A bit of this, a bit of that part deux

This is one of those posts when you have a lot to say but not enough on each topic to justify a whole post on its own ๐Ÿ˜‚

Just bits and pieces that you need to know about, so here we go.

General Protections at Work & Adverse Actions

Are your management actions lawful?

General Protections is a section under the Fair Work Act to protect employees from unfair treatment for exercising a workplace right such as enquires about their pay, working conditions or engaging in industrial action.

Adverse Action is the conduct undertaken by the employer to contravene a general protection. Adverse Action can include treating an employee unfairly, assigning duties to disadvantage an employee, passing the employee over for a promotion or termination of employment 

The Fair Work Commission can impose penalties of up to $12,600 for an individual and up to $63,000 for an organisation plus compensation to the employee 

Flat Rates of Pay

Offering flat rates of pay are commonplace in the Goldfields, however, what a lot of employers don’t realise is that in order for a flat rate of pay to offset Award terms and conditions such as overtime, the contract of employment must contain an offset clause. Without such clause (or a contract of employment) that pay rate is subject to the full Award T&C’s in their entirety ie: penalty rates, leave loading etc

An additional point – when adding offset clauses to your contracts of employment, you don’t get to pick and choose which parts of the Award you wish to keep and what parts you wish to offset, so if you are offsetting overtime you offset every reference to overtime in the Award. Ordinary Hours become the normal hours of work, even when in excess of 38 hours per week, and as a result leave accruals and superannuation will be impacted.

Inherent Requirements

What is it? Itโ€™s the essential criteria to fulfil the skills, qualifications and physical capacity of the job. It is the legal standard an employer must satisfy in relation to decisions surrounding recruitment and ongoing employment.

Scenario – Itโ€™s a requirement of the position that an employee be deemed medically fit for employment / entry to a clients site. The employer doesnโ€™t supply a job description stating the requirement to meet the medical criteria. Rejection or termination of employment based on failure to meet the minimum medical requirements becomes legally fraught and the employer is exposed to discrimination claims as a result

Scenario- An employee is required to hold a valid C class MDL, the employee loses his license for an extended period which causes difficulty for the employer to assign work tasks that ensure the employee is productive. The employer terminates the employee but without the protection of detailed job requirements and policies the employer is left exposed to an unfair dismissal claim

The takeaway – Job Descriptions are more than a list of duties, they play a significant role in establishing the legal & essential criteria of the employment relationship.

Payment for training, inductions and other tasks outside of work hours

Long story short; if you want an employee to do something they must be paid for it.

This also includes attendance at team meeting or arriving early / staying late to open and close.

The test is, if it’s compulsory then the employee is paid for their time, some business owners will elect to allow the employee accrue time in lieu (TIL) in place of payment. In these instances the employee must receive TIL equal to what they would have been paid – the employee can’t be worse off.

An example is if your employees work a standard day then are required to be on hand at an after hours event. As they had already worked their standard work day any additional hours, if paid, would incur penalty rates. Therefore the TIL is accrued on the same basis ie time and a half, double time etc.

There are slight variances between Awards so it’s always best to seek advice on how extra curricular hours can impact your business

Employment Law & people management is a complex beast, if you need assistance navigating your way around we are on hand to provide support & add value to your business

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photoโ€™s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

Itโ€™s time for HR to move beyond policies, practices and processes, HRโ€™s value proposition to business is to ensure HR professionals and their practicesโ€™ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

Here's the thing

When I launched this business I went in search of like minded business people. I needed to find my support network, my bit of community over competition.

I also went in search of other businesses as clients. I tried all the regular stuff, I sent emails, I pounded the pavement, I went to networking events………..

OMG – how awkward & intimidating is networking when you know nobody in the room.

It’s also a concept that’s a bit stale, there’s nothing innovative about it, nothing about it has changed in decades and as a newcomer to the business community I’m not even sure, in fact I know, it wasn’t working for me to build my client base & business.

As someone who has based their whole business model on offering up a different experience to my competitors I was seeking an alternative.

Something a bit cool, a bit fun…….. something a bit different.

And then something amazing happened, I found my community.

A collective of business owners with similar values who were also looking for that………something

So we created it

Business speed dating is a concept that’s been around in the US for a few years but is a reletively newish concept in Australia and definately something fresh & new for Kalgoorlie.

We want to introduce ourselves & our services to Kalgoorlie based businesses, and we want to help you make those same connections in a fun, less awkward setting.

Everything you need to know is HERE, tickets are only $10 and include refresheshments

So the only other thing is….. will we see you there?

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photoโ€™s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

Itโ€™s time for HR to move beyond policies, practices and processes, HRโ€™s value proposition to business is to ensure HR professionals and their practicesโ€™ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

Is 2020 the year ethics will become cool?

Do you feel like change is in the air? So much happened in 2019, economically, politically, it seems like we’ve kicked off 2020 with a collective “the rot stops now” attitude.

First inclination it’s not just me was reading this article by Gary Martin the head of AIM WA. In the article Gary talks about unscrupulous big bosses like those engaged in the finance industry participating the Royal Commission or those at the helm of wages scandals.

But then he drops a truth bomb, the majority of immoral behaviour comes from regular, everyday bosses.

“Ironically, much of the immoral behaviour in our workplace is driven by everyday bosses who might be beacons of best practice when it comes to personal integrity but unwittingly create workplace environments that allow the unethical behaviour of others to flourish.

Many bosses, for example, make it unsafe for workers to speak up about unethical behaviour in their workplace despite proclaiming that they have an open-door policy.ย 

They fail to encourage workers to report questionable behaviours and, on the odd occasion a concern is raised, find themselves ill-equipped to take appropriate corrective measures or protect a well-intentioned whistleblower.

Others mistakenly believe ethical issues are suited to post-mortem discussions only after some form of catastrophe has occurred. 

Even worse, some bosses apply excessive pressure on team members to reach unrealistic targets.”

It’s not just bosses who encourage a bit a fudging of the rules to get ahead, there’s also the bosses who turn a blind eye to bullying or other inappropriate behaviour in the workplace – or are a perpetrator themselves.

Then yesterday this article published on Inside Small Business popped up in my Facebook newsfeed.

It’s a vibe, I tell ya!

It’s easy enough for small business owners to think this isn’t about them, those articles are just about big business right, got nothing to do with me.

In a time of low unemployment and skills shortages it becomes evident who the unethical employers are.

Struggling to hang onto to staff while your peers have little disruption to staffing levels at all?

Struggling to attract applicants for vacancies when the competition next door has skilled candidates approaching them?

High absenteeism & low morale?

Are you picking up what I’m putting down here?

Skills shortage, regional living, FIFO; your up against a lot as it is, don’t let poor management practices be added to the list.

Looking to get maximum value out of your Business Plan? We can assist with the development of people and culture strategies to give you a competitive edge over the competition. Drop me a line to learn more.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photoโ€™s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

Itโ€™s time for HR to move beyond policies, practices and processes, HRโ€™s value proposition to business is to ensure HR professionals and their practicesโ€™ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

The January Newsletter

My New Year resolution is to stop procrastinating, Iโ€™m not starting until next week though – our January newsletter is live ๐Ÿ‘ฉ๐Ÿปโ€๐Ÿ’ป

https://mailchi.mp/cca4e0e956ec/my-new-year-resolution-is-to-stop-procrastinating-im-not-starting-until-next-week-thoughtagTag photopinAdd locationpencilEdit8People reached1Engagement

Take the leap

Guest post – Sharni Foulkes – Business Advisor KBCCI

Kalgoorlie-Boulder really is the best place to start and launch a new business and 2020 has never been a better time.

Your probably thinking to yourself, who in their right mind is this lunatic with a statement like that, and why now, in what seems to be an economic down turn.

Well, My name is Sharni Foulkes, I am the Business Advisor at the KBCCI. I work with a variety of businesses across different Industryโ€™s on a daily basis. And let me tell you, now has never been a better time to step out of that comfort zone and give that idea youโ€™ve been housing for some time a good old fashioned go.

Sharni, left, pictured with Tia Jefferies from the KBCCI

With the average age of 33, an average household income of $115k and an almost 50/50 ratio of males to females the times are changing. Millennials are taking over and that is okay. For the small business industry, this means the barefoot investor budgets, strong side hustles and the ambition to succeed. And hard work prevails, but the statistics and support that have come across my desk throughout 2019 have been nothing short of amazing.  

  • 514 face-to-face client meetings
  • 20 group sessions/workshops across 9 different topics
  • 21 digital meetings
  • 502 client action plans
  • 494 returning clients
  • 241 new clients

And with the appointment of a further two new business advisory contracts at the start of the financial year through (ASBAS) Australian Small Business Advisory Service for digital solutions and (NEIS) New Enterprise Incentive Scheme we have been able to expand on the services and topics that we can provide. ASBAS allows us to provide an outcome based service in the digital world, whether it be setting up a facebook/Instagram account or walking through the ATOโ€™s reporting app, we are aiming to better connect our small business clients online and empower them with the confidence and understanding to utilise technology for better productivity. And NEIS has allowed us to work with an unemployed clientele, assisting them to achieve their certificate 3 in micro (home based) business, while still keeping their payments, and building their business over an intensive 12 months of mentorship. Not only is this a free service, I actually do care about you and want you to be sustainable and successful! 

Along with the services that we provide, we also maintain close relationships with stake holders and where possible get them out to Kalgoorlie to engage with the businesses in a face-to-face setting through either a networking events or workshop. 2019 provided the following services and achievements for our clients to better their business opportunities:

  • Small Business Showcase Event
  • State Government Procurement policy presentation for Aboriginal Business (attendee)
  • AUS Industries visit and meetings with 10+ clients (outcomes for over 80%)
  • Facebook workshops presented by Facebook
  • Small Business Development Corporation visit and meetings with stakeholders
  • Female Founders Grant consultation (Only regional consultation for WA)
  • Australian Tax Office educational workshops
  • Australian Securities and Investment Workshops
  • Cyber security workshop as a hosting partner through NAB

As well as attending many meetings, collaborations, events and information sessions to ensure we are equipped to the highest standard to assist and pass on knowledge for our clients.  

I am one person and in Kalgoorlie-Boulder there are many other support services offering business advisory. So now knowing what you now know, wouldnโ€™t you agree โ€“ there is no better time than 2020 to start, grow, expand or launch your business. If you are intrigued, give us a call and come in to see me, we can asses where your at and work out the right direction for you. Itโ€™s free, thanks to some amazing government funding.

When Sharni isn’t supporting the start-up business community of the Goldfields region, or facilitating numerous business workshops, she is dynamic participant of the local business community through her membership with Goldfields Women Building Business, Rotary and of course her membership of W.A.C.K.E.D. (that’s all about networking right??). In her downtime she can be spotted on Fashions on the Field catwalks around the state, outfit on point.

You can find Sharni on Facebook here, or located within the KBCCI office.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photoโ€™s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

Itโ€™s time for HR to move beyond policies, practices and processes, HRโ€™s value proposition to business is to ensure HR professionals and their practicesโ€™ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

It all starts here

When does a new employees’ introduction to your business begin? Day 1? Signing of the contract?

It starts when they first hear about your job and make that decision to apply. And that settling in, falling into the culture of your business process, takes about a year.

Task & skill wise it takes a new employee about 3 months to be working at capacity, but people rarely leave jobs because they can’t do the work, they leave because of poor leadership, poor communication, poor culture and poor organisation in the way the business approaches it operations.

28% of new employees will quit a job within the first 90 days, 64% within the first 12 months. In my experience you can usually tell within 6 weeks if you’ve lost a new starter or not. Sure they might still be attending work, but they aren’t “there”, they aren’t productive, a bit of a fish out of water, just not quite fitting in.

The solution?

A contemporary & structured recruitment and onboarding process (โ€œOnboarding, also known as organisational socialisation, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organisational members and insiders.โ€)

Struggling to attract Kalgoorlie residential employees? Iโ€™m here to help!

One that doesn’t finish on day 1 after their induction.

According to research by Hibob, many new employees feel as though their role wasn’t accurately portrayed during the recruitment process. Whether that be tasks omitted from discussions or workplace culture being misrepresented it becomes startling evident on day 1 and the emotional disconnect commences. The process has been misleading, the excitement has soured.

More than 25% of employees say that they didnโ€™t receive enough information about their job before accepting the offer. Only 40% of employees say that their current job completely reflects how the position was described during the interview process.

So what does this mean as an employer? It’s all about communication. Make the tasks and your expectations clear from the get go, and keep talking to your new employee about it. People thrive when they know what’s expected of them and what they are working towards.

A weekโ€” even a month โ€” isnโ€™t nearly enough time to grasp the complexities of a new company; understanding individual roles and how they fit into the bigger picture.

Beyond the essential information needed to do the job, onboarding is an opportunity to build connection with peers, leaders, work and the organisation. Weaving in workplace cultural elements โ€” the vision, mission, values, norms, behaviours and rituals โ€” in the early stages, takes onboarding beyond improving how individuals work, to strengthening the way in which people work together towards a common purpose.

As the first experience people have with the business, onboarding plays a crucial role in delivering on the promises of the employer brand, and should feel relevant with the overall employee experience.

The People & Culture Office can build your business a Recruitment & Onboarding Strategy, 100% tailored to your business, your values and your strategic goals. Contact us for an obligation free meeting to discuss how we can help you.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photoโ€™s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

Itโ€™s time for HR to move beyond policies, practices and processes, HRโ€™s value proposition to business is to ensure HR professionals and their practicesโ€™ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

The People & Culture Office is a Kalgoorlie based human resources (HR) consulting company that specialises in developing partnerships with Small and Medium Enterprises. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

At The People & Culture Office you only pay for the work we undertake for you;  no annual or monthly fees; no contracts; just quality, local, service.

But that’s how I’ve always done it

The irony of this post is that those who need it the most won’t see it.

Why?

Because their business practices haven’t kept up with the changing face of doing business, nor technology. They aren’t online, they don’t have business frameworks in place, their business was the bomb in the pre-social media days and their mindset is back there.

And I get it, in the early to mid 2000’s Kalgoorlie & the WA mining industry was booming. Skilled & unskilled workers flocked to town, no effort was required to find staff because they were walking through your door. Work was easy to get and there were very little hoops to jump through to get a lucrative contract.

It was the glory days, then it all stopped.

First the GFC, which had minimal impact on gold but hit nickel & iron ore hard. Then gold crashed, the downturn in Kalgoorlie really started to bite. Mining contractors had to cut tradies hours back, people lost their jobs, people left town.

Those that came here in the boom returned home to more stable industries.

But that wasn’t the only change, the Occupy movement had its moment and people started to look at corporations differently. Instagram dropped and suddenly the idea of posting travel & lifestyle pics for a bunch of strangers was highly appealing. People became more aware of their eco footprint, healthy living and mental health.

A high paying mining job was no longer a mark of success, instead people started looking for employers that could offer something more. Flexibility, career development, social awareness & responsibility, a great culture and the biggie – feeling like they were an integral cog in the wheel; an employer who regularly communicated where the business was at, where it was heading and how important it was that everyone helped them get there (and then got a thank you)

We also have 50% of the workforce made up by a generation who had parents or older friends impacted by the GFC and the continued downturn in business confidence. Theres nothing like being made redundant to drive home just how quickly a company will let you go when it comes to money.

Which brings me to the point of this post. Times have changed, the workforce demographic has changed and if you want to keep up, you need to change with it.

Yesterday I went to a business forum in Kalgoorlie, wandering around at the break I overheard a conversation.

“We’ve been advertising for an apprentice for weeks now and haven’t got 1 application. I tell ya kids are bloody lazy, you just can’t get them to work. We’ve spent thousands on ads on the radio and nothing”

๐Ÿ˜ณ

I’m 46 and I haven’t listened to the radio in a good 5 years. You’d be lucky to find anyone under 40 listening to the radio let alone the target market for an apprenticeship.

When I got home I googled the company – no Facebook, no Instagram just a webpage with an ad for the position that consisted of 2 lines.

Do you think the reason they had received no applications was because of those damn lazy millennials or because they were looking in all the wrong places?

Businesses are competing against FIFO – same pay with the City lifestyle. Competing against business who have been early adopters and are offering up flexible, lifestyle friendly workplaces. Businesses who are super professional with quality HR processes that give applicants and new employees great insight into the business and it’s expectations right from the first point of contact. Businesses who have a reputation of treating it’s employees fairly and strive to do the right thing.

Right now, the reality for many businesses is that quality candidates, or just any candidates for that matter, are hard to come by.

Whether that be because of a skills shortage, geographical location, that the vocation lacks a bit of “cool factor”, ineffective recruitment practices or the reputation of the employer; businesses approaching their talent acquisition efforts without having some sort of plan in place is an inefficient use of financial & people resources

What was working for you in the past may now no longer be relevant.

And so if you are wanting to improve your recruitment practices, or are looking for new ways to do things, here are some basic tips on recruitment, values based recruitment and considerations for your business before you post that job ad, and for something a little more comprehensive – Contact Me

Struggling to attract Kalgoorlie residential employees? I’m here to help!

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photoโ€™s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

Itโ€™s time for HR to move beyond policies, practices and processes, HRโ€™s value proposition to business is to ensure HR professionals and their practicesโ€™ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH PEOPLE & CULTURE INITIATIVES CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC GOALS.

The November Newsletter

Welcome to our November newsletter. This month I’m taking it back to basics. I’m discussing the role of HR in your business, why buying a pack of generic policies probably isn’t adding much value to your business & how quality HR sits at the core of your business success.

I’m also looking at the challenges of attracting a residential workforce & how we can do a better job of selling Kalgoorlie-Boulder.

Click to read.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photoโ€™s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

Itโ€™s time for HR to move beyond policies, practices and processes, HRโ€™s value proposition to business is to ensure HR professionals and their practicesโ€™ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH PEOPLE & CULTURE INITIATIVES CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC GOALS.