Disaster Risk Management

Growcom’s Horticulture Natural Disaster Toolkits

Download your very own Horticulture Natural Disaster Toolkit which includes a list of emergency contacts, an emergency kit checklist, a Climate Risk Assessment Template and much more to help you be prepared whatever the weather.

Horticulture Natural Disaster Toolkits:

  • INFORMATION SHEET: PREPARE for extreme weather
  • Checklist: Is your horticultural business ready for storm/cyclone season?
  • Emergency Contacts Template
  • Recovery Contacts Template
  • Emergency Kit Checklist
  • Improving the capacity of primary industries to withstand cyclonic winds: Report by AgriFutures & DAF. Includes information on trellising, alternative nursery practices for propagation and plant establishment, emergency defoliation, back up and alternative power sources, increased storage capacity of fuel, feeds and medicines, establishment of wind resistant windbreaks and the use of multi-peril and parametric insurance products when available.
  • Pruning for mangoes: This document from Northern Territory DPI explains pruning techniques to ensure trees develop strong branches capable of withstanding storms. After a cyclone or storm has passed, you can use the same techniques described in this document and ensure that the sections exposed and susceptible to sunburn are painted with diluted white paint.

David Groves, a mango, lychee, avocado and starfruit grower from Bungandara, north-west of Yeppoon, shared his experience and learning outcomes at a Growcom hosted workshop after his family property sustained damaged following Cyclone Marcia on 20 February 2015.

NOTE: The following videos are intended for information purposes only. The opinions expressed are those of David Groves based on his experiences and should not be substituted for professional advice.
  • INFORMATION SHEET: Be ready to RESPOND to extreme weather
  • After a natural disaster, Growcom & the Department of Agriculture & Fisheries will conduct surveys to evaluate industry impact. This information is used to assess and determine if any biosecurity action needed. It can also be used in requests for funding support once disasters are declared and the level of funding categories and eligibility are determined. Contact DAF

Have you sustained damage?

Growcom has prepared a damage estimate form to collect valuable information that will allow us to lobby on your behalf for natural disaster recovery funding.

Do you know your rights and obligations as an employer during a natural disaster?

For growers impacted by natural disaster, it is important to understand how to best manage your skilled workforce and not lose good employees.

  • Where an employer is unable to provide work, for a reason which it cannot reasonably be held responsible, the Fair Work Act: Section 524 allows an employer to stand down or “suspend” employees without pay until work becomes available.
  • If an employer is faced with no other option but to stand down employees without pay, the employer should meet with the affected employees as soon as possible to inform them of the decision and the reasons behind it.
  • This period of contact is a good time to discuss alternative options available to the employees such as paid leave (where eligible employees have accrued such entitlements) or alternative employment with a farm or business nearby until work becomes available.

Under the Fair Work Act 2009 (S 524), an employer can ‘stand down’ an employee in certain circumstances:

(1) An employer may, under this subsection, stand down an employee during a period in which the employee cannot usefully be employed because of one of the following circumstances:

  • (a) industrial action(other than industrial action organised or engaged in by the employer)
  • (b)  a breakdown of machinery or equipment, if the employercannot reasonably be held responsible for the breakdown;
  • (c)  a stoppage of work for any cause for which the employercannot reasonably be held responsible.

(2) However, an employer may not stand down an employee under subsection (1) during a period in which the employee cannot usefully be employed because of a circumstance referred to in that subsection if:

Note 1: If an employer may not stand down an employee under subsection (1), the employer may be able to stand down the employee in accordance with the enterprise agreement or the contract of employment.

Note 2: An enterprise agreement or a contract of employment may also include terms that impose additional requirements that an employer must meet before standing down an employee (for example requirements relating to consultation or notice).

(3) If an employer stands down an employee during a period under subsection (1), the employer is not required to make payments to the employee for that period.

  • This option should be a last resort for employers.
  • Where an employer may not have any work available for the foreseeable future, an employer may have no other option but to make a position or positions redundant.
  • Where a ‘stood down’ employee chooses to resign to obtain other paid work before their position is declared redundant, he/she will not be entitled to redundancy pay.
  • The Horticulture Award or workplace agreement provisions state, the employers are obligated to consult with affected employees, and where relevant, employee organisation/s (Unions) and Centrelink.
  • The employer will be required to genuinely consider redeployment to another part of the business or to another farm (where the option is available) and upon termination give those affected employees the appropriate notice or payment in lieu.
  • Redeployment of the redundant workforce should be a focus of the employer.
  • Where an employer can successfully find employees suitable alternative work, there may be grounds for FWA to reduce the amount of redundancy paid out to affected employees under the Fair Work Act.
  • If an employer is facing thousands of dollars worth of redundancy payments, efforts in redeployment could significantly reduce the amount of redundancy payments owed to affected employees.
  • Where the employer dismisses 15 or more employees, redundancy payments must be made to eligible employees in accordance with the redundancy provisions of the Horticulture Award or workplace agreement.
  • Employers with a workplace agreement should compare the redundancy pay entitlements contained in the agreement against the rates contained in the National Employment Standards (NES) and where the NES provides for a greater entitlement than the agreement, the NES redundancy entitlement will apply.
  • In accordance with the NES, casual employees and permanent employees with less than 12 months continuous service are exempt from receiving redundancy pay entitlements.
  • Employers with less than 15 employees are exempt from redundancy pay obligations. In relation to employers with a workplace agreement, the above exemptions apply unless the agreement states otherwise.