010

Gas Industry Award 2010

General Retail Industry Award 2010

Graphic Arts, Printing and Publishing Award 2010

Hair and Beauty Industry Award 2010

Horse and Greyhound Training Award 2010

Hospitality Industry (General) Award 2010

Journalists Published Media Award 2010

Legal Services Award 2010

Local Government Industry Award 2010

Manufacturing and Associated Industries and Occupations Award 2010

Miscellaneous Award 2010

Mobile Crane Hiring Award 2010

Pest Control Industry Award 2010

Pharmaceutical Industry Award 2010

Poultry Processing Award 2010

Premixed Concrete Award 2010

Quarrying Award 2010

Racing Clubs Events Award 2010

Racing Industry Ground Maintenance Award 2010

Registered and Licensed Clubs Award 2010

Restaurant Industry Award 2010

Road Transport and Distribution Award 2010

Road Transport (Long Distance Operations) Award 2010

Seafood Processing Award 2010

Security Services Industry Award 2010

Silviculture Award 2010

Storage Services and Wholesale Award 2010

Sugar Industry Award 2010

Supported Employment Services Award 2010

Surveying Award 2010

Telecommunications Services Award 2010

Timber Industry Award 2010

Water Industry Award 2010

Wine Industry Award 2010

Find out if your award allows an employer to direct an employee to take annual leave over Christmas and New Year by calling us on 1300 789 132.

If an employee isn't covered by an award or an agreement, their employer can direct them to take annual leave if the direction is reasonable.

What if an employee doesn't have enough annual leave?

If the award or agreement provides for it, an employer can direct an employee to take annual leave in advance of accrual, or unpaid leave, for some or all of the time.

What if an award or agreement doesn't have rules about shut downs?

If your award or agreement doesn't have rules about annual leave during shut downs, an employer can't direct an employee to take leave.

However, an employer and employee can agree that the employee takes annual leave (including in advance of accrual) or unpaid leave for the shut down time. The employee can't be forced to take unpaid leave, so if an agreement can't be reached with their employer, they need to be paid their ordinary pay for the time.

What happens if a public holiday falls during an employee's annual leave?

If a public holiday falls during an employee's annual leave, they need to be paid for the public holiday - not annual leave. This means that an employee should be paid their base pay rate for the day and it shouldn't be taken off their annual leave balance.

Working during a shut down

If employees continue to work when a business shuts down they should be paid as normal. If any of the days are public holidays, these days are treated as public holidays. This means the employee should be given the day off without loss of pay or they should be paid public holiday rates as per their award or agreement.

FAIR WORK LAW UPDATE: Offsetting Rules For Casual Loading Payments

Employers who incorrectly classify employees as casual instead of full-time or part-time could be responsible for back paying various entitlements under the National Employment Standards (NES), following a recent Federal Court of Australia decision

However, the Government has varied the Fair Work Regulations 2009 to introduce a new rule that clarifies that employers, in certain circumstances, may claim that an employee's casual loading payments should be offset against certain NES entitlements owing to the employee.

This regulation comes into effect on 18 December 2018.

The new regulation applies where all of the following criteria is met:

an employee is employed by their employer on a casual basis

the employee is paid a casual loading in lieu of receiving entitlements that casual employees are not entitled to under the NES, such as personal or annual leave

despite being classified by the employer as a casual, the employee was in fact a full-time or part-time employee for some or all of their employment for the purposes of the NES

the employee has made a claim to be paid for one or more of the NES entitlements (that casual employees do not have) that they didn't receive for all or some of the time that they were incorrectly classified as a casual.

If all of these points are satisfied, an employer can make a claim to have the casual loading payments made to the employee taken into account when working out the entitlements owing to the employee for the relevant NES entitlements.

ISOsafe can assist your business in correctly classifying you employees, as well as, complying with all other Fair Work requirements. Contact us today on 1300 789 132 for a free review.

The new regulation applies to employment periods that occurred before, or that occurred on or after, 18 December 2018.

QLD LAW UPDATE: New Labour Hire Licensing Act 2017 - Private Employment Agents

The Labour Hire Licensing Act 2017 responds to evidence of serious exploitation of vulnerable labour hire workers and to inappropriate labour hire business practices, and establishes a mandatory licensing scheme for all labour hire providers operating in Queensland.

Media investigations, and government and parliamentary inquiries brought to light evidence of inappropriate business practices, such as:

underpayment, or non-payment of workers' wages, taxes and superannuation

not providing workers' compensation cover

not providing appropriate safety equipment or training

housing workers in substandard accommodation

forcing workers to use particular travel services at inflated prices

serious mistreatment of workers, including sexual harassment

withholding workers' passports

avoiding responsibilities by creating a new company to continue the business of a company that has been deliberately closed to avoid paying its debts, including employee entitlements and taxation obligations (phoenixing)

undercutting legitimate labour hire businesses as a consequence of not meeting legal obligations to workers and others.

The scheme applies to labour hire providers (Private Employment Agents) operating in Queensland and those who use labour hire services as of April 2018.

Labour hire providers must be licensed to operate in Queensland and users of labour hire services must only use licensed providers.

Labour hire providers are broadly defined as a person (individual or business) that in the course of carrying on a business, supplies to another person a worker to do work. The workers are paid by the supplier for the work they do for the labour hire user.

ISOsafe can help your labour hire agency (Recruitment Agency) comply with these new requirements. The licensing criteria includes compliance with:

Safety and workers' compensation laws

Workplace health and safety laws

Coal Mining Safety and Health Act 1999 (Qld)

Electrical Safety Act 2002 (Qld)

Explosives Act 1999 (Qld)

Heavy Vehicle National Law Act 2012 (Qld)

Mining and Quarrying Safety and Health Act 1999 (Qld)

Radiation Safety Act 1999 (Qld)

Safety in Recreational Water Activities Act 2011 (Qld)

Work Health and Safety Act 2011 (Qld)

any other applicable safety law

Corresponding state, territory or Commonwealth laws

Workers' compensation laws

Workers' Compensation and Rehabilitation Act 2003 (Qld)

Corresponding state, territory or Commonwealth laws

Labour laws

Fair Work Act 2009

Fair Work Regulations 2009

Frequently Asked Questions (FAQs):

Who is responsible for enforcing compliance with the new laws?

Labour Hire Licensing Compliance Unit (LHLCU) is responsible enforcing compliance with Labour Hire Licensing Act 2017 (the Act) and the Labour Hire Licensing Regulation 2018

What are the penalties for offences?

Labour hire providers who do not comply with the Act are liable for a range of penalties. These include fines, suspension or cancellation of a licence and imprisonment.

The most serious offences for labour hire providers are:

providing labour hire services in Queensland without holding a licence

entering into avoidance arrangements.

These offences have a maximum penalty of three years imprisonment, or a fine.

What are Recruitment/Labour Hire (License Holder) Companies ongoing reporting obligations?

These reports will include information on your business, but more specifically:

the number of workers engaged

details on the type of work carried out by the workers, including the industry in which the work was carried out

the locations, in Queensland, where work was carried out by the workers

any accommodation provided to the workers, or any other services

information about the licensee’s compliance with relevant laws for the reporting period

disclosure of any disciplinary action or enforcement action taken

disclosure of any incidents involving a worker notifiable under the Work Health and Safety Act 2011

disclosure of any applications for compensation made by a worker under the Workers’ Compensation and Rehabilitation Act 2003

Contact ISOsafe today to ensure your Employment Agency complies with the Queensland Labour Hire Licensing Act on 1300 789 132.

Fair Work Law Update: Family and Domestic Violence Leave

From 1 August 2018, employees are entitled to family and domestic violence leave.The Fair Work Commission has updated all industry and occupation awards to include a new clause about family and domestic violence leave.

Who is entitled to unpaid family and domestic violence leave?
All employees (including casual employees) covered by an award with the new clause are entitled to 5 days unpaid family and domestic violence leave.

So as an Employer, what evidence can you request? 
An employer can ask their employee for evidence that shows the employee took the leave to deal with family and domestic violence. If the employee doesn't provide the requested evidence, they may not get family and domestic violence leave.
The evidence has to convince a reasonable person that the employee took the leave to deal with the impact of family and domestic violence.

What types of evidence are acceptable?
Types of evidence can include:
documents issued by the police service;
documents issued by a court;
family violence support service documents; or
a statutory declaration (also known as a stat dec).
Employers can ask employees to provide evidence for as little as 1 day or less off work.

Confidentiality
Employers have to take reasonably practicable steps to keep any information about an employee’s situation confidential. This includes information about the employee giving notice that they’re taking the leave and any evidence they provide. Employers are not prevented from disclosing information if:
it's required by law; or
is necessary to protect the life, health or safety of the employee or another person.
Employers need to be aware that any information about an employee's experience of family and domestic violence is sensitive. If information is mishandled, it could have adverse consequences for their employee. Employers should work with their employee to discuss and agree on how this information will be handled.

Are you finding it difficult to comply with Fair Work requirements?
ISOsafe offer Fair Work advice to businesses and employers Australia-wide. Where requested, our Specialists will visit your workplace to review your processes and documents. Based on this, we will provide you with support, compliance documents, training and a detailed report containing areas for improvement. Call ISOsafe today on 1300 789 132.

NSW Food Authority Law Update: Local councils to regulate home-based food businesses from 1 July 2018

If you operate a food business that sells direct to the final customer notify your local council of your business and food activity details. 

If your business do not retail food direct to the customer (i.e. they sell to another party such as a cafe or restaurant to on-sell), they need to notify the NSW Food Authority of their business and food activity details. Go to: www.foodnotify.nsw.gov.au  

Are you unsure whether you operate a food business?

A food business is any food preparation, food storage or food distribution activity which handles food for sale, including not-for profit organisations offering in-kind rewards.  If the handling of food for sale occurs at an address which is also a domestic premise, there are special food safety issues to consider.

Obligations for food businesses

Like all food businesses, those based at home must comply with the relevant parts of the Food Standards Code, including:

•           Standard 3.2.2 Food Safety Practices and General Requirements

•           Standard 3.2.3 Food Premises and Equipment

•           Part 1.2 Labelling and other information requirements.

Before a food business can start operating, owners need to make sure the proposed activities are approved by their local council. Some councils may not approve operations involving high risk foods. 

Issues to consider for food businesses

Anyone in charge of a food business needs to identify food safety issues and implement measures to control risks.

Premises design and construction

Standards for flooring in kitchens and storerooms, and requirements relating to personal hygiene areas, need to be met such as adequate hand washing facilities which must be available. Check with the local council about what is acceptable.

They can also advise on zoning restrictions, development planning, construction and fit-out standards, waste disposal, environmental controls and any other local regulations.

Keep cold foods properly refrigerated

Adequate refrigeration capacity is essential to make sure that cold food remains safe. It is important to keep certain food such as meat, eggs and dairy under 5°C at all times, including during transport. 

Overloading domestic refrigerators and constantly opening the door means food takes longer to cool, or does not stay cold enough meaning harmful microorganisms have more chance to grow. Always use a fridge thermometer to check that your fridge is cold enough.

Cook food thoroughly

Cook food thoroughly without overloading the oven. Cool down cooked food as quickly as possible, e.g. refrigerate in small portions to allow proper cooling. Use a food thermometer to make sure what you are cooking reaches the required temperature.

Handle food hygienically

It is very important to keep ready-to eat food and raw food or ingredients separate. This means that food contact surfaces, utensils, containers, tea towels etc. should not be used for both raw and ready to-eat foods without being thoroughly cleaned in between.

Everyone who handles food for sale must have food safety skills and knowledge appropriate to their activities. Top of the list is proper hand washing, especially after using the toilet. Single-use towels are the safest way to dry hands as tea towels can transfer dangerous organisms between hands and food.

Young children, pets, and people who are sick should stay out of food preparation areas. Food must be protected from pests and vermin at all times, including raw ingredients.

Store food safely

Food containers and other containers should not be re-used if they are not rated for multiple use by the manufacturer. Some food containers can transfer harmful chemicals to food if not used correctly.

Product labelling

Labels of packaged foods must show: 

•           name of the food

•           manufacturer address details

•           the list of ingredients

•           ‘best before’ or ‘use-by’ date, as appropriate

•           batch numbering for traceability 

•           directions for use and storage

•           a Nutrition Information Panel (unless exempt)

•           the country of origin of the product and its ingredients

•           any other requirements of the Food Standards Code. 

There are also labelling restrictions to comply with, such as declaring ‘characterising ingredients’, making health claims in product marketing and other prohibitions 

Keep records

It’s a good idea to keep records of ingredients’ batches so these can be traced if an ingredient is recalled by another producer.

For further information on food safety tips, training and HACCP Manuals, call ISOsafe on 1300 789 132.

Townsville Café Owner Penalised $54,000 Over Failure To Pay Unfair Dismissal Compensation

A record penalty has been imposed against the former owner of a café, for ignoring a Fair Work Commission order to compensate an employee who was unfairly dismissed.

The business owner, who formerly owned and ran the café, has been penalised $9000 and his company has been penalised a further $45,000, in the Federal Circuit Court.

The $54,000 in penalties is a record for a Fair Work Ombudsman legal action against an employer for failing to comply with an order to pay unfair dismissal compensation.

The Fair Work Ombudsman reiterated that the Agency is prepared to use every tool at its disposal to ensure legal orders are complied with and justice is served.

The Fair Work Commission made an order requiring the company to pay $6200 compensation to an employee in 2016.

The Commission found the employee had been unfairly dismissed in 2015 after working at the café as an assistant and a manager.

The employee contacted the Fair Work Ombudsman seeking assistance after the compensation amount was not paid.

Fair Work Ombudsman Inspectors made several requests for the former business owner and his company to comply with the Commission’s order - but the former business owner refused to pay the amount ordered by the Commission, advising an Inspector that the worker would “get nothing out of me”.

The former business owner and his company paid the worker the outstanding unfair dismissal compensation owing to her only after the Fair Work Ombudsman commenced legal action.

The Fair Work Ombudsman has commenced legal action against several employers over the past six years for failing to pay unfair dismissal compensation ordered by the Fair Work Commission.

The previous largest penalties of nearly $50,000 were secured against a Melbourne based company and its director in 2014 for failing to pay $2200 compensation.

Are you finding it difficult to comply with Fair Work requirements?
ISOsafe offer Fair Work support to businesses Australia-wide. One of our Specialists will visit your workplace to review your processes and documents. Based on this, we will provide you with advice, compliance documents, training and a detailed report containing areas for improvement. Call ISOsafe today on 1300 789 132.