When recruiting for your business it is critical to spend time understanding and identifying both (1) the requirements of a role, and (2) the interview method(s) for candidate selection.
Read MoreWhile unemployment rates remain high in the current COVID environment, some businesses are flourishing and there are others who are experience natural attrition. Recruitment still needs to happen and engaging new employees is a task some managers often find difficult as it is not a normal daily activity. it is important that businesses have some strong processes in place to ensure they select the best candidate for the role.
Read MoreWorkplace bullying is repeated and unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety.
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Industrial manslaughter has become a matter of national interest in recent times, following a series of high profile and tragic workplace deaths.
Read MoreWorkers Compensation schemes face an unprecedented scenario: most white-collar workers doing their jobs from home. It is important to recognise that in the ‘no-fault’ environment in which Australian Workers Compensation schemes operate, an employee who can demonstrate that their work or their workplace was a contributing factor to their ‘injury’, will likely have liability for that injury accepted by the scheme.
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There are many questions in regard to managing workplace obligations during these unprecedented times. In this Tips and Trips, we have collated a number of the most frequently asked questions we are receiving.
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Fortunately, most employees perform their duties well with little need to take corrective action. There are times, however, where an employee is not meeting either performance or behaviour expectations, it is critical to act. Coaching and retraining are often all that is required to bring about an improvement in the employee’s behaviour or performance. There are occasions when this type of supportive action does not result in positive changes leaving a manager to take some form of disciplinary action to correct the less than expected employee output. Disciplinary action is a formal process many managers find difficult and time consuming to implement.
And a word of caution…
Three strikes and you’re out – this is a myth!
From time to time, there are misunderstandings about employer and employee rights and obligations at work. For example:
Myth: As an employer you have to give employees three warnings before terminating their employment.
Fact: There is no legal requirement to give three warnings. The exception may be the inclusion of a disciplinary process within an enterprise agreement and in this case, it is legally binding.
This Tips and Trips focuses on bringing about changes where an employee is not meeting business expectations and coaching and retraining has not brought about the desired improvements. We also seek to dispel the myth of needing to have three warnings in a process leading to termination of employment.
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In this edition of Tips and Trips, we examine the concepts of coaching and mentoring and provide some advice on developing programs within your business to support the development of your team. We also briefly look at the benefits of mentoring for both business leaders and employees.
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When a business considers engaging someone to perform work, often the decision is about whether to engage them as an employee or as a contractor. The decision is sometimes quite difficult and the difference has implications for items such as, yet not limited to, taxation, superannuation, control and liability.
In this update, we review the characteristics of both a contractor and an employee and provide some tips on what to consider when engaging workers to ensure risks are minimised.
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The Modern Awards and the Fair Work Commission set minimum rates of pay that are to be paid to employees and these minimum rates have increased from 1 July 2019. In this article we highlight the importance of ensuring you are paying your employees correctly and additionally provide information on finding and using the correct rates of pay.
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The edition of Tips and Trips provides details of the various forms of leave under the NES and how they are requested and taken by employees.
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There are times, in the workplace, when we may seek better verification for an event than simply an employee’s word for it. An absence that is unsupported by suitable documentation is an example. Another is making a statement as a witness about an occurrence where you are seeking verification – a workplace incident might be an example.
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On occasions, a manager is faced with a need to deduct money from an employee’s pay particularly in situations where the employer seeks to recover money which they believe the employee owes to them. This practice is strongly regulated under legislation, notably, the Fair Work Act 2009 (the Act).
It is important for employers to understand their obligations. In this article we review some of the circumstances and the rules that apply.
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Business owners and leaders work very hard to build their brand and to develop and maintain their reputation in the marketplace. This process often takes many years of investment in time and money and it is critical to ensure all aspects of your business support the ongoing attainment of brand identity and reputational growth.
This article provides some insights in developing and maintaining your brand and enhancing your reputation by engaging and utilising your number one asset – your team.
Read MoreWork related social functions, in particular end of year functions, are a good way to recognise and celebrate achievements and provide a setting for people to enjoy some social time together. In most cases, these events are enjoyable and allow excellent opportunity to encourage and build a team to be more cohesive. In some cases, unfortunately, these events can become a time of unsatisfactory behaviours.
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