HR News and Industry Insights

This blog is in response to numerous questions I’m receiving from clients across Australia about what to do with employees during the Corona Virus period. We are here to help with any of your questions, please reach out.

Do you need a health safety committee? If the answer is YES< then how do you start? What is needed to get one up and running? Find our more in our recent post on Setting up a Health Safety Committee

It’s common practice to have workplace cameras, the monitoring of emails or website access and GPS location monitors for truck drivers, but are you across what you can and can’t actually do in relation to your employees privacy?

It’s that time of the year , Melbourne Cup is here and if you haven’t booked a venue for the office Christmas party, you have now realised that the venue will be at the local bowling club again for barefoot bowls as everything else is booked out! Enough of the big issues, what are the other items you need to take care of for your team

Harassment, bullying, discrimination, vilification and let’s not forget, victimisation!   These words are often used in the workplace to describe unfair or unreasonable behaviour by either an employer or employee. So does your business have an appropriate policy in place to prevent this?

No, I’m not talking about dating (although not that dissimilar), I’m talking about you making another botch up of hiring someone who has not worked out. This is such a common complaint, so what can you do to fix this?

The preservation of a person’s dignity is a lost skill on modern day methods of management.     It’s a selfless act, it gets no credit, isn’t seen and doesn’t benefit your digital profile.

No more cash paid employees, no more weird additional payments and no more sham contractors.  One touch payroll means a employment contracts.   

If you have been employed for about 20 odd years, you are bound to have had a least one Manager that is an ‘idiot’.  So when do you stay and when do you jump ship?

“Can’t I just sack them?”   This is the most common phrase I hear as I go about my employment consultancy business. So under what circumstances can you sack someone?