​​​Under the Stage 4 restrictions in Victoria, there are new requirements for businesses that are able to remain operational.  Key points that you MUST know are below.

​Premier Daniel Andrews has today announced the changes that will impact workplaces as part of Stage 4 restrictions in Victoria.  More details will be announced as the week progresses but we have the following overview of the current information.  

More often than not, the same old thinking leads to the same old results.  To move forward we all need to adjust, adapt and review processes which means change is inevitable in any business that wants to be successful.   Sometimes it is not the idea or the change that we fail on, it’s how we manage the launch and implementation of the change. .  If you don’t have your team on board then the great idea or plans for change are at higher risk of failing.  How you manage change can determine whether or not you will have a successful outcome. There are some easy steps to follow to ensure you have the whole team driving in the same direction when you try to initiate change…..

​​Face masks will be compulsory for many in Victoria after 11:59 pm on 22 July and it has raised some questions as to what this means for businesses who have employees that are required to attend their workplace.  Let’s take a quick look at what your obligations and considerations are as an employer.

​Over the past few weeks much noise has been made about JobKeeper and demands to extend it, review it, amend it.  On Tuesday 21 July, the Morrison Government addressed these concerns about JobKeeper and outlined the changes that would see the subsidy extended.

​There are a million fads out there when it comes to business, leadership, coaching and performance management.  But EQ, or Emotional Intelligence, isn’t one of them.  Understanding the EQ of yourself and your employees is extremely powerful as business success can be driven by our ability to read other people’s signals and how we then react based on these cues.  

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​When it comes to workplace events that produce resentment and anxiety, few score higher than the big annual performance review. This dreaded process is a relic of the industrial age and in today’s world of working, getting feedback once a year no longer serves a purpose. It comes as a verdict, a judgment, whereas the intention needs to be course-correcting.

It is with great relief that Covid-19 imposed restrictions are starting to lift across the nation.  Kids are back at school and moving back to sport, cinemas are opening up, you can sit down in a café and you can get back to camping and use shared facilities.  But what about getting your team back into the workplace?

​Each state is at a different stage based on how they are managing Covid-19 and how it has been transmitted within communities.  So let’s take a look…

So this happened……

As a trained and accredited drug and alcohol tester, I am often asked by a range of clients to attend their worksites for the purposes of facilitating random drug testing.
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Since COVID-19 came crashing into town studies have shown that there has been a significant increase in the Australian public using illegal drugs, prescription medication and alcohol to assist them to cope with COVID-19 related anxiety, negativity, stress and the ever changing environment

The perils of employing casuals has hit the media again. Back in 2018, the Federal Court determined in WorkPac Pty Ltd v Skene that a casual employee may be able to claim annual leave and personal leave even though they were knowingly engaged as a casual employee and were paid the applicable loadings.  Or in simple terms – double dip.  Naturally enough, this set off alarm bells for employers with casual team members but a case that was decided this month has further ramifications.

Covid-19 has resulted in a huge work from home experiment that may result in changing the way many businesses operate when restrictions lift and we move to our new normal.  As many business leaders have learned, the sky hasn’t fallen in with teams working off site but others have come to understand that some employees are better suited to working on site.  With any new process, it’s worth looking at the learnings we can take from this experience and weigh up the pros and cons to help you decide how you direct your teams when the world opens up again.

HR Staff n’ Stuff are huge advocates of having clear and appropriate policies in place to protect both the employer as well as your employees.  They establish standards of behaviour and allow for consistent and fair responses from employers if they are breached.  If established correctly, communicated clearly to employee and consistently adhered to, they are a valuable asset when an employer needs to defend themselves in an unfair dismissal claim.  However, use them inconsistently and it will cost you!

​The JobKeeper Scheme is an extremely important piece of the survival puzzle for many businesses and, as with many decisions occurring during the pandemic, adjustments and updates have occurred along the way.   There have been a few – mostly helpful – updates to the JobKeeper Scheme that have come into play as it goes live.  To make it easier for you, we have a quick overview. 

For the last six or so weeks we have seen considerable and fast-moving change as we all adapt to the transformations that Covid-19 has wrought upon the world.   It’s stating the obvious but with so much still to learn about the virus, our lawmakers are constantly playing catch up as they try to adapt current laws and enact new ones that will allow businesses to survive and jobs to be maintained.   With so much change, there are many questions that arise so let’s take a look at an area that is impacting many of our clients – when can an employer actually direct an employee to take leave?

​Look at the news and we see leaders of all shapes and sizes talking about what we need to do and how we will operate in order to make it through the pandemic.  It’s clear that there are some strong and worthy leaders out there whilst there are some just trump(et)ing noise.  A crisis is THE time when you will see who truly shines as a leader in your business.  Whether it’s you or members of your team, strong and positive leadership will help your business as we navigate everything COVID-19 is throwing out.

​Your team is working from home during the COVID-19 pandemic.  It’s the right thing to do as you are all connected into the business network and everyone has the tools and access they require to do their job.  But this is making you extremely stressed, worrying about productivity and how remote working will impact the survival of your business when restrictions are lifted.   You are not alone so let’s take a look at how you can make this situation more successful.

​Happy Easter from the Australian Federal Treasury – the JobKeeper subsidy passed through Parliament last night and now we have some surety as to what you can do as an employer.  To provide you some peace of mind before the Easter break, here is a quick overview as to what’s happening:

In these times of rapid change as we respond to Covid-19, there are a lot of employers operating like cowboys but eventually, they will be caught out by Fair Work and the lawyers that are going to have a field day in a post coronavirus world.   Operating ethically and legally is just as important now as it ever was so just because someone else is doing something, it doesn’t mean you should.  So let’s take a look at what’s happening and what you can and can’t do as employment law currently stands.

Yesterday Prime Minister Scott Morrison announced that the Federal Government will release $130 million with the single objective of keeping Australians in jobs to offset the impact of COVID-19.   In short, it is a payment of $1500 per employee per fortnight (before tax) as a wage subsidy paid to employers.  Employers who apply for the payments will have a legal obligation to ensure the full amount is passed on to eligible employees.  
So, what does this mean to you and your business and how do you access this support?  

This week, Scott Morrison made further announcements relating to the coronavirus and the changes we need to make to minimise the infection numbers across Australia.  More businesses will be impacted as they will not be allowed to operate as normal from midnight 25 March 2020.    The other key message to come from both Scott Morrison and the state Premiers is that Stage 2 requires those who can work from home, to do so effective immediately.  Clearly not all industries can manage this but there are options for others who previously felt it was impossible.

​Over the weekend there have been a number of significant developments as our State and Federal Governments react to the impact of the Covid-19 coronavirus.  Following is a summary of information that you will need to be across as a business owner and employer that will help you navigate your options and support your team.

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.

Did you know that there are situations in which an employee can resign and it can be deemed a dismissal?  Sounds like convoluted word play I know, but it can then allow that employee to lodge an unfair dismissal with Fair Work!
 
What?
 
That’s right, an employee who resigns, in certain circumstances can lodge an unfair dismissal claim.  Let’s take a deeper look at this….

Employees.  Choose the right people and you are on the way to success. 

​Maybe it’s not that simple – there’s training, leadership, fostering a positive culture, motivating, communicating, professional development and all the other things your favourite HR Staff n’ Staff HR consultants can help you with - but getting the right personality with the right skill set and you are laying a solid foundation.  If you are at the start of your business journey, or looking at the structure of your established workforce, there are different categories of employment that you can consider and what you choose will be dictated by the needs of your business.  Let’s take a look at the types of employees you can consider….