Sound familiar?
Award & wage compliance reviews
A job title does not tell you the whole pay story. If classifications, overtime or entitlements are uncertain, a review can identify gaps before they become a larger dispute.
- Unsure which Award or classification applies.
- Overtime, penalties or allowances handled inconsistently.
- Pay practices and records that have not been reviewed as the business grew.
A practical next step
How I help
- 01
Understand the actual work
We review roles, duties, employment arrangements and any applicable agreement.
- 02
Check the rules and payments
Coverage, classifications, minimum rates, overtime, penalties, allowances and relevant entitlements are examined within the agreed scope.
- 03
Identify gaps
You receive a clear explanation of issues, supporting records and areas needing further advice.
- 04
Plan corrections
I help prioritise corrections and improvements to pay processes and records, including further specialist input where needed.
Who it’s for
Available to councils, schools, health services, aged and disability care providers, and small and family businesses.
Serving Northern Rivers NSW, Tweed, Gold Coast, Brisbane and SE Qld, with Australia-wide online appointments. In-person availability is agreed for your location.
Areas we serve →Why Open Hands
Lorraine Dawson is an AMDRAS-accredited mediator and qualified lawyer (LLB), with a master’s in HR and organisational development. She brings an impartial, practical understanding of the people and legal issues involved.
Meet in person or online. Information is handled confidentially, subject to agreed terms, legal obligations and relevant safety exceptions.
Questions people ask
General information only, not legal advice. Your circumstances and the current rules matter.
Does every employee have an Award?
No. Coverage depends on the industry, occupation and circumstances. A registered agreement may apply, and some employees are Award-free; other minimum obligations still matter.
Can a contract override minimum entitlements?
A contract cannot undercut applicable statutory minimum entitlements. The National Employment Standards and any applicable Award or agreement need to be considered.
What records help with a review?
Contracts, role descriptions, timesheets, rosters, payslips, payroll settings and any applicable enterprise agreement are useful starting points.
Does a review guarantee compliance?
No. Conclusions depend on the information provided, agreed scope and applicable rules. Rates and circumstances change, so ongoing review may be needed.
What if a possible underpayment is found?
We discuss the facts, the extent of the issue and a correction plan. Significant or disputed issues may require further legal or payroll advice.
Start with a conversation.
Thirty minutes, no cost, no obligation.