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.
Want more detail than the blog? Take a look at our webinar instead!
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.
A number of security companies have recently contacted ER Strategies asking us to assist them in tailoring an enterprise agreement to meet the needs of their business.
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 deadlines. They are frustrating and de-motivating your other employees – and you too.
There are many different reasons as to why a business may be employment non-compliant and/or underpay its employees. Often an important factor is the industry that a business operates in, which can impact on the systems they use or even how complicated their employment obligations can be.
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.
Get the latest HR/ER/IR Updates and news that could affect your business straight into your inbox.
