The 5 things you can do to protect yourself and your business

Contributing Author – Jeanetta Munro In recent blogs, we have spoken about the actions which can get your business in front of the Fair Work Commission. Use existing / available resources Fair Work have a range of free tools on their website www.fairwork.gov.au that can help companies comply, including Pay and conditions tool, which can provide minimum relevant rates of pay A range of resources designed to help improve supply chain management (if applicable) Email alerts for minimum wages updates Fact Sheets Companies can access the Fair Work Site to access free tools, download fact sheets or contact Fair Work directly for advice on pay, terms and conditions. Know your Awards Companies should know which award/s apply to their employee’s, and whether you are meeting all obligations under that award.  The Award sets the minimum terms and conditions for employees. Check for the “BOOT” Basics You should review employment contracts to ensure you are meeting minimum terms and conditions of the Award.   If you are paying a salary or are under a workplace agreement, you should reconcile the amounts to ensure your employees are compensated for all relevant entitlements and are no worse off then what they would be under an Award. Don’t Delay on Compliance! Finally, if there are any breaches employers should immediately rectify breaches of minimum pay and conditions owing to employees.  Do not ignore compliance notices issued by the Fair Work Ombudsman. The Fair Work Ombudsman can (and will) prosecute both companies and individuals for breaches. Seek Professional Advice Sometimes, navigating the maze of industrial instruments which include Awards, Contracts and Agreements can be...

Exciting times at HR On Call.

It’s been a very exciting couple of weeks at HR On Call.  We have featured in the Small Business section of the Herald Sun on July 20.  Paul Beauchamp was written an article on “Dialling up HR help”.  In this article one of our clients is quoted as saying “outsourced HR is the perfect solution for a company of 20.  We are not big enough to justify someone full time, but we want to make sure we’re doing everything right from a legal perspective” Peter Williams Co founder Infiti Telecommunications.   The second piece of news is that HR On Call has been ranked  as one of the top 200 HR blogs on the web by feedspot....

Succession Planning – an alternative view

This article is an interesting view from one of the UK’s most influential people in HR. Professor Clutterbuck outlines how we have got talent management and succession planning wrong. He demonstrates this by stating that the wrong people are getting to the top.Some of the myths he identified are1. line managers are effective in recognising and encouraging talent among their direct reports. 2. job descriptions are important 3. high performance in one role is a clear indicator of high potential in another. “ 4. know precisely who is ready to step into each key role.HR should “do less”HR professionals have a lot of superfluous “bling” – which Clutterbuck defines as “all the stuff we’ve developed over the years, about how to identify talent” – which is holding back actual progress in organisations, he says. HR should actually “do less” to enable leadership development, he says. “We’ve got to, not necessarily throw away all this HR bling, because we’re very much wed into that, but we’ve got to use it intelligently, so we understand the complexity of it.” To enable leadership development, HR should be facilitating “four critical conversations”, he says. The first of these happens “inside the head of every talented employee”. It involves, “Who am I? What’s my identity? What are my real inspirations? Who are my networks? What do I value? What is it about me that leads me to contribute most effectively?” This self-awareness and understanding is vital in successful leaders, he says. The second conversation should take place between the employee and his or her manager. “It’s about understanding when they need to move on....