How to make sure your business is prepared for the new Fair Work Act.
click here to get a free trailDear Reader,
Have you ever had an employee with an ongoing performance issue? One that looks like it will never end?
It’s a difficult situation, that’s for sure. So often, a voluntary separation between you and the employee can seem like the ideal solution.
But before you rush in and offer a voluntary separation to an employee, you must be aware of the risks this approach entails…
Dear Reader,
The results are in – over 90% of the Australian workforce is stressed out.
And the odds are that at least some of your employees fall into this category.
So what can you do about it?
In this week’s Workplace Bulletin:
Dear Reader,
Welcome to this week’s Workplace Bulletin.
Given the somewhat gloomy current economic climate (and indeed the similar forecast for the near future), keeping your employees motivated and enthusiastic can seem like a daunting task.
But you should remember that employee engagement is crucial to your bottom line. Why? Because disengaged employees are more likely to be less productive and less effective than those employees who are engaged with and enthusiastic about their role.
So what can you do to help engage your employees?
In this week’s Workplace Bulletin:
Dear Reader,
Given the current economic climate, it is more than likely that one or more of your employees are among the 67% of Australian workers that are now said to be worried about losing their jobs (according to www.seek.com.au). This figure has jumped significantly from August of this year, when only 35% of those surveyed were concerned about their job security.
If your employees are overly concerned about their job security, it could impact on their confidence and motivation to do their jobs properly. If this is the case, productivity in your workplace could suffer.
So how can you avoid this happening to your business?
1. Talk to your employees. The head of your business should be ready to engage in a regular dialogue with employees about the strengths of the business, particularly with reference to the workforce.
2. Do everything you can to create a positive workplace environment, whether it be installing espresso machines in the tea rooms or increasing paid parental leave. If employee can see that you are still working actively to improve their working life despite the economic climate, they will have greater confidence in the business.
Quick Tip of the Week: Employees respond very well to being rewarded, or at the very least, recognised for their efforts. If you haven’t already done so, consider implementing a reward program in your workplace. Remember, this doesn’t have to be an expensive exercise. For example, you could simply acknowledge an employees efforts in a company wide email.
Workplace Helpdesk: Sick leave on a planned protected action day
Answered by Charles Power, editor-in-chief, Employment Law Practical Handbook.
Q: I have a question regarding union members applying for sick leave on planned protected action days in NSW. Does my company legally have to pay sick leave on these days? Also, can we legally ask for a doctor’s certificate if they are absent on this day of protected action?
A: In your circumstances, when it comes to granting sick leave, your obligations will be governed by an award or workplace agreement. Generally, however, if an employee provides a medical certificate or a statutory declaration proving they are unfit for work because of illness or injury, then you must grant them paid sick leave for that day. In the absence of sufficient evidence that an employee is unfit for work, you are entitled (in fact obliged) to withhold payment on a work stoppage day, whether the action is protected or otherwise.
Have you got a short employment law question? Can’t find the answer in your handbook?
Just e-mail your query to helpdesk@workplacehandbook.com.au and our experts will get back to you within 72 hours.
Until next time…
Claire Berry
Editor
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