Friday, 11th of April 2014 Issue #1 April
No Borders Newsletter

TOP STORY

Work Solutions For Migrants

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Work solutions for migrants

Ethnic Communities' Council of Victoria calls all tiers of government to improve job prospects for migrants.

Victoria's peak ethnic communities' body is calling federal, state and local governments to make more funds available for the employment of migrants.
The Ethnic Communities' Council of Victoria (ECCV), in a discussion paper also calls for the collection of culturally diverse data by government and private organisations, and for reallocation of resources to support employment opportunities for people of migrant and refugee backgrounds. It also asks for the creation of an Office of a Fairness Commissioner so the recognition of foreign qualifications is processed sooner.
"Our call is based on the principle of social justice, a fair go for all. However, it is also based on the principle of efficiency," Joe Caputo tells Neos Kosmos, former chair of the ECCV and current national chair of the Federation of Ethnic Communities' Council of Australia (FECCA), the national peak body of all state ethnic communities' councils.
"We will be advocating at all levels of government in order to make them more representative and reflective of the culturally diverse makeup, and of the needs of today's Australia," said Mr Caputo.
"Culturally diverse governments and organisations are also more efficient, since they better understand the needs of our diverse society.
They plan better and they deliver better services too," said the Chair of FECCA.

Eddie Michallef, chair of the Ethnic Communities' Council of Victoria, speaking during the launch of the discussion paper of his organisation Work Solutions: Improving Cultural Diversity and Inclusion in the Workplace, stated that migrants and refugees even though they are enthusiastic about finding employment in Australia they face many challenges.
Responding to the report, the Municipal Association of Victoria through its president councillor Bill Mc Arthur expressed publically its support for employing people from a culturally diverse background but was opposed to imposing employment quotas.

The report provides insights into unemployment and under-employment of Victorians from culturally diverse backgrounds and recommendations to government about issues such as employment barriers, recruitment bias and discrimination.

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Government to review language requirements for 457 visa workers

language review

The Immigration Department is evaluating a request from the hospitality industry to fast-track work visas for foreign chefs and cooks as well as review strict language requirements that require workers to have 'functional English' under the 457 visa.

John Hart, chief executive of Restaurant and Catering Australia said that the hospitality industry wants the 457 visa agreement to be extended to cover waiters and bar staff, as well as skilled chefs and managers.

Hart says the hospitality industry is currently experiencing a shortage of local labour and subsequently needs to recruit up to 3,500 foreign chefs and cooks. According to Hart, ‘functional English’ is not a requirement of the job.

“The reality is that most of the people coming into the business are cooks and chefs and many of the kitchens, especially in the ethnic cuisine, don’t use English at all,’’ he said. “The language of the kitchen is the language of the cuisine. It is not appropriate to set the bar so high where there’s no requirement for English in the workplace, particularly with cooks and chefs.’’

Hart says that the industry also wants the government to axe the minimum salary of $53,900, sighting that foreign workers should be paid under the same award as Australian workers.

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Bonuses - Goals must be challenging but achievable

A good bonus scheme must be both subjective and objective.Setting down a criteria and clear Key Performance Indicators (KPI) must also be balanced with subjective assessment of how the results were achieved.
Jonathan Mamaril, Special Counsel and head of the Workplace Relations and Employment team at No Borders Legal Advocates says that bonus schemes if properly drafted and is clear and transparent will increase utilisation of a workforce.
“Subjective bonus schemes are a great way to incentivise a workforce especially people in managerial roles or workers where sales and business development is a main facet of their position.”
“Employers must also be wary that objective aims are still linked to a subjective bonus scheme, in the end if properly drafted it should provide some discretion for rewarding increased performance.” Mr Mamaril said.
The more successful bonus schemes are ones that are properly drafted, clear and transparent, however, other performance outside of the strict criteria should always be taken into account when thinking about bonuses.
“In our experience subjective bonuses are usually given to Employees who are already performing well and an Employer simply rewards that hard work,it is good for staff retention but not necessarily for increasing or growing the business.”

“The most important part of a bonus scheme is one which sets goals that are challenging but achievable but in any event rewards good performance.A bit of both worlds.” Mr Mamaril concluded.

Written by

Jonathan Mamaril
Special Counsel
Workplace Relations and Employment Law
NB Lawyers (formerly No Borders Legal Advocates)

Tel:07 3876 5111

jonathanm@noborderslegal.com.au

bonuses
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More Asian migration would help Aust: HSBC

asian migration

Allowing more migration from Asia could help Australia cope with the challenges of its ageing population, a leading economist says.

HSBC Australia's chAllowing more migration from Asia could help Australia cope with the challenges of its ageing population, a leading economist says.

HSBC Australia's chief economist Paul Bloxham says higher migration flows from Asia would help lift Australia's productivity while also strengthening ties with major trading partners.

The retirement of the baby boomer generation, born between 1946 and 1964, has seen a slowing of growth in Australia's working age population.

The ageing population means greater spending on healthcare and less revenue from the income tax system, putting strain on government budgets, Mr Bloxham said.

"Strong migration flows, particularly from fast-growing Asian nations, could help Australia deal with its demographic challenges and also strengthen its links with the fastest growing economies," Mr Bloxham said.

"Migrants are typically younger than the extant population.

"They also bring with them much needed skills and have strong ties to their former home countries, which can strengthen financial and trade ties."

However, higher migration flows would need to be supported by infrastructure and social services, Mr Bloxham said.

"One of the key challenges of allowing greater migration is that we have to facilitate it by building better infrastructure that can keep up with the growing population," he said.

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FAAIF Signs MOU with SIV Australia to Provide Australian Investor Visas in the UAE

mou

Camille Paldi, Chief Executive Officer of FAAIF in Dubai signs memorandum of understanding with Karola Steffi, CEO of SIV Australia in Brisbane/GCamille Paldi, Chief Executive Officer of FAAIF in Dubai signs memorandum of understanding with Karola Steffi, CEO of SIV Australia in Brisbane/Gold Coast, Australia to provide Australian Investor Visas in the UAE. The two CEO’s plan to facilitate the obtainment of the Australian Subclass 188 - Significant Investor Visa Stream for people wishing to gain Australian permanent residency and citizenship. Paldi explained that Australia is a prime immigration destination as it is large, beautiful country with excellent education and life opportunities.

Dubai serves as an immigration flocking point for people in this region before moving on to Western countries for permanent residence. She says that the time is right to start offering Australian Investor Visas in the UAE, especially for businessmen and women seeking dual citizenship and visa free travel as well as for families and individuals planning for long-term life goals.

FAAIF Limited is a management consultancy firm servicing clients in immigration and investor visa migration, real estate, company formation, offshore services, international trade, capital markets, Islamic banking and finance, and takaful. In terms of the FAAIF Islamic banking operation, FAAIF aims to assist institutional clients develop Islamic windows including ensuring Shari’ah compliance, segregation of funds, and accounting standards and constructs comprehensive and fully functional Islamic finance departments in law firms. The FAAIF team also provides training and consultation regarding all aspects of ethical and Islamic finance to the wider professional arena.

We hope that you have found the information in this issue of our newsletter to be enriching and useful. Stay tuned for our next publication and if you wouWe hope that you have found the information in this issue of our newsletter to be enriching and useful. Stay tuned for our next publication and if you would like to talk to us directly, please do not hesitate to email service@noborders-group.com. In addition, if you would like your contact details updated or removed from this distribution list or you know someone who would like to be added, please email us on the same address.

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