Hi employers – It doesn’t take long for new hires to decide whether or not they’re going to stick around these days does it! So here’s what makes the difference? How you onboard them in those first few days, weeks and months. Here’s 2 critical points about Onboarding: Onboarding isn’t orientation or Induction Onboarding goes beyond simply introducing your company to new hires (and
Use this document to conduct your own self-audit of compliance with your employer obligations under the National Employment Standards (NES) as outlined in the Fair Work Act 2009.
REMEMBER: Complying with the NES is only one area a Fair Work Audit of your business will look at. An audit by Fair Work Inspectors will also look at your HR practices regarding:
- Leave entitlements
- Pay & conditions
- Time & wages records
- Dismissal & bargaining
HR Tactics specialises in offering this type of advice. Take advantage of our current offer, 30 minutes on the phone with an expert to tick off all compliance criteria.
$25 Fair Work or WHS Compliance Check
An itemised checklist for items you should have in a First Aid Kit, along with important considerations for keeping the kit up to date.
A professionally-composed meeting programme, with space for all required records.
An official document to record training attendees, details and document signatures.
A comprehensive 2 page form to record all relevant details of injury or incident in the workplace.
A generic inspection checklist for assessing the condition and safety of a workplace.
A checklist guide to identify areas in a workstation that need to be addressed.
A framework for comparing different HR automation systems.
TOOLS & OFFERS
Confused About Which Steps to Take, to Improve Your HR Management?
5 HR Strategies to Increase Performance & Protection
$25 Fair Work or WHS Compliance Check
Q: How much time can an employee take on stress leave? Do we pay this leave at normal rates? I have an employee who has told me he is off for the rest of the day and needs a week’s stress leave. What documentation does he have to produce? A:
Does this sound like you? Still, despite being out in the working world for years and despite owning your own business, you’re still a little unsure exactly what “HR people” do, and unconvinced exactly how us “HR people” can actually build value in your business? Then you’re not alone – many of our clients are just
Are you completely clear on when you need to implement the rise in minimum Award wages this year? Unlike past years, the implementation of increases in minimum Award wages this financial year has been split in to 3 stages to be implemented back on: July 1 2020 Nov 1 2020, and Feb 1 2021. So if the minimum Award wage increase didn’t apply to you as of July 1st, then depending on which
There has always been quite a lot of confusion around whether casuals received overtime rates at all, or if they did, the rate they should be paid. So the Fair Work Commission has been working on this area and in August and October 2020, the Fair Work Commission (FWC) amended
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