I get whacked by Div 293 every year, seems counterproductive if you’re encouraging people to be self-sufficient in retirement.
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While I agree it does sort of equalise the concessions to be more or less equivalant what the average income earner recieves.
30% total tax on super is still better than 45% personal, as is 15% vs 32.5%.
The appliacation of the transfer balance cap on non-commutable legacy pensions was even more ridiculous.
I have no issue with a higher band for contributons over the threshold but applying it to everything is a disincentive to the first 4-7k of additional contributions.
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Surely they could just work out what the tax is once contributions enter the fund? Dealing with it at tax time seems ridiculous. E.g. you’re over the cap, pick an option - pay x$ / x%, or choose to deal with the ATO at tax time?
Either way will have a read either way, thank you all. SFCU - come for the football, stay for the life advice!
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One for the council…
Hypothetically you work for an organisation that employs your speciric role via contracts only. You are exceptionally good at your job, but are informed your contract wont be renewed. Management will be recruiting to fill your exisiting contract but have assured you that theres nothing you have or havent done for the contract not to be renewed.
Would it be fair to say thats a bit suss, and potentially a claim for unfair dismissal? Or does the nature of the contract mean the employer can essentially do whatever they want?
If the contract is fixed-term then the hirer is under no obligation to renew, did you ask if you could apply for the (I assume) permanent role?
Is the contract covered by an EBA? Or just a common law contract kind of deal? If it’s an EBA then there might be something in there about permanent conversion rules.
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Sounds like they want to cut costs by hiring internally rather than continuing with contracts, which typically have a higher $ value than just employing someone.
Ok, so I want to leave my job, basically as my manager is a micro managing asshole. I think he actually rates me though and I will need him for a reference. The only thing is that we are insanely busy at the moment and it will really put him in the crapper if I leave now, especially if I tell him and his boss the reason.
Should I be truthful or make up something as the reason?
I would try to phrase it slightly differently. May tell your boss that you’re going to a role that would allow you to work more independently. Even though you understand that the current business needs to have it’s systems in place. If the manager’s manager is decent, he’ll be looking at trends and comments from any staff leaving and if they’re seeing similar reasons they’ll start to investigate the manager in question.
A few years back I had a number of staff leave my Melbourne Lab and they all gave reasons such as “better pay,” “new opportunity” and a whole load of others. Turned out the manager I had there was being abusive and turning the workplace into a living hell. Problem is that no one raised anything and, even when I was there talking to them individually, they never let on even once. It’s only when she was away getting treated for cancer, that they came out and told me what the go was. We managed the situation and now have the happiest team we’ve had down there, that’s pumping out work like crazy.
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Secure new job, then unleash constructive feedback.
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I’ve got this woman in my work who is part of a completely different department, essentially i’m a supplier for her. Her staff submitted samples to the lab on next day turn around time when, in fact, they wanted same day. She sent me one of the most unprofessional messages that night, having a go at my staff for not doing any work, keeping her samples on hold without reporting and even had a go at my staff for going on a coffee break.
After multiple emails and phone calls, she’s still of the opinion that her staff didn’t make a mistake and it was all on us. She even suggested that we create a new Chain of Custody form, just for her staff that means they can’t make a mistake. Mind you, if I make a new form, I need to submit it to our IMS committee, they need to formally accept it and then we need to train all staff on how to use it.
I ended up losing it, went to HER boss and explained the situation. An hour later she send an email out reminding her staff to tick same day turn around times on the Chain of Custody forms. It just perplexes me how much she argued and bitched and whinges in a situation that she was clearly in the wrong.
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Contracts are fixed term. The position will be filled on the same exisiting contract, not permanant. The person being terminated can not apply for the position.
Not confirmed but there doesnt look to be anyone internally who they could move into the role.
Have you met people?
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That sounds really really wierd to me. I don’t think you can preclude someone from applying for a position when their term ends. Different if the hiring manager unofficially wants this, but if it’s in writing it’s a bit strange
The obvious explanation is that the hiring manager has a mate he wants to give the work to and is manipulating the criteria to ensure there’s no real competition.
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Honestly, never met anyone like her in my entire life. We’ve spilt out into her building with a single instrument. I’ve spent about $300,000 on the instrument, plus R&D to date and finally have it operational. She’s sent me multiple emails asking if she can take it and run it herself as she has experts working for her. The “experts” have worked in the same room as this instrument…
Sorry, internally I meant as an internal company resource - turning a contractor into an employee.
But as Jubal has said - given your first point, sounds very much like they are manipulating the process to get someone else in. I’d be looking into their procurement policies to ensure they aren’t purposely effing you over. That being said, if they want someone in particular, they will get that person - and if this is how they are going about it, do you really want to work for this person?
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Its a bit of an unfolding story but the counsel here only confirms my suspicions of shenanigans.
SfCU delivers again 
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