​Hold on to your hats ladies and gentlemen, the latest Federal Budget will be handed down next week on 11 May and it’s sure to come with things that will delight and things that will upset depending on what you, your family or your business needs.   As an HR consultancy, we aren’t really in the business of speculating about what the government might do but one area that is of importance to all and will require business leaders to manage, are the proposed changes to Superannuation Guarantees….

​Many of us know the feeling.  You may be sitting in a meeting with your team, a client, an agency, a potential business partner and you wonder when they are going to call you out for being a fraud.  A pretender.  A no nothing who has no business being in that room.  That is Imposter Syndrome, and you may be stunned to learn that it is far more prevalent that you can ever guess.

Spending time on Facebook and Instagram we are exposed to and often consumed with other people’s personal lives. Reality TV takes this voyeurism to a whole new level - just ask a Kardashian or a MAFS contestant – taking a peek at someone else’s life can be intriguing.  It’s even more fun when we talk about it with friends and pass our judgements on what was screened. Move that interest in what others are up to into real life and factor in how much time we spend our colleagues, and it’s only natural that we are curious about their private lives. As our connections grow, so does the level of information we share with one another leading to stronger bonds and positive work cultures.  But sometimes these conversations are nothing more than gossip sessions that can be hurtful to the people involved and are most definitely damaging to your business. 

It’s safe to say that many of us have found strong and lasting friendships within the workplace.  Let’s face it, we all spend a lot of time at work so connecting with others, sharing social experiences, laughs and confidences with friends adds to and supports the experience of our professional lives.   However, it can also bring drama if the personal lives of your employees seep into the professional arena.  Case in point is the following drama that ended up in a Fair Work hearing….

There has been a spotlight on casual employment over the past couple of years thanks to the Workpac Pty Ltd v Rossato (2020) case with its decision causing confusion and angst for many employers.  In response, new legislation was passed by the Federal Government and it quickly came into effect from 27 March 2021.  Key points for all employers are as follows:

​For many of us, Easter equals family time, chocolate, and a super sized long weekend – not necessarily in order of importance!  It can also equal confusion though as businesses work through the varying state-based rulings as to which days are actually gazetted public holidays and what that means when applying Modern Awards or EBAs.  You can stop that stress induced chocolate eating now as we have an easy to read summary for you here:

History shows us that vaccination programs are hugely impactful when it comes to protecting us from serious health issues.  We don’t need to go too far back to look at the damaging impact of polio, measles and smallpox and the vast improvements that were seen as a result of vaccine programs.  The COVID-19 vaccinations are highly anticipated and are key to really getting back to normal and reducing the risks of the virus.   But as the COVID-19 vaccine starts to roll out across the Australia there is much speculation and subsequent debate as to whether an employer does or will have the right to direct their employees to get vaccinated. 

​​As you may be aware, Danielle Stone from HR Staff n’ Stuff is a qualified Drug and Alcohol tester.  One question Dani is often asked is whether or not there are any restrictions around drug and alcohol testing of employees.  There are a number of points to make in answering this:

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​Let’s face it, workplace conflict is never good for business. At the very least it is uncomfortable, but at worst may lead to stress, particularly if left unresolved for extended periods, and can also cause downturns in productivity and increases in absenteeism.  

​I would love to have my own little office.  Now I’m not talking about my home office workspace I have set up (beautifully I might add with special guest visits from my cat). I’m talking about a private space back in the HR Staff n’ Stuff office.   In my fantasy world, I have my own office where I’ve got a few indoor plants and photos on the walls, the space is gorgeous and it’s all mine!  Then it hits me… I am all alone and I have to get up and walk to the next office every time I need to talk a scenario out with a colleague or get an update on a project!  Wouldn’t it be easier if I could just pop my head up and chat over the top of a partition? 

Without doubt, many employers were extremely nervous about how COVID-19 lockdowns and work from home directions would impact their business.  What would be the impact on productivity and employee engagement, would connections with internal and external stakeholders survive and how does one create a Zoom background to hide the mess in the family room so that your position as a leader isn’t undermined?   Indeed, how was business supposed to flourish, let alone survive all the challenges this nasty virus had thrown at the world? 
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For those who have come through the experience, the learnings raise new questions.  What now?  How do we incorporate many of the incredibly positive work from home learnings into our businesses in 2021 and beyond?  Should we consider changing the way we work?

​As we slide into Christmas after the most extraordinary and challenging year most of us have ever experienced, it’s a relief to see Australia’s hard work in managing Covid-19 is paying off with borders, retail and entertainment opening up and workplaces coming back to life.  It means we can all look at 2021 with more optimism than we could have imagined.  Even Victoria, who has done it toughest of all, is coming back to life with more restrictions lifting as announced over the weekend and we have a quick summary for you…

​Your day is rolling along quite nicely when POW, you read an email that makes your blood boil.  Some upstart has sent you a communication that is so rude it has destroyed that positive vibe you were feeling only moments ago and you are now contemplating writing back with a smackdown that will really let your feelings be known.  Before you do something you may later regret, take your hands away from the keyboard and read this blog instead!

​With so many people working from home in 2020, the grey area between professional and personal lives and activities has been blurred like never before. As Covid-19 restrictions begin to lift for Victoria and further adjustments occur nationally, businesses and organisations need to prepare to bring employees back to the workplace. For example, in Victoria, effective 23 November  there is a phased return to the office and employers can now have 25% of their workers back to offices (or 10 people for businesses with less than 40 staff, if space allows for 4 sqm per person) with numbers increasing over the coming weeks and months. .  Each business will have its own unique challenges to face from physical distancing workstations in an office, purchasing of items such as sneezeguards, to adapting procedures to ensure the business is working in line with their COVIDSafe plan. Business leaders will also need to be cognisant of the potential psychological impact that lockdowns have had with heightened numbers of employees feeling anxious about their return.  

​Did you know it only takes a few seconds to form a first impression of someone and you really only get one shot at it?  In many cases people will likely form an impression of you before you‘ve even had a chance to say hello and if that impression is “not favourable”, it can take hard work to overturn.  Whether you are in front of your colleagues, your peers at a networking event, your direct reports or with a client, presentation matters, and it directly impacts your ability to be taken seriously. It’s pretty powerful stuff so how do you make a positive and professional impression?  

​​The Covid-19 pandemic has certainly hit a lot of businesses hard. Back in February and March many businesses were either considering, or actioning, redundancies, to ensure they remained viable as the spectre of lockdowns and restrictions became a reality. With the introduction of the JobKeeper wage subsidy, a lifeline was thrown out and businesses had options to continue keeping people employed.  Now that a significant amount of businesses are no longer receiving JobKeeper, the decision to make some roles in the business redundant to try and claw back some of the lost earnings over the past six months is a key strategy many are considering or are already implementing.

UPDATED 27 OCTOBER, 2020
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​On Friday 19 June 2020, the Fair Work Commission handed down its latest decision regarding the National Minimum Wage.  With the impact to business by COVID-19, the application of the increase has been varied with different industries set to apply the increases at different times.   As an employer, you need to be across these changes and how they apply to your business.

With JobKeeper still in place for many employers add in a range of upcoming public holidays and mix with reduced work hours for some and it can be a confusing time when working out who to pay what.  Here's a quick reference that should make it easier for you.

Well this year certainly has been a challenging year and most of us are counting down the days till we get to say ho, ho, ho and adios 2020, and hello to a bright new 2021!
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So, it is a fitting time to take a look at the Christmas and New Year’s shutdown. A time when some businesses temporarily shut down or scale back and run on skeleton staff over the Christmas and New year period. This time allows employers and employees some time away from work to relax, rejuvenate and spend time with family while many clients, suppliers and business partners do the same.

​​With everything that has happened during 2020 it is understandable that Christmas may not be your number one priority.  Christmas isn’t just about planning the company end of year party – there are a number of considerations businesses need to look at as the calendar year draws to a close and we’ve got a quick overview of all things people-related that should be on your radar now. 

Let’s state the obvious, Coivd-19 has impacted our team connections irrespective of how well we have utilised Zoom or instigated programs to keep our people engaged.  How could it not? 

​For many businesses, working from home was uncharted territory but many employees seem to be getting on with it and are still actively engaged with their work.  But how do you really know?  

​Australia has worked hard to reduce the infection rate of Covid-19 and as Melbourne prepares to move out of Stage 4 lock down and businesses start to reopen, we all need to consider how we are going to operate within the new Covid normal.  We need to learn to exist in this strange new world in a manner that supports all the hard work that has gone into reducing infection numbers and the unknown community transmission cases because the virus is still present and is likely to be around for a long time to come.  

​With the end of the original JobKeeper program coming to an end on 27th September 2020, the legislation to extend JobKeeper until 28 March 2021 has now passed Parliament.
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There are some important points to note regarding ongoing JobKeeper wage subsidy eligibility as well as changes to the Job Keeper Enabling Directions that many businesses have relied upon to get through the last months in a manageable way.

​Australian law dictates that businesses are required to register and pay for workers compensation insurance.  This provision ensures that your employees will be financially protected if they are injured at work and can also fund beneficial programs such as return to work so that you get your good people back on deck.  But like anything that is meant to serve the greater good, there are those that choose to attempt to misuse this insurance.  Let’s take a look at a real-life example one of our clients endured recently…

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​In the midst of the craziest year most of us have ever lived through, we finally see a sliver of light with a common sense decision coming out of the High Court.  Court decisions don’t always make for very exciting reading but we think this one is definitely worth highlighting given the implications of the original ruling for businesses. ​