tex.tracer’s Post

In December 2023, the Fair Work Legislation Amendment (Closing Loopholes) Bill 2023 received royal assent, which will see significant changes to the Fair Work Act. The various changes will take effect at different times from December 2023 through to 2025. Importantly, none of the changes will operate retrospectively. In our latest blog, we explore some of the key changes benefitting employees, including: ✔Criminalisation of wage theft by employers; ✔Regulated labour hire arrangement orders (RLHAO); ✔Enhancing delegates’ rights; ✔Stronger protections for workers experiencing domestic violence; ✔Conciliation conference orders related to protected industrial action; ✔Right of entry to assist Health and Safety Representatives; ✔Amendments to address the harm caused by silica dust; ✔Streamlining worker’s compensation entitlements for first responders diagnosed with PTSD; ✔Introducing the new criminal offence of industrial manslaughter and other WHS reforms. https://bit.ly/49NQLKi #employmentlawyers #industriallawyers #workplacerights #workplacelaw #closingloopholes #fairworkchanges

Meenakshi Yadav & Associates recently had the privilege of conducting awareness sessions on worker’s right and management duties in Neemrana on the crucial topic of prevention of sexual harassment at workplace. We are committed to fostering workplaces where everyone feels safe , valued and respected. Thanks to the Neemrana’s team for their support , enterprising approach and participation. Here are some insights ; #WorkerRights #WorkplaceAwareness #InclusiveWorkplace #RespectAtWork #LaborLawCompliance #GrievanceMechanisms #ManagementDuties #SafeWorkEnvironment #WorkplaceInclusivity #PositiveWorkplaceCulture #workplace #rightsandduties

Ensuring Compliance with the POSH Act – Important Steps for Your Organization. Dear Friends, As we all belong to various sectors of industry, we are undoubtedly aware of the importance of the POSH Act (The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013). This is a critical law that every organization must adhere to in order to create a safe and respectful workplace for all employees. Why Compliance is Essential: It is mandatory for every organization to implement and follow the POSH Act. Failure to do so can result in a penalty of ₹50,000 and additional exemplary damages to be paid to the aggrieved person. To avoid such consequences, it’s important that we review and ensure compliance with the provisions of this Act in our organizations. Key Points to Check for POSH Compliance: 1.POSH Policy for Organization 2.Formulation of Internal Complaints Committee (ICC) 3.Representation from NGO/Association (Section 4(2)(c)) ICC include at least one member from an NGO or any association dedicated to women's welfare. 4.Grievance Redressal Mechanism. 5.Confidentiality maintains. 6.Filing Returns to District Magistrate At Reckony Solution, we are committed to assisting small and medium-sized organizations, as well as larger enterprises, in implementing and complying with the POSH Act. We offer Initial free consultations and guidance to help your organization set up the necessary POSH policies and procedures to ensure a healthy, safe, and legally compliant work environment. For any support or inquiries, feel free to contact us: 📞 Mobile: 8308261566 📧 Email: info@reckonysolution.com # HR Circle # POSH Awareness #

The U.S. Department of Labor recognition of the importance of worker voice and Enforceable Brand Agreements like the Dindigul Agreement is a powerful reminder of the transformative impact that worker-driven change can have. Implementing this agreement has empowered women garment workers in Dindigul to eliminate GBVH and caste-based discrimination while also securing more rights in their workplace. Their success inspires all who strive for fair and equitable workplaces and is a testament to the importance of worker-driven change. “We are entering a new era of corporate compliance, one where binding commitments to support worker voice, as we see in the Dindigul agreement, emerge as powerful and viable tools. The businesses at the top of global supply chains have the power to make these agreements widespread and effective and to ensure that workers are at the center of these new processes and institutions. This requires not just standing up new processes to map and track impacts within supply chains, but on concrete, positive outcomes for workers. It requires not just setting up hotlines, apps or suggestion boxes for workers but respecting their rights to organize and bargain collectively.” Asia Floor Wage Alliance (AFWA) #WorkerVoice #SupplyChain #UnionStrong #GarmentWorkers #LaborRights

📢 Attention Employers 📢 We're committed to fostering a fair and supportive workplace for all. Here are some important updates that will help create a positive environment for your employees: 📄 Requiring Section 1 statements for new starters to inform them of their right to join a trade union. 🤰 Strengthening protections for pregnant women to support their health and wellbeing. 💼 Introducing "Fair Pay Agreements" through sectoral collective bargaining to ensure fair compensation for all. These initiatives not only support your workforce but also contribute to a more motivated and loyal team. Let's work together to build a better future for everyone! 🌟 #EmployerSupport #FairWorkplace #EmployeeRights #hr #goverment #Croner #wellbeing #maternity #paternityleave #tradeunions #fairpay #minimumwage

Ensuring Compliance with the POSH Act – Important Steps for Your Organization. Dear Friends, As we all belong to various sectors of industry, we are undoubtedly aware of the importance of the POSH Act (The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013). This is a critical law that every organization must adhere to in order to create a safe and respectful workplace for all employees. Why Compliance is Essential: It is mandatory for every organization to implement and follow the POSH Act. Failure to do so can result in a penalty of ₹50,000 and additional exemplary damages to be paid to the aggrieved person. To avoid such consequences, it’s important that we review and ensure compliance with the provisions of this Act in our organizations. Key Points to Check for POSH Compliance: 1.POSH Policy for Organization 2.Formulation of Internal Complaints Committee (ICC) 3.Representation from NGO/Association (Section 4(2)(c)) ICC include at least one member from an NGO or any association dedicated to women's welfare. 4.Grievance Redressal Mechanism. 5.Confidentiality maintains. 6.Filing Returns to District Magistrate At Reckony Solution, we are committed to assisting small and medium-sized organizations, as well as larger enterprises, in implementing and complying with the POSH Act. We offer Initial free consultations and guidance to help your organization set up the necessary POSH policies and procedures to ensure a healthy, safe, and legally compliant work environment. For any support or inquiries, feel free to contact us: 📞 Mobile: 8308261566 📧 Email: info@reckonysolution.com # HR Circle # POSH Awareness #

Uprooting occupational segregation is crucial to building a good jobs economy. Learn why addressing this issue is essential for building a fairer and stronger workforce. https://lnkd.in/gryVvDjN

@Neemrana,Rajasthan Labor laws safeguard workers’ rights, ensuring fair treatment, dignity, and protection in the workplace. These laws guarantee fair pay for equal work, safe working conditions free from hazards, reasonable working hours, and the right to rest and periodic paid holidays. Employees are entitled to equal treatment without discrimination and can form or join trade unions to collectively bargain for better conditions or wages. Workers also have the legal right to strike in response to rights violations. Additional protections include timely termination notice, grievance redress mechanisms, participation in management decisions, and reasonable accommodations for employees with disabilities. These rights create a balanced, equitable work environment that supports both employee well-being and fair employer practices. Recently, Meenakshi Yadav & Associates conducted a series of awareness sessions on worker’s rights and management duties in Neemrana,Rajasthan.These sessions were designed to educate employees and management on their respective roles and responsibilities, with a focus on fostering a safe ,inclusive, and respectful workplace. The sessions aimed understanding workplace policies, grievance mechanisms, compliance with labor laws, and the importance of promoting inclusivity and fairness. A special emphasis was placed on workplace awareness, highlighting the importance of respectful behavior and adherence to prevent and address misconduct effectively. The sessions were facilitated by an expert team, including Adv. Meenakshi Yadav, Adv. Ashish Yadav and Adv. Gayeka Jain, who shared practical insights into creating a positive and productive work environment. With over 12 years of experience, Adv. Meenakshi Yadav ,the founder of Meenakshi Yadav & Associates and Yashashish Foundation, continues to empower organizations with comprehensive guidance and solutions for building respectful and compliant workplaces. #WorkerRights #WorkplaceAwareness #InclusiveWorkplace #RespectAtWork #LaborLawCompliance #labourlaw #law #work #legalrights #GrievanceMechanisms #ManagementDuties #SafeWorkEnvironment #WorkplaceInclusivity #PositiveWorkplaceCulture

Among recent government announcements, from the Employments Rights Bill 2024 to the Autumn Budget, business leaders are adapting workflows and having to stay agile in response to ongoing changes. One sector feeling the impact acutely is the care sector, as highlighted at the recent Care Roadshow held in Leeds earlier this month. Flora Mewies, Partner in our employment team and Head of Immigration, has written an opinion piece which features in the Yorkshire Post, discussing the hurdles the care sector faces in the coming months and years, including the spiralling operating costs and need to comply with evolving regulations. Read Flora's thoughts, here: https://lnkd.in/ewg3qRwf #CareSector #EmploymentRightsBill #EmploymentLaw 

'Dehumanising' 'Surveillance-driven' 'Burnout-inducing' 'Hostile work environment' 'Profit over people' 'Unsustainable and exploitative' 'Will lead to systemic inequities' I have been following with some interest the current strikes and union action currently at #Woolworths and what this may mean for the employment of people with disability. There are a number of strikes currently as a result of moves by Woolworths to introduce assessment of employees productivity. Under the proposed new 'productivity framework' workers are being tracked and timed to improve “efficiency” this is a sobering reminder of the fine line between innovation and allegations of exploitation. Pair this with the ongoing strikes by workers fighting against productivity-based wages, and it’s clear there’s a growing clash between corporate profit goals and employee dignity. This isn’t a new issue for all workers. For years, decades in fact, people with disabilities in Australia have faced similar assessments of productivity under wage assessment tools which ties their pay to “measured productivity.” While the schemes support employment, it is possible that based on productivity it can result in employees with disability being paid far below the minimum wage, some argue that these strikes and the public position of the union are further entrenching inequality and undervaluing their contributions. where are the protests and strikes for workers with disability? It’s a stark example of how productivity-based pay can lead to possible systemic exploitation, especially for underrepresented groups including people with disability. According to the union, any such moves of tying pay to performance metrics erodes trust, morale, and dignity for everyone, regardless of ability. According to the union, these systems prioritise profits at the expense of human worth, perpetuating harmful power imbalances in workplaces. This isn’t just a Woolworths issue—it’s a call to action for every industry. As we embrace technology and innovation, we must ensure it uplifts workers rather than diminishes them. Personally, I think this is an opportunity for us to reflect on what productivity means in the modern workplace. If this is such a serious violation of fundamental workplace rights, where does this leave people with disability? Still subject to standards unions describe as; 'Dehumanising' 'Surveillance-driven' 'Profit over people' 'Unsustainable and exploitative' Processes that unions claim will lead to systemic inequities ? I ask where were the strikes for people with disability? #Workplace #Wages #Didability #Diversity #Inclusion #Productivity #HumanDignity #Union #FutureOfWork #DisabilityEmployment #Woolworths #Auspol