One fine Tuesday morning, George doesn’t show up for work.  There’s no phone call, email or text message to advise he won’t be in so by 10:30 am, you try contacting him.  There’s no answer so you leave a message.  You also try calling his next of kin as advised on his HR file but they don’t respond either.  Further attempts are made over the course of the next three days to contact George but you still don’t know where he is or if he is coming back.  You have a business to run and you need people to either show up for their rostered hours or advise that they need to utilise some of their personal leave.  So what can you do?

​An employee has just approached you with a request to ‘cash out’ a portion of their annual leave.  Roger doesn’t want to take the time off – he just wants the cold, hard cash in this instance.  He’s got seven weeks up his sleeve and he’s requested to cash in one week of his accrued annual leave.  Do you want to agree to this request and are you obligated to sign off on Roger’s request?

A case involving a fast food giant, a specific shift start time, a required arrival time, a sneaky cigarette, a ladder, a broken leg and an overturned WorkCover claim all came together recently in a Queensland court with a decision that may have far reaching implications for businesses throughout Australia.  How is this even possible you wonder….

​Melbourne is notorious for delighting the population with all four seasons within the space of a few hours, so we know to take a sunhat and a raincoat whenever we leave the house.  But as summer slowly comes to an end and autumn starts showing herself, much of Australia’s outdoor based workforce will experience the same erratic weather patterns.  So it’s timely to have a look at the laws about working in storms and heat…..

​It can be challenging for most businesses to navigate the myriad of rules and regulations that they must comply with, and this gets even trickier when trying to make sense of the various employer obligations regarding people: discrimination laws, privacy laws, Fair Work legislation and more. Over time the facts can be distorted until there is a particular belief about what employers can and can’t do, should and shouldn’t do etc. Deb Peppard attempts to’ bust four common HR myths’ to help you get a handle on the facts!

​For many of us, it is difficult to comprehend that Domestic and Family Violence is a prevalent societal problem in Australia.  Sadly though, it is a major issue that does not discriminate based on gender, financial status, education level, cultural identity or age.  In response to this issue, one area of support that is now enshrined within our Modern Awards is a provision for leave to support those who need it most.