Are overseas workers subject to different employment conditions?
No. Any overseas worker either professional or trade-qualified who is eligible for a work permit in Australia is required to be paid at the same level as a domestic worker. Similarly, to enter Australia as a skilled worker, a person is required to meet Australian skill levels, health checks and security clearances. Australian employers must also conduct the same health and safety checks and inductions for offshore workers as for locally employed staff.
What happens to overseas workers when there is less work available?
The subclass 457 employer sponsored temporary visa requires a person to work in their designated occupation while they are in Australia. If they are not working, the visa holder is given notice that their visa may be cancelled and they may be required to return to their home country.
Where industries experience sharp rises and falls in activity, it may make economic and business sense to use a nationally and internationally mobile workforce. In recognition of this, the subclass 457 visa is provided specifically for Australian employers to source temporary skilled labour from offshore, provided they meet the relevant criteria.
Does imported labour displace the young unemployed?
No, the use of offshore skilled labour does not disadvantage young Australians. The youth employment rate generally refers to an estimate of unemployed 15 to 21 year olds who may be unskilled, low skilled or lacking sufficient experience required by employers. Companies making multi-million dollar investments require access to a skilled and experienced workforce.
How does utilising offshore skilled labour impact on local content?
Local content is maximised when there is adequate infrastructure, labour and capital available in the domestic market. A significant skill and labour shortage is likely to threaten local industry capability, which may lead to more work being completed offshore. Engaging skilled offshore labour to meet skill shortages allows employers to deliver a higher level of local content, which benefits the local economy.
Minimum salary level for temporary overseas employees?
A new minimum salary threshold for positions being offered to temporary business entrants has recently come into effect. Under the current regulations, Australian employers seeking to sponsor temporary overseas employees for nominated positions in Australia will be required to pay a minimum base annual salary per employee. This excludes additional payments such as superannuation, accommodation, bonuses or any other non- salary benefits.
The minimum salary threshold is revised periodically. In addition, a new separate minimum annual salary will apply to information and communication technology positions to better reflect the typical salary for experienced professionals in that industry. The gazetted revision has been made despite concerns that the minimum salary threshold arrangements for temporary business entrants is set inappropriately in relation to some state and relevant federal awards.
The arising disparity between the gazetted salary threshold and some awards previously highlighted to the Federal Government is preventing some employers from accessing temporary overseas employees. This has created difficulties particularly in areas where there are identified skill shortages. The gazetted salary level will not affect employers in regional and low-population growth areas. Under special provisions employers in regional Australia may seek an exemption from the salary requirement under exceptional circumstances.
Do Employers need to check work rights?
Yes. Employing illegal workers can be detrimental to your business. Employers should check work rights of all employees. People found working without lawful authority are usually removed from the workplace without notice. In today’s competitive market, your business cannot afford the disruption to production and the loss of valuable time caused by the sudden removal of your staff
Employing illegal workers may cause your business reputation to suffer. In addition to this, if an illegal worker is removed from your workplace, they take with them the money and resources you spent on recruitment and training At present if you are employing a non Australian citizen with no work rights, that person is an illegal worker and you may be committing an offence under the Criminal Code Act 1995 which attracts a penalty of up to $10,000.
How long does it take for the person to commence work in Australia?
Generally the applicant will be available to commence work within 8 to 10 weeks of receiving a confirmed offer of employment. The approval time will vary for different countries. The fastest turnaround will always occur for first world countries. Third world countries may take 3 months for a visa approval or longer where there are security concerns about the applicant.
When can the family join the applicant?
The applicant can include the family on the application from the beginning if the employer approves. The advice of TMR Group is that the applicant’s family should join the applicant after the initial three month probationary period is complete and the employee receives the approval of the employer. The employer needs to provide a letter of support accepting the sponsorship obligations for the primary applicant’s family.
What happens if the visa holder’s employment is terminated?
The employer advises Visa Solutions Australia or TMR Group and the Department of Immigration and Multicultural Affairs is advised of the change. The applicant will then receive a letter from the Department of Immigration and Multicultural Affairs asking for reasons not to cancel the visa. The primary applicant then has 28 days to find another sponsor or leave Australia.
What is the screening process?
Our candidates are extensively screened and skill tested offshore by independent testing authorities in order to ensure a quality candidate. The employment references are tested for veracity and independently questioned about the candidate’s background, work ethic and skills.
Phone interviews available?
Candidates may be interviewed by phone to ensure that the employer gets to select the correct person for the job.
Skills testing for some trades?
All our offshore candidates are tested to the extent that is practical. For welders, boilermakers and metal fabrication trades the candidate is generally required to complete skill tests.
Costs compared with local recruiting?
Using the TMR Group process, the cost may be lower than local or domestic recruitment. TMR Group will suggest that the candidate pay the visa and relocation costs in order to secure a position in Australia.
If an employee does not work out who pays travel costs home?
The TMR Group candidates will arrive on a minimum three month return ticket in order to fulfill the requirements of the probationary period for the employer. Therefore, the employer is not left to carry the bill if the employee is rejected in the first three months.
Is it being done by many others?
TMR Group has a unique process which has been honed and refined over a period of time and through assisting hundreds of candidates to relocate to Australia. Others try to imitate our service, without the credentials and experience to deliver a genuine solution.