It seems that JobKeeper just launched yesterday. JobKeeper program participants have spent the past 12 months adapting to relevant administrative processes and now, March 28, 2020, it is almost complete.
What does this mean for the employer?
No further instructions on enabling JobKeeper
Starting March 29, 2021, all other instructions to activate JobKeeper will be executed. At this point, the employee’s terms and conditions automatically revert to the state they were in before the activation directive was applied.
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Option after March 28, 2021
If the company is unable to support the employee's return to work as before the Work Guard's permission, the employer has the following options:
Rely on the usual method with hours or days or different jobs and/or tasks. This means that employers can agree with relevant workers about proposed changes to their employment and must comply with the requirements for advice on these.
Make temporary arrangements according to the additional flexibility requirements that Fair Work has introduced in several modern awards. For example, List I Employees – Private Sector Awards 2020 offers flexibility in awarding during the COVID-19 pandemic.
Think about positions you may no longer need in business. Redundancy is perhaps the most appropriate course of action for entrepreneurs who, after reviewing the operational needs of the company, have identified the "business case" for determining why a particular role is no longer required.
On 28 March 2021, employers of workers at JobKeeper who allow instructions must establish an alternative regime for those workers, which will take effect on March 29, 2021. Employers need to take into account the circumstances of the business and all parties involved and to ensure that they comply with any obligations under any instrument or law. Failure to comply with employer obligations can result in liability.