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Looking for Acommodation, a Cafe or a Service… Find a Local Business that Suits Your Needs Now!

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See the latest events in and around Coolum and check where and when our next social night is being held.

Business Directory

Business Directory

Looking for Acommodation, a Cafe or a Service… Find a Local Business that Suits Your Needs Now!

Mission Statement

Coolum Business and Tourism is a not-for-profit, volunteer-based, organisation that draws its membership from a geographical area extending from Maroochy North Shore to the broader Peregian region on the Sunshine Coast.

This region is characterized by an emerging growth in small business and towards service-based industries. The organisation’s membership reflects this demographic and comprises a range of industries including tourism, retail and hospitality.

Coolum Business and Tourism relies on support from its members, sponsors and partners in the region to deliver initiatives that attract businesses, investors and visitors to the region. It also offers ongoing support for members in a variety of ways.

Founded in 1997 as the Coolum Chamber of Commerce, the organisation was rebranded to Coolum Business and Tourism in 2009 to better reflect the emerging importance of tourism within the region’s business community.

Comprising a passionate group of volunteers from a cross-section of industries, Coolum Business and Tourism acts as custodian of the broader Coolum region by providing a united voice for local business.

The organisation aims to foster economic growth and protect and promote the unique characteristics that make Coolum such an appealing place to live, work and visit.

Coolum Business and Tourism nurtures productive partnerships with representatives of key local political, business and community stakeholders in lobbying and advocating for the best possible outcome for business in the region. This includes the areas of planning, infrastructure, employment, event management and opportunities for business advancement.

The organisation’s ultimate aim is to drive support for local business in the community which in turn will protect local industry and jobs and create a diverse and sustainable economy.

 

New Regulations on Casual Employment

Federal Minister for Jobs and Industrial Relations Kelly O'Dwyer made two important announcements today that you need to know about if you employ casual workers.

1. WorkPac v Skene

The Government will create new regulations that employers who have been found to wrongly categorise employees as casual, will be able to ask the court to offset casual loadings already paid, against any orders to backpay those workers.

This prevents "double-dipping" practices that could have resulted from the WorkPac v Skene case a few months ago, where a truck driver who was employed casually through a labour-hire firm, was found to be a full-time employee entitled to annual leave and sick pay.

2. Extension of casual conversion rights

The Federal Government said they will legislate that "regular casual employees" will have the right to request to move to full-time or part-time employment.

This addresses a recent Fair Work Commission (FWC) decision which provides eligible award-reliant casual employees with a right to request to convert to full-time or part-time employment.

The details are still to be decided and it is understood that the Government will be "consulting" businesses. What the Federal Government will specifically need to address is what rights employers will have to refuse such requests.

What does this mean for you?

Employers can take some practical steps to reduce their level of risk such as:

1. Comply with relevant Modern Award casual conversion clauses and document all conversions with employees who elect not to convert to part-time or full-time employment when offered;
2. Offer casual employees part-time or full-time positions when they become available, again documenting all related correspondence;
3. Where possible, limit rosters to weekly or fortnightly;
4. Have employees tender their availability for rosters to give casual employees more say over when they work;
5. Have employees tender their availability and provide shifts using a workforce planning model that limits regular and systematic hours;
6. Having a statement on all rosters stating that casual hours are not a guarantee of ongoing regular and systematic work and can be changed, varied or cancelled dependent on operational requirements and staffing levels;
7. Ensuring casual employment contracts specify that there is no entitlement to ongoing and regular and systematic work and employees are compensated with the 25% casual loading in lieu of annual leave and sick leave entitlements;
8. Ensure pay slips specify payment of the 25% casual loading.
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