Ben Radisich (WIV) 0:09
Good afternoon everyone. My name is Ben Radisich. I'm the communications manager here at Wage Inspectorate, Victoria, and I'll be facilitating today's webinar, which is child employment laws, explained a guide for Victorian employees hosted by Wage Inspectorate Vic.
I would like to start today by with an acknowledgement of the wondery why warung people of the cooler nation as the traditional owners of the lands I'm speaking from today, I'd like to pay my respects to their elders, both past, present and emerging, as well as any Aboriginal and Torres Strait Islander people joining us today.
Our presenters today are Claire Sanders and Michelle Horne, both of whom bring a wealth of experience in industrial relations and know the insurance and outs of Victoria's child employment laws. Claire leads our advisory services and licencing team here at weave and has over 10 years experience managing frontline teams across local and state government.
Michelle is our team leader for child employment licencing and she brings over 12 years of experience in industrial relations and human resource management. Before I pass on to Claire and Michelle, I just have some housekeeping to cover. Please note that we cannot provide legal advice.
And the content of today's presentation is for educational purposes only. If you have any questions for the presenters, please type them in the questions box during the Q&A session. The webinar is being recorded and will be emailed to you after our session today.
Will also be available on our website in the coming days. During the webinar we will be sharing links in the chat to some of the resources that will be discussed today and other helpful resources that relate to this topic. And lastly, we will also be sharing a short feedback survey at the end of the session.
We really appreciate you taking the time to complete the survey and your feedback will help us improve any future webinars that we do. So without further ado, I will pass you to Claire and Michelle.
Claire Sanders (WIV) 2:12
Thanks, Ben, and welcome to everyone joining us today.
Yeah.
All right. First off, we'll cover a bit about our role at the inspectorate. So the wage inspectorate is an independent statutory authority. Within Victoria, we promote and enforce a range of Victorian employment laws covering not only child employment and child safety, but also long service leave and independent contractors in the transport and forestry sectors.
Under the Child Employment Act of 2003, we also administer the licencing scheme for child employment.
Victoria's child employment laws help keep kids safe in the workplace and our role at the inspector is to make sure that kids are protected from work that could harm their health or well-being. And that also includes employment arrangements or duties that could adversely impact a child's development or their attendance or benefit at school.
Employing kids under 15 can be a win win with businesses getting additional help during peak periods and kids getting valuable experience in the workforce. However, it must be done safely and legally to prevent harm.
Next slide, please. Ben, thank you. In addition to assessing child employment applications at the inspector, we also provide education to employers. We conduct information campaigns out in the field, particularly in areas where children are more likely to be employed.
And we conduct compliance audits and investigate child employment breaches as well our compliance and enforcement approach, however, is not the focus of today's session. Today is all about helping educate employers who may be new to the licencing scheme or need a bit of guidance to help comply with the obligations.
From the outset, there's also a few things the inspectorate can't assist with. Other workplace laws, such as pay rates for children, matters involving children over 15, so child employment laws only cover children under 15.
As Ben mentioned, we also can't provide legal advice.
So it's a pretty common misconception that children can legally start work at 14 and nine months, but it's actually 15 years old, so the licencing scheme is applicable for the employment of children under 15. If you want to employ a child who who's over the age of 15, then you don't need a licence.
The definition of employment doesn't just mean a worker being paid to perform a task or worker shift under the Child Employment Act. The definition of employment is deliberately wide, so it extends beyond regular employment contract type work to make sure other arrangements involving children in employment life work.
Are covered too. So when assessing whether an arrangement between an organisation and a child might be considered employment, it's important to look at who actually benefits from the work being performed by the child and also whether the child is subject to direction about how that work is to be performed.
There's two types of licences, one for general industries such as retail or hospitality businesses, and one for the entertainment industry, such as TV productions. Still photography or or theatre productions. The different licence types do have slightly different requirements, which we'll cover throughout this session.
Most importantly, licences are free and they last for one or two years, so if you're unsure if you might need a licence, it doesn't hurt to apply and and our licencing team will be able to assist you through the application process.
There's also some activities that are are not considered employment and these are specifically referenced in the Act, so the laws don't apply to children participating in a religious service, participating in a project for a school or tutoring and babysitting if only the child benefits financially and not.
Others. So if they're working as part of a company, then that might be considered employment.
Next we'll go through some further examples of when you may or may not need a licence, which you'll see on the screen. So it is important to note these are examples only. It's not an exhaustive list. We do also have a a quick decision tool that's available on our website which will help you determine if you might need a licence.
And this resource will be posted in the chat shortly. So in one of the examples you'll see on screen a 13 year old is assisting with coaching at a martial arts studio. So while the child may not receive a wage for the arrangement, the martial Arts studio benefits by not having to hire and pay.
Of the coach and the child would likely also be under direction about how to coach the other participants in the class. So in that scenario, the arrangement's likely to be considered employment and the martial arts studio would need to obtain a a child employment licence, specifically a general industry child employment licence.
But there are of course some arrangements that don't require a licence. The most common scenarios involve are family businesses where a child's parents may own and operate the business or formal work experience programmes organised through a child's school.
So if we take the same example of a 13 year old at a martial arts studio, if the child was assisting their parent who was the coach and owner of the studio, then a child employment licence would not be required. However, there's some obligations under the act that do still apply to family businesses such as.
Adequate supervision of the child and if the child's employed in a family business, they also can't work during school hours or enrols. It may be harmful to their health or well-being so on a on a building site on a fishing boat, or doing door to door selling. Similarly, if the child was assisting with coaching as part of a formal work experience.
Arranged through their high school, then a licence would also not be necessary.
Next we'll go to Michelle to cover applying for a licence.
Michelle Horne (WIV) 8:06
Thanks, Claire. So yes, I'm going to talk to you about applying for a licence and the insurance and outs of that. So if you've never had a licence to employ children under 15 before the first step is to create an account on our.
Child employment Portal there is a link to this page on our website and it's shared in the chat or will be shared in the chat. Make sure that you use your own up-to-date e-mail address and this is shared. Sorry. And as we are upgrading our portal security and you will be required to verify your account each time you log in.
In by receiving an e-mail, we've now have a new multi user portal feature. As part of this. So the next step will be to register your organisation in the portal. If you already have a licence you may have an organisation profile already in the portal.
If not, give us a call once your organisation registration is approved, you can add more users as either administrator, editor or viewer. These users must first create their own portal account and then they can access request access to the organisation.
This means that multiple people within your organisation can manage your portal, your portal account, and it also means that if anyone leaves the organisation, they can be removed and replaced with another user.
Step three, once you have registered your organisation, you can now complete an application for a child employment licence. You will be asked to provide information about the employer's details, details of nominated officers and employer representatives.
If, if of course of only if entertainment and complete a few declarations, including a fit and proper person declaration, once submitted, the licence will be assessed by a licencing officer.
Through this process the licencing officer may require further information from you. If so, you will require you will receive an auto generated e-mail advising you to log into the portal to view the request and respond.
Next slide. But however, before you apply, I recommend reading through the resources and information on our website. Make sure you understand your legal structure. Is your organisation a body corporate? Is it a trust? A sole trader?
Is it an incorporated association and these are just a few examples? Make sure the right people in the organisation are listed on the application, so for a bit of assistance there an officer must sign both the declaration in the application and the fit and proper Person declaration.
Who is an officer? You may ask. It means a person with significant decision making powers within the business, such as an owner, a director, a partner or an executive. These people are called officers under the law. All applications must have a nominated officer. This is some.
Someone who is responsible for ensuring that the licence holder complies with the child employment laws and conditions of the licence participates in or makes decisions about a child's employment and has knowledge of the work that the child or children do.
Furthermore, an employer representative is required for entertainment licences only. This is someone who directs the work of the children and they must have a working with children check or clearances that they're now known as the employer representative may also be the supervisor of.
The children or the child?
Make sure that you understand the role and duties of the children that you intend to employ, as well as any hazards. This information also needs to be included in the application, and finally the fit and proper person declaration. This is a legal document.
This document helps us to ensure that applicants are fit and proper to employ children by seeking information on their compliance history with workplace and other relevant laws. It also helps us consider matters like integrity and whether a person has a criminal convictions in relation to offending against children.
Next slide.
Keep your licence up to date. This is an important obligation of a licence holder, so you need to keep your licence up to date and notify us each time you employ a child. These obligations can be carried out using your portal account.
So it can all be done in the one place. More specifically, when notifying us using the online portal, it is preferable that we're notified before the child starts work. The details you will be required to enter into the portal about this work includes the duties intended hours the child.
And the parents details and a few other bits and pieces. You're also required to advise us of any changes to the licence by submitting a variation application. Changes include adding or removing nominated offices and employer representatives or business details such as business.
Addresses.
Yeah.
Your obligations so a bit more about your obligations under the child employment legislation and also under the licence so light work. This part is about light work. So what is light work? The law talks about children under 15.
Only doing light work. This will differ from child to child depending on their age, experience or even the workplace and what safety measures are in place. The licence holders role here is to ensure appropriate risk. Mitigations are put in place to ensure.
Children only perform light work, you almost. You also must comply with the OH and S act, so there's some examples on that slide of work that may not be considered light work.
Manually lifting heavy items, working with or near cooking equipment, emitting high heats, working with sharp instruments, power tools, working near moving vehicles, working at heights, uncontrolled animals, extreme weather conditions.
These are just some examples, but there are others that might might be more dangerous for children, like working around bodies of water for example. We've just posted in the chat some resources around.
How to keep children safe at work and how to mitigate and identify hazards and risks so they really good resources?
So the types of work. Thank you for the next slide. The types of work on the previous slide are considered likely to be harmful to a child's health or safety unless the risk of harm is managed to minimise the risk. So some examples of risk mitigations.
Are listed here and the controls listed are a guide only. Definitely not set in stone. A child using a slicer that's not light work risk mitigations. Applied may reduce the risk. So for example training and safety induction cut resistant gloves.
Safety guard supervision while performing the task. They're just a few things. Next example child working in or near a pool. Some of the mitigations could be having a lifeguard on duty. Having children that know how to swim.
They'll be supervised at all times with appropriate full pool fences, and children will be isolated away from the pool, so those are also things you could do. And as I said, there's some great resources that have been posted in the chat in relation to light work.
Next slide.
Prohibited work. There are certain types of work that are prohibited under our legislation. Prohibited work includes working on a building site before lock up stage.
So that's one working on a fishing boat and also selling door to door. Those are prohibited types of work. That's a short and sweet one. Next slide.
Over to you, Claire.
Claire Sanders (WIV) 17:11
Thanks, Michelle. All right. So we'll cover supervision, record keeping and parental consent in this section. So while we may not ask for all records to be provided as part of the initial licence application or in subsequent notifications of children working, employers must still keep all records regarding.
In the employment of children and these records should typically be kept for 12 months after the child has finished working, and we may ask for this documentation when we conduct compliance audits or investigations. Children also cannot work without the written consent from their parent or guardian.
And employers must obtain this consent before the child commences employment and also retain the record for 12 months after their licence has expired. We do have parental consent templates available on our website and this resource will be posted in the chat as well for you.
Children must also be supervised by someone who is at least 18 years old and holds a valid Victorian working with children's clearance unless they're exempt. So one example is if the parent or guardian is the person supervising the child at work.
They don't need of working with children's clearance and this is common in situations where the parent may also be employed at the same business. We do see that in the entertainment industry. Additional supervision requirements also apply for children who are under six years old and therefore may need some further safeguards while they're at work.
An example is a six month old baby appearing in a TV commercial. They must be supervised by their parent or guardian, or an appropriately qualified nurse, midwife or early childhood educator.
Back to you, Michelle.
Michelle Horne (WIV) 18:58
Thanks Claire.
OK, so there are restrictions on age and hours under the legislation. So in Victoria, children can deliver newspapers and advertising materials from the age of 11, but once they turn 13, they can then work in most other industries. For example retail shops.
Cafes or restaurants, to name just a few, there are restrictions on the hours of work per day and per week that a child under 15 can perform. There is also this is also dependent on whether the work is performed during school term or school holidays.
So during school term, 3 hours per day, 12 hours per week, and during school holidays, children can work more hours, six hours per day, 30 hours per week. Children under 15 require additional rest breaks as well. A 30 minute break every three hours.
There are different rules again for children working in entertainment. There is no age limit for working in entertainment, but there are industry specific rules that apply, including different requirements for hours of work. We will look at this on the next slide.
Yeah.
OK, we're gonna post another resort in a resource in the chat. So this is the mandatory code of practise for the employment of children in entertainment.
This code provides special rules that apply to the employment of children in the entertainment industry, and these are outlined, as I said, in the mandatory code, there will be a link to it in the chat which we already have. Employers in this industry should be should familiarise themselves.
With the code and the types of work that make up the entertainment industry, it outlines additional requirements for supervision. Plays outlined a little bit of that that applies in entertainment. So yes, there are special rules for babies under 12 weeks and rules for those under six years of age.
General duties, for example, the provision of food, drink, clean and accessible toilet and change rooms and not casting children in roles or situations that are inappropriate. It also has special hours of work provisions. There are two sets of rules regarding hours of work in entertainment, one for live entertainment.
Such as musical theatre plays opera or catwalk modelling, and one for recorded entertainment such as film, TV, radio or advertising.
Yeah.
Different rest breaks apply as well, with children needing a rest break every 10 minutes, as well as a 45 minute meal break every five hours. The code also outlines requirements for tutoring once children have missed a portion of school.
For example, it outlines things such as how much tutoring should be provided when it should be provided, qualifications of the tutor facilities and consultation with the school. There are special rules as well under the mandatory code for babies under 12 weeks of age, for example, assessing whether they are.
Fit for employment supervision by a nurse and or parent and not using harmful lighting. That's just a few things. Additional rules for record keeping as well fall under the mandatory code, for example.
Employers are required to collect child information forms and keep them on file. And finally, parents and guardians must be provided with a summary document of the code and a link to this is also being posted in the chat.
Yes.
That's it for the manager. Code over to you, Claire.
Claire Sanders (WIV) 22:50
Michelle, so as Michelle's just referenced, particularly in the entertainment industry, there may be occasions where work can't be rescheduled and a child during school hours. So things like a matinee showing of a theatre production or ATV series filming in the middle of the day.
Michelle Horne (WIV) 22:53
Yeah.
Yeah.
Yeah.
Yeah.
Claire Sanders (WIV) 23:10
And it's important to note that a child cannot perform work during school hours unless the school exemption is approved from the Department of Education. As previously mentioned, the purpose of the child employment laws is to make sure the child's development and their attendance or benefit at school is not adversely impacted by the employment.
So if a child is provided with a school exemption to work during school hours, as Michelle's mentioned, additional supports and strategies may need to be implemented to make sure that the child's education isn't impacted. So things like tutoring or private transport to and from the workplace to minimise travel time.
School exemptions are not common in general industries, so retail and hospitality as an example, so further advice from the Department of Education would need to be sought by the parents of the child in those scenarios.
Employers of children under 15 must also comply with child safe standards in Victoria, so there are 11 standards in total. Each one helps ensure child safety is is really embedded in the day-to-day operations of the organisation.
And helps keep kids safe from abuse and neglect. So as an example, we won't go through each of the 11 standards, but as an example, standard #7 provides that employers must ensure processes for reporting complaints or concerns are child focused.
Meaning that children understand how to make a complaint about inappropriate conduct and others in the organisation also know how to respond to those complaints. So these standards are applicable to a range of organisations, even if they don't employ children under 15. So businesses who provide services or facilities.
For those under 18 years old are also covered by the child safe standards, so it is really important that licence holders understand these standards and we do have a comprehensive resource with examples about how each child safe standard can be implemented by organisations that's available on our website and I believe has been posted in the chat as well.
Thank you.
Ben Radisich (WIV) 25:18
All right. Thank you, Claire and Michelle, and thank you for that. We will move into the Q&A section of the today's Webinar now. So if you do have a question at the top of.
The meeting there is a Q and a button. If you type your question in there, we will answer it. So the first question Claire and Michelle is from Liesel Eagan. And so a question from the entertainment industry. The forms for each child can become onerous when we're filming with.
Schools or multiple children? Is there any future plan to possibly combine the child info form and parental consent form when tied together with the school exemption form, parents are required to complete 3 forms and it can be sometimes be a barrier.
With English as a second language, or if parents don't have home computers.
Claire Sanders (WIV) 26:13
Yeah, I'm happy to answer this one. So, Lisa, there are some some things that we have on the horizon next year to improve some of our systems. And as part of that, we'll be looking at trying to condense some of the, yeah, the administrative burden for licence holders to to make things easier. We do have, you know, lots of.
Forms that do need to be to be filled in as you've mentioned. So in the first half of next year, we're looking particularly around how licence holders notify us of children working because for some employers, you know they employ a lot of children and therefore there's lots of of information that they need to provide to us. So as part of that project and system.
Update. But we'll be looking at how we can improve some of the our forms to make it easier for not only licence holders, but also the parents of the children as well. So stay tuned. Hopefully that answers your question.
Ben Radisich (WIV) 27:05
I think you've got a round of applause emoji. That's a good sign. Thank you, Claire.
Claire Sanders (WIV) 27:07
We're also very open to to feedback about about our systems and processes. We're always looking for ways that we can make make compliance easier for licence holders, so more than happy to to hear our feedback there.
Ben Radisich (WIV) 27:11
Yeah.
Yeah.
Thank you. And just one from the chat from Tim. Are there specific school hours is Monday to Friday 9 to four or five for example?
Michelle Horne (WIV) 27:31
I can answer that one. So school hours are generally what are deemed to be school hours under the education and training reform legislation under the Education Department. So that would be when kids are generally required to attend school.
But no, we don't have any specifics around the actual hours.
Ben Radisich (WIV) 27:53
Thank you, Michelle. The next question is from Brendan. You'd just like to confirm that employee also includes volunteers, example canteens, workers at sporting clubs.
Michelle Horne (WIV) 28:05
Yep, I can do that one as well. So for our act defines what employment is and we've gone through that. So as you know, it's it doesn't matter whether their people are paid or unpaid, it's around whether an organisation is benefiting from the the child doing the work. So it it, Yep, that would apply to a volunteer.
Claire Sanders (WIV) 28:07
Yeah.
Michelle Horne (WIV) 28:25
Yeah, and running something like a canteen at a sporting club would be considered employment.
Claire Sanders (WIV) 28:32
And they'd likely be subject to direction about how that work would be performed as part of that too.
Michelle Horne (WIV) 28:34
Yeah.
Yes, that as well. Thanks Claire.
Ben Radisich (WIV) 28:42
All right. Thank you, Michelle. And Claire, question do I need to apply for a licence every time I hire a child?
Claire Sanders (WIV) 28:54
No. So we used to have a permit system where employers would need to essentially apply for a permit each time they're employing a child licences, you apply for a licence once and that lasts for either one or two years depending on which licence type.
You're applying for, so you only need to apply for the licence once, and then you just need to notify us of, you know, each child that's employed under that licence, and you can notify us in in one single notification of several children who may be employed under that licence. So it is an easier system than than we had previously.
Anything to add to that, Michelle?
Michelle Horne (WIV) 29:31
No, that's that's perfect.
Claire Sanders (WIV) 29:31
Yeah.
Michelle Horne (WIV) 29:34
We like our new licencing system.
Claire Sanders (WIV) 29:35
We do.
Ben Radisich (WIV) 29:35
This is.
Michelle Horne (WIV) 29:37
Thank you.
Ben Radisich (WIV) 29:39
All right. Thank you. Can. Oh, here's a question. Come in. Michelle, you mentioned a break every 10 minutes and a 45 minute meal break. Can you elaborate a bit further on that point, please?
Michelle Horne (WIV) 29:50
Yeah.
So this is for children being employed in entertainment. Those breaks apply across all age age groups.
So basically, let's give an example of a a three-year old child being employed to do some work in film or television. They're allowed to work up to six hours a day, so they must have a 10 minute rest break every hour and they'd have to have a 45 minute meal break in there because they're working for.
Than five hours? Does that answer the question?
Claire Sanders (WIV) 30:25
Yeah, I think it may have been a misunderstanding. A break every 10 minutes rather than a 10 minute break every hour, every hour.
Michelle Horne (WIV) 30:30
A 10 minute break every hour.
Ben Radisich (WIV) 30:35
Alright, I got a thumbs up on that one as well. Thank you. Alright, next question.
Can you tell me who in my organisation needs to apply for the licence?
Claire Sanders (WIV) 30:54
Michelle, do you want to tackle that one?
Michelle Horne (WIV) 30:54
How long is a piece of? How long is a piece of string? That's that's a difficult one to answer, but effectively, I mean, you may have.
Basically we need an application needs to be signed off by somebody and they need to sign a declaration on the application. That person needs to be an officer if there are. If it's a body corporate. So someone who's in a position of management, senior management or just management. And the same with the.
Fit and proper person test. They also need to sign off on that if if they're a person in in a position of management who actually physically applies in the portal, you could get an assistant to do that, but you've still got to sign off on all the declarations.
Does that answer the question?
Claire Sanders (WIV) 31:43
Can be quite complex, particularly with really large company structures you know, potentially the the person who's right at the top of the organisation may not be the best person to, you know, necessarily apply for that licence if they need to. If they need to be someone who has knowledge of the work that the children are performing as an example.
Michelle Horne (WIV) 31:45
Yep.
Yeah.
Ben Radisich (WIV) 32:05
Thank you. Next one goes back probably to the one around the light duties or the child safe questions is if the employer or the business can demonstrate how they mitigate the risk, would that change how the work is perceived?
Michelle Horne (WIV) 32:23
Yep.
Claire Sanders (WIV) 32:24
Yeah. So.
Yeah, as as Michelle went through that, there's there's several examples of of of duties or things that may not be considered light work. But you know the the employer can can mitigate those risks enough. That's the the tasks are no longer considered, not light work and they actually.
Under, under the definition of light work, so you know as as Michelle mentioned, the the example of the the working around bodies of water. You know that wouldn't be considered light work but with appropriate risk mitigations and that's that work may be considered light work.
Umm.
Have I answered that one clearly? Anything else to add, Michelle?
Michelle Horne (WIV) 33:07
Yeah.
Just to say that, yeah, it's about having a something that's high risk and then putting lots of mitigations in place to reduce the risk down to low or not low or negligible.
Claire Sanders (WIV) 33:17
Yeah, and.
And the wage inspector can't always determine the appropriate risk mitigations. You know, it does take into consideration as well the child's development in the example of the the working around bodies of water as well, you know, children who know how to swim, being around bodies of water, of course, is is far less risky than, you know, children who don't know how to swim or or very young children like babies.
Michelle Horne (WIV) 33:21
OK.
Claire Sanders (WIV) 33:39
So we we can't always on on face value you know determine what those appropriate risk mitigations are. It's up to the employer to to make an assessment and we have some really good resources as does work safe on keeping kids safe in the workplace.
Ben Radisich (WIV) 33:56
Thank you both. Next question is there any data available about how many children are employed in Victoria in entertainment each year?
Claire Sanders (WIV) 34:10
Off the top of my head because I have just looked at some data, so each year we do receive. I believe it's around notifications that advise us of between 5 and 10,000 children under 15 working within Victoria each year.
Michelle Horne (WIV) 34:11
Yeah.
Claire Sanders (WIV) 34:29
And a large percentage of those children will be working in the entertainment industry. I mean, one reason for that is, you know, entertainment as we we've gone through doesn't have an age limit. So you know children anywhere from from infants, babies all the way through to to 14 and 11 months can work in the entertainment industry, whereas in the.
General Industries like retail and hospitality, you know, children can only start working when they're 13. So there's only a couple of years where they're covered by our our legislation.
I hope that's answered that question.
Ben Radisich (WIV) 35:01
All right.
Michelle Horne (WIV) 35:02
I was gonna add to that we we have a significant I can't give numbers either quite a significant number of children working in general industries as well nowadays.
Ben Radisich (WIV) 35:03
Thank you.
Claire Sanders (WIV) 35:12
Yeah. And particularly in holiday hotspots, you know, a lot of regional areas rely on on a, you know, children under under 15 for, you know, retail and hospitality, peak periods and they can, of course apply for a a licence to get some extra resources over those, you know, really.
Michelle Horne (WIV) 35:17
Yeah.
Claire Sanders (WIV) 35:30
Busy Peak Peak Peak seasons.
Ben Radisich (WIV) 35:35
Thank you both. I've got one more question here at the moment, so if anyone does have any other questions, please welcome into the either the chat or the Q&A. We seem to have both up and running today, so that's OK. So during the application process, is there a difference in registering your?
Organisation. If it is a trust or a body corporate.
Michelle Horne (WIV) 36:00
Yes, if it, if we trusts themselves, can't actually be actually be licence holder, it has to be the trustee of the trust most of the time. Trustee is a body corporate, but not always.
Claire Sanders (WIV) 36:20
Don't worry if you get it wrong. We'll help you out through the the application process.
Michelle Horne (WIV) 36:23
And.
We sure will.
Claire Sanders (WIV) 36:25
Yeah.
Ben Radisich (WIV) 36:26
Great. All right, just checking to see if any other questions come up. I'll leave it for a minute while I'm waiting, I'm going to post the survey into the chat. We, as we said, if it would be great if you could provide us some feedback on today so we can help improve as we're always striving.
To do to make sure that we're giving everyone the best service possible.
But if there are no further questions that come through, I would just like to give a big thank you to Claire and Michelle for sharing your insights and thank you to everyone for attending and for those who have answered questions. Appreciate it. I feel like we've only just scratched the surface on something, so we may be looking to do another one.
Webinar in the future, if you haven't already, please subscribe to our newsletter so you can stay up to date with workplace laws and be notified of future webinars. I'll put a link in the chat for that shortly as well as I said before you leave, it'd be great if you could.
Click our short survey 'cause. We would greatly appreciate your feedback and if you have any further questions, you can contact our friendly advisory team at the contact on the contact details on the screen, which I will change the slide for everyone now.
And you can also submit an online inquiry or, you know, give us a call. So thank you again for taking the time to join us and we look forward to seeing you at our next webinar. Until then, please stay safe and enjoy the rest of your week.
Claire Sanders (WIV) 38:01
Thanks everyone.
Michelle Horne (WIV) 38:02
Thanks.
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