CORONAVIRUS (COVID-19) - SOME RELIEF FOR HOSPITALITY INDUSTRY EMPLOYERS
In response to the recent mandated closures, a number of urgent changes were pushed through in the Hospitality Industry (General) Award 2010 on 24 March 2020, to provide some flexibility for Employers to respond to the impact of COVID-19 on their business.
More changes are expected to other Modern Awards. As these changes are pushed through, we will update The Workplace Collective Blog.
Hospitality Award - New Flexible Provisions
From 24 March to 30 June 2020 (which could be extended) Employers can now utilise the new provisions in Schedule L:
Operational Flexibility Change in Duties
Flexibility in employees performing tasks outside of their usual classification or normal work without having to pay at higher rates, so long as they are qualified and licensed.
Direction to Reduce Ordinary Hours
For full-time employees - to an average of between 22.8 to 38 ordinary hours per week, after consultation and as much notice as practicable. Annual Leave and Personal/Carer’s Leave will accrue at their ordinary hours prior to the direction though.
Direction to Reduce Ordinary Hours for Part-Time Employees
Reductions of between 60% to 100% of the guaranteed hours per week or over the roster cycle, after consultation and as much notice as practicable. Annual Leave and Personal/Carer’s Leave will accrue at their ordinary hours prior to the direction though.
Annual Leave Direction to Take Annual Leave
With 24 hours’ notice, considering an employee’s personal situation.
Annual Leave at Half Pay
Agreement to take twice as much leave at half the rate of pay for all or part of any Annual Leave.
These changes will go some way to affording Employers in the Hospitality Industry some flexibility and options to respond to the impacts COVID-19 on their businesses.
If you need urgent advice or assistance in managing the impact of Coronavirus in your workplace, please contact IR Legal Solutions to discuss.
This content is not be a substitute for legal advice and is for information only. Employers should obtain advice that is specific to their circumstances and business operations, and not rely on this publication as legal advice.