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.
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.
Problems can arise when an employer deducts monies from an employee’s wages for reasons other than an employee’s benefit, such as meeting shortfalls in cash and stocks, deducting the costs of a uniform, the costs of a mobile phone, the costs resulting from of a car accident.
Employers must use an employee’s existing super fund, if they have not nominated any other fund via a super choice form. The stated purpose is to reduce super fragmentation for employees, which can lead to multiple sets of fees.
In late March 2021, the Fair Work Amendment (Supporting Australia’s Jobs and Economic Recovery) Act 2021 (Amendment Act) passed both Houses of Federal Parliament, amending the Fair Work Act 2009 to include reforms to workplace rights and obligations for casual employees.
In this article we speak about our top 5 “must know facts” about avoiding unfair dismissal cases. Learn what constitutes a harsh, unjust and unreasonable termination and protect your business.
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