As an employer and business leader, we know this is a challenging time.  Good leaders make plans for the future but the coronavirus (Covid-19) has come out of nowhere and the situation we all find ourselves in is unprecedented.  There is already significant information about the virus – reporting exposure, symptoms, flattening the curve, self-isolation and hygiene considerations – so we aren’t going to rehash all of that information.  Rather, we will provide some answers to a few frequently asked HR questions that many of you are facing.  

​With the ongoing challenges of managing a global health issue, it is important to look at what the facts are and how it may impact your business.  Aside from the challenge of being able to source sufficient toilet paper, businesses face the prospect of managing employees who many be exposed to COVID-19 despite the strict border controls now in place.  Compounding the issue is that this a first of its kind issue and the advice changes daily as the situation evolves and we learn more about the virus and its impact.  As your HR Consultants, we advise you keep abreast of the changing advice and remain flexible as you manage the updates and the effect on your employees and your business.  To help you, we have an overview that is current as of today.

Why would a HR Consulting company write about GPS?  Sure, our team use it in their cars or on their phones to get to meetings in locations that are unfamiliar but that doesn’t warrant a blog article does it?   Well sort of …..

Whilst some of us remember the joy of trying to fold a map, the introduction of GPS means there is a whole generation of travellers who have missed out on learning the finer art of map origami.  At the touch of a screen, a guided map and a sultry voice pop up to guide us to our destination without a paper cut in sight

It’s hard to miss the media reports saturated with news about novel coronavirus with significant focus on the number of infected and sadly, the accompanying death toll.  The outbreak has now been declared a Public Health Emergency by the World Health Organisation and the Australian Government has stepped up border controls with restrictions placed on entry to those who are from, or have travelled through, mainland China (exceptions are made for Australian citizens).  At this point, there is no need to panic, however as an employer, you have an obligation to maintain a safe workplace and the following information will assist you in supporting your employees as we await updates on how this health issue progresses.

Have you ever been on the receiving end of a gaslighting experience?  Prove it. 
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Easier said than done actually and that is why gaslighting is such an insidious and damaging behavior that has the capacity to do extraordinary damage within your workplace if you don’t deal with it quickly and effectively.  

This week the HR Staff n’ Stuff team were lucky enough to attend an HR Employment Law Masterclass where we heard updates on areas that affect a wide range of our clients.  One major area that was covered and has had significant changes of late is related to the Whistleblower laws.  This is a complex and large piece of legislation that you hopefully won’t ever need to use but we have a summary of considerations businesses need to be across.

​T’is the season to be jolly, or at least it nearly is and that means the annual Christmas parties are about to commence.  Before you dust off the tinsel and the dancing shoes, you need to go through our checklist below so you can be sure you don’t end up with any after party surprises that could cause more pain than your regular hangover.

As HR Consultants, we are asked to advise on the how, when and what of giving an employee a warning....a lot.  It may seem simple enough – you are the business leader, your employee is behaving poorly or not delivering so you bang out a letter and put them on notice.  Right?  Well yes, if you want to get hit with action by Fair Work, or completely disengage an employee.   But if you want to do it the right way which will protect your business and show that you have been fair and followed process, and you are genuinely focused on trying to get the employee to do what is required, read on…

​You’ve invested time and money into recruiting the best candidate for your business and you ticked all the boxes in terms of interviews, capability assessments, reference checks and you have a candidate that is an absolute standout.  But how about a pre-employment medical?  Can you require it as a pre-requisite to employment and what can you do with the results?  

 
​​Small businesses typically take a fairly informal approach to appointing new staff.  Often it is done verbally and if there’s time, there may be a short written position description. Many don’t go the extra step in drawing up an employment contract.   While there is no legal requirement for you to provide an employment contract, it should be high on your priority list if you want to protect your business.  Here’s why:

HR Staff n’ Stuff has supported many clients who have needed to implement Performance Improvement Plans (PIPs).   We always  highlight the need to follow process to protect both your business and the employee.  When used correctly, they can have incredibly positive outcomes but when used inappropriately, they can cost a business an absolute fortune! 

​A recent case proves how costly it can be if you get it wrong.....

To those who haven’t done it, recruitment looks easy but the reality is that most small businesses get it wrong. OK, so that’s a bold statement and maybe a little harsh, but true nonetheless.  As HR consultants working with a wide range of industries, we see the damage that poor recruiting can do to a business.  Recruiting the wrong people ends up costing time and money – time and money that is limited and really needed elsewhere in the business. There are two main reasons that small business owners get recruitment ‘wrong’ - and we have 12 tips to help you get it right for your business!

A few of our clients are small businesses with around twelve staff - for one of them, what should have been a simple situation regarding annual leave became a frustrating series of poor behaviour that culminated in a tough decision being made once they received the advice from HR Staff n' Stuff as their in house HR consultants. 

​The story commences with the appointment of a new senior person in their business. The new employee informed the business owner that they had a pre-planned holiday booked for two weeks within the first few months of starting.  Although the new employee wasn’t entitled to leave, the business owner agreed to honour this time off - it was a reasonable request and can quiet often crop up when new team members commence.  But some will always try to push the envelope....

​Sham Contracting – is it really a big issue?  The Federal Government recently announced that the Fair Work Ombudsman will receive $2.3 million each year for the next four years to establish a unit dedicated to addressing the problem so yes, it is considered a major problem.  But what is sham contracting and how do you make sure your business isn’t involved in it?

​It’s getting cold out there and the natural desire is to don the warmest clothes you have before stepping out the front door and heading off to work.  But what do these clothes look like and what do they say about you as a business leader?  How do they position your business and you as an industry leader?  If you are the best in your field, what difference does it make how you dress?

Well actually, it can make a massive difference and it’s all decided within two seconds!