No reason for Termination = Problems Imagine you have a problem employee (perhaps you don’t have to imagine, you might already have one!), who is not up to your performance standards, despite still being on probation. They often come in late, leave early, take sickies and can’t grasp the concept of...
Question - My architect asked me about disability access into my store and the toilets. Toilets are important because of the Disability Discrimination act. I cannot hire someone with a disability without access to toilets for disabled people. Is this an issue?
For viewers of TV show Seinfeld (my kids rediscovered Seinfeld recently on Foxtel), you may recall the episode where George Costanza, a natural life loser, tries a new strategy of choosing to do everything opposite to what his inner compass tells him to do, with dramatic positive impacts. We apply that strategy to real life, with great results.
Question - what is the protocol when advertising for positions when it comes to specifying the type of visa the candidates hold? Obviously, we can specify that they must have the rights to work in Australia to apply, but what about if we would like to specify that they must hold a 'long term'; visa? Effectively, the only group we would like to deter from applying are those on Working Holiday visas, which allows them to work for 6 months only.
We recently had a client pose the question “Can we monitor an employee’s emails and what are the privacy concerns?” In researching the answer we came to the conclusion that the law is very confusing, with no one committing absolutely clearly what an employer’s obligations are. However, we offer a practical solution to the issue.
We recently answered a client employer's query regarding calculation of service for redundancy entitlements under the Fair Work Act. Is a former casual employee's service as a casual included? The answer we found actually seemed to us to be an odd outcome.
When considering engaging support for your business in the employee relations area, think very carefully before going with the lowest cost option as a main consideration. Whilst ER Strategies offers highly cost-effective service options for our clients, we don't aim to be the cheapest. We do aim to be the best at what we do and to provide value for money for our clients.
We have been receiving various telephone enquiries about employee requests for leave during the current NSW fire emergency. We will add some different Questions and the Answers we have been providing regarding these enquiries as a handy source of information.
The right for employees to request flexible work arrangements has been extended under the Fair Work Act 2009, operative from 1 July 2013. The changes further enhance family friendly protections and rights for workers.