How to make sure your business is prepared for the new Fair Work Act.
click here to get a free trailDear Reader,
Are you covered by the national workplace relations system?
If so, one of your obligations under the National Employment Standards – which commence on 1 January 2010 – is to provide all new employees with the Fair Work Information Statement.
Dear Reader,
Can you believe it?
December is upon us already.
In other words, 2009 is almost done and dusted.
And while December is a great time for you to celebrate with your employees and reflect on your successes for the year, it is also a good time to reflect on some other aspects of your business.
This recent Fair Work Australia (FWA) decision (Quattrocchi v Monsanto) highlights the importance of being genuine when you are performance managing your employees.
A warehouse employee with 20 months’ service was dismissed because of work errors. The employee claimed unfair dismissal.
The employer appeared to have ticked all the boxes prior to dismissing the employee. For example:
Dear Reader,
I’m guessing that at some point you have had to performance manage at least one of your employees.
If not, it’s inevitable that you will have to in the future.
Dear Reader,
Believe it or not, 2009 is almost over.
It’s been a huge year for Australian labour law – but 2010 is set to be even bigger…
Numerous workplace laws, including sexual harassment, OHS and discrimination laws still apply at work organised Christmas functions, and it is your responsibility to ensure that your employees comply with them.
So before your work Christmas party this year, you should remind your employees of the standard of behaviour you expect.
One way to do this is to send out the following note to all employees:
Dear Reader,
The silly season is upon us again. And yes, the work Christmas party is a chance for you to reward your employees for all their hard work CONTINUE READING
You should follow this process when dealing with employees who are consistently late and /or absent from work:
Step 1: Make sure you record and monitor the number of late periods and /or unexplained absences the employee takes.
Step 2: Meet with the employee to discuss their absences. While doing so, re-enforce your performance expectations.
Step 3: Outline the duration of the absences and explain how the absenteeism is affecting their work performance.
If you are a national system employer, from 1 January 2010, there will be 10 National Employment Standards (or NES) that you will have to comply with. Each NES provides for minimum terms and conditions in the following areas:
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