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For more information, contact Angelo Sirianni on 03 9851 6500 or email angelosirianni@colledges.com.au Founding member of
www.colledges.com.au
4. Agenda
Introduction
Work Cover Update
Whiteboard Items
Parts Department Study
Best Ideas
Sales Commissions
Year End Wrap Up
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5. Quote for the day...
“Drive thy business
or it will drive thee”
Benjamin Franklin
US author, diplomat, inventor, physicist, politician, & printer (1706 - 1790)
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10. Employer RTW Obligations
1. Provide employment
2. Plan for a worker’s RTW
3. Consult about the RTW of a worker
4. Nominate a RTW Coordinator
5. Make RTW information available to all workers
6. Host employers to cooperate with labour hire employers
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11. Obligation 1 - Provide Employment
• Employers must provide suitable or pre-injury employment for
duration of the Employment Obligation Period (52 weeks)
• Employment Obligation Period (EOP) commences when
employer receives a medical certificate or claim for weekly
payments
• If the claim has been rejected the EOP continues if a worker
returns to work
• Definition of suitable employment in the Act has been
amended
• ‘Pre-injury employment’ is the same or an equivalent position
as that held before the injury/illness
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12. Obligation 2 - Plan for a Worker’s RTW
Employers must engage in an ongoing process to plan for a
worker’s RTW:
• Start planning when first receive a medical certificate or claim
for weekly payments
• Start planning even before worker’s claim is accepted
• Plan for RTW even when the worker has no capacity for work
• Undertake steps in the planning process as often as
necessary to enable worker to RTW in employment
consistent with worker’s capacity
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13. Obligation 3 - Consulting about RTW
• Employers must consult with the worker, the
worker’s THP and OR provider
• Consultation helps employers understand their
workers circumstances and make informed
decisions about suitable employment options
• Consultation can foster better relationships and
cooperation which is crucial to achieving good RTW
outcomes
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14. Obligation 4 - Nominate a RTW Co-ordinator
• RTWC role is to assist the employer meet their RTW
obligations
• Employer remuneration $2M > must have RTWC at all times
• Employer remuneration < $2M, obligation to nominate RTWC
commences when employer receives medical certificate or
claim for weekly payment
• Key changes: RTWC must be competent and have
appropriate level of seniority
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15. Obligation 5 - Available RTW information
• Information includes the employer’s and worker’s
RTW obligations, agent details, RTWC details and
issue resolution procedure
• Employers are required to consult with workers
about the best method of making RTW information
available
• The format for RTW information should consider
characteristics of workplace and workforce
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16. Obligation 6 - Host to Co-operate with Labour
Hire Employers
• Host employers have a new obligation to cooperate with
labour hire employer in the latter’s efforts to meet RTW
obligations
• The RTW obligations on labour hire employers are the same
as for other employers
• To co-operate with labour-hire employer, host employer can:
• provide suitable or pre-injury employment
• notify labour hire employer if worker is injured
• provide nominated workplace contact
• provide access to the workplace
• be available for discussion relating to worker’s RTW
• provide information re worker’s RTW and progress. 16
18. Worker Obligations
• Commence 1 July 2010 for new and existing claims
• Revised sections of the Act for worker obligations:
Participate in planning for return to work (s200)
Use occupational rehabilitation services (s201)
Participate in assessments (s202)
Return to work (s203)
Participate in an interview (s204)
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19. When Workers Must Meet RTW
Obligations
• Worker’s obligation begins as soon as there is an
incapacity to work (i.e. before claim is accepted)
• Aligns to employer’s obligation to plan for RTW as
soon as employer knows there is an incapacity
• NO change to existing provisions relating to
medical examinations (s112)
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20. Consideration of Individual Circumstances
Decisions about the reasonableness of a worker’s
participation in RTW related activities must also take into
account the worker’s individual circumstances at the time.
Some examples:
Nature of worker’s injury
Worker’s certified capacity
Worker’s non-compensable injuries or illnesses
Worker’s language/literacy skills
Worker’s age, mobility, skills and experience
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21. RTW Compliance
• Failure to comply with the obligations under Sections 200-204
of the RTW part of the Act
• Not performing tasks, hours or duties in the RTW
arrangements within the worker’s capacity
• Unreasonably failing to seek and obtain new employment
within the worker’s capacity
• Not attending, refusal or failure to participate in New
Employer Services (NES) or in arranged job interviews
• Not providing relevant documents in a timely manner, e.g.
Certificates of Capacity
• Failure to notify an employer of the worker’s RTW
21
22. RTW Compliance
• Previously, non-compliant workers could have weekly
payments ceased and determined
• New process: 4-step staged hierarchy of sanctions aimed at
motivating a worker to comply with RTW
• Before applying sanctions there must be documented contact
(phone or meeting) or documented reasonable attempts at
contact
• Workers are to be provided with every opportunity to
understand and comply with their obligations
• All communication must contain instructions on how to
comply with RTW obligations.
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23. Summary
• Employers RTW obligations
6 obligations employers need to oblige by
• Workers RTW obligations
5 obligations workers need to oblige by
Staged hierarchy to issue RTW non-compliance
31. Parts Department Analysis
Key Numbers Group ATA
1. Average Gross Profit 24.6% 27.0%
2. Parts Sales Per Employee $76,980 75,000
3. Parts Gross Per Employee $18,897 19,000
4. Salary % Gross Profit 34% 32%
5. Total Dept Expenses % Gross Profit 55% 37.5%
6. Selling Gross Per Employee $8,517 10,000
7. ROI - Inventory 297% 175%
8. Months Supply 0.79 1.5
9. Days Supply 24 45
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32. Parts Department Analysis
Parts Sales by Category Sales Mix Gross Mix Gross %
Counter/Retail 2.9% 3.7% 31.1%
Workshop 22.0% 36.1% 40.4%
Internal 15.5% 13.1% 20.8%
Trade 34.8% 27.8% 19.6%
Interdealer Sales 0.0% 0.0% 0.0%
Warranty 9.1% 5.2% 14.2%
Misc. Parts Sales 15.7% 14.1% 22.2%
Total 100% 100% 24.6%
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33. Parts Department Analysis
Key Findings
1. Gross below ATA average 24.6% vs 27%
2. Workshop/Internal 38% of Sales
3. Workshop/Internal 49% of Gross
4. Trade Sales 35% of Sales
5. Trade Sales 28% of Gross
6. Average Inventory $315K
7. Inventory Less than 180 days 84%
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36. Sales Persons Commissions
* Based on Retail Sales Units
New Department
Group Average Mix%
Salary $178/PNR 43%
Commission $239/PNR 57%
Total $416/PNR 100%
Used Department
Group Average Mix%
Salary $250/PUR 41%
Commission $362/PUR 59%
Total $612/PUR 100%
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