While employee drinking and drug use during work hours has obvious implications for workplace safety, productivity, and reputation – consideration also needs to be given to the effects of consumption that occurs away from the workplace and out of work hours.
Last month, we published a reminder that the deadline for assessing casual employees’ eligibility for conversion to permanent employment and making an offer (or ‘non-offer’) was fast approaching. All employers of casual employees (other than ‘small business employers’) were required to complete a number of actions prior to the 27th of September 2021 deadline, including assessing and notifying casual staff about whether they are eligible for casual conversion under the Fair Work Act 2009.
One of the smartest ways for small businesses to nip any employee issues in the bud is to ensure that they don’t crop up- and one of the best ways to accomplish this is to make sure that each new member of staff undergoes a thorough and comprehensive induction process.
Over the years, we have assisted some clients who have had very difficult experiences with employees whom they have dismissed (generally before they spoke to us) or wanted to discipline for some reason.
We provide an insight into an employee who gave their employer hell – how self-obsessed employees can cost employers huge time and money.
Note: This article has been update to reflect recent changes to the Health Orders put forward by the NSW Government. Please review this new information in line with your current practices to ensure you are complying with the updated government advice. Current as at 31/08/2021.
Organisations regularly conduct audits of their financial position. Similar reviews and analysis can be applied to the Human Resources Function, to compare your organisation against industry best practices, review compliance with relevant laws and regulations and to identify gaps.
The Small Business Fair Dismissal Code (the ‘Code’) only applies to small businesses as defined under the Fair Work Act 2009 (Cth), which are those with fewer than 15 employees. In addition, for small businesses, employees are not entitled to claim Unfair Dismissal in the first 12 months of their employment. It is therefore important that small businesses ensure employee dismissals are consistent with the Code to avoid getting involved in an unfair dismissal case which may go against them.
Productive and highly-skilled staff are an important part of the smooth running of any organisation, but there are times when certain employees simply do not meet this criteria.
Businesses use a number of different strategies to ensure they meet targets and stick to deadlines, including the use of KPIs – Key Performance Indicators.
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