With restrictions now being lifted gradually, the time has finally come to prepare our businesses for reopening. The first priority is deciding what safety precautions need to be taken to reduce or eliminate the chance of transmission. In making these decisions it is incumbent on you to consult with your workers and have evidence that you have done so.
So we’ve prepared some tools you can use to get this process started
Staff Consultation Tool: Use this tool to guide and record your consultation with your staff.
Client Email Notification – Customise this email wording to your business and send out to your clients before they come on to your premises.
Simple Steps to Stop the Spread
Guide: How to Set Up a Workstation at Home: This checklist provides guidance for workers and PersonsConducting a Business or Undertaking (PCBUs to be referred to as ‘employers’). Please note, the following considerations should be seen as minimum requirements only. Employers may have more detailed working from home guidance in their organisations that should be used in conjunction with this checklist.
Working From Home Checklist: This checklist provides guidance for workers and Persons Conducting a Business or Undertaking (PCBUs to be referred to as ‘employers’). Please note, the considerations in this checklist should be seen as minimum requirements only. Employers may have more detailed working from home guidance in their organisations that should be used in conjunction with this checklist.
Industry Specific Information: Access Safe Work Australia’s information hub on COVID-19 work, health and safety for more detailed information relating specifically to your industry
10 COVID-19 Safe Workplace Principles
Take Charge of the Change – Understanding the COVID-19 Safe Workplace Principles
Take Charge of the Change – How to start consulting with your staff immediately
Need advice?
Need someone to manage this consultation phase for you across your
staffing base?
Don’t hesitate to get in touch.
This was written with the intention of helping you find more clarity, confidence and peace of mind as you navigate your own journey as an employer. I would love to hear your thoughts on this, and if you think someone else would enjoy it please feel free to share it around.
If you want to hear more about the various HR solutions HR Tactics provides to the SME market, please do reach out for a chat.
Written by: Jackie Strachan, CEO & HR Strategist – HR Tactics
0406 146 116
Q: An employee on a part-time contract with a set amount of hours per day is occasionally required to work additional hours. Are they entitled to overtime rates for these hours? A: It would depend on the employee’s entitlements under their contract of employment, enterprise agreement or relevant award so that’s the first thing to
Q: We have a long-term employee who is seeking a 3-to-6-month break to visit his home in China. He has not disclosed the specific reason for the need to return to China – he simply stated it was due to a bad family situation. Am I within my rights to have a more detailed explanation? A: You have
Q: Can we extend a probation period? And then if we want to terminate their employment during that extended period, do we need to follow the warning process and offer them a witness at the termination of employment meeting? A: You can extend the probationary period in accordance with the contractual provision. However, if the employee’s length of
Q: We have an employee who works Tuesday to Thursday, but she regularly has Tuesdays off, blaming it on the illness on her children. It is affecting the productivity of the business – what can we do? A: The employee needs to provide a medical certificate for the Tuesday absences – you should request
October is Safe Work Month so I’m going to ask you a VERY important question! How committed are you REALLY to providing a safe workplace for your team members? Is WHS just a tick and flick to you? Every October Safe Work Australia focus on Safe Work Month and have
Have you ever considered outsourcing the HR activities in your business? I want to outline why you would outsource your HR function, and why clients outsource to us? Because we’re a bit different to other outsourced HR providers. Interested to hear how? Well, let me give you an insight… First
How clear are you on when an employment contract is needed? Do you know why having an employment contract is always advisable? How about what clauses need to go into the contract? I’m still surprised by the number of business owners operating without employment contracts in place. On average, 75% of the clients we work with every month
Susan Sheehan from SmartCoach7 TV presents Jackie Strachan, Founder, CEO & HR Strategist at HR Tactics – explaining the 5 HR strategies every business owner should be prioritising regardless of the number of employees you have. Here’s the interview where I asked Jackie to explain how her Company HR Tactics
Did you know there’s a way to reduce the time you spend on all the transactional HR tasks by up to 90%? So time is money yes? And for those of you who are still managing all your HR tasks internally without utilising any automation platform, you’ll know facilitating, managing,
