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.

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.

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.

Lets break it down

An employee planning their week in a diary

The People & Culture Office – A different kind of HR Consultant

Lแด‡แด›s ส™ส€แด‡แด€แด‹ ษชแด› แด…แดแดกษด 

Who am I & what do I do?

I want to start with my mission statement – โ€œTo build capacity of small โ€“ medium enterprises through people & culture initiatives. We aim to be the leading provider of human resource solutions in the local Kalgoorlie-Boulder area, and the wider Australian business community, helping to create more successful, productive and high performance organisations.โ€

So in other words, I want to build your knowledge, and improve your tools and the resources you have at hand, to help you achieve business success through quality employees and employment practices. And I will do this by embedding HR solutions into your business framework 

Buying a set of cookie cutter policies from a HR provider that has whacked your logo on there to make it feel individualised is not a HR solution – thatโ€™s an insurance policy to lull you into a sense of security should Fair Work come knocking.

Having a set of policies in a folder means diddly if you donโ€™t understand the content, donโ€™t follow them or arenโ€™t being provided the support from an experienced HR professional to use them effectively in your business – someone whoโ€™s willing to share their knowledge to help you develop your skills in managing employee relations issues.

Additionally, a solution by its very definition is a means of solving a problem or dealing with a difficult situation. Are your set of generic policies really a solution?

Having trouble attracting employees? Would having a Recruitment Policy in place solve that? No, because a policy doesnโ€™t tell you how your going to get there, just what youโ€™re going to do once youโ€™ve arrived.

A recruitment strategy, on the other hand, will assist with attracting employees because itโ€™s designed as a plan of action. A recruitment strategy can identify how & where you can source candidates and what initiatives you can put in place to build your employer profile to make you more attractive to employees.

This is a HR Solution, and this is the true value of HR in your business.

And this is why when you become my client I donโ€™t lock you into a contract, because the value I can offer over my competitors speaks for itself, and thatโ€™s why Iโ€™m a different kind of HR Consultant 

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.

Lets get back to basics

What is HR and what does it have to do with your business?

Letโ€™s start with your strategic plan, these are the outcomes you want to achieve over the next 1 – 3 years. Itโ€™s your plan of where you want to take your business 

If you have employees then every aspect of your strategic plan involves them

One of your strategies might be to drive innovation and seek out improvements to every aspect of your business 

To do this you need skilled employees with the experience and capability to identify areas for improvement 

What skills & attributes have you identified that your employees will need for you to achieve this? How do you find them? Do you already have them? 

This is where a skilled HR professional can assist 

The strategic plan is underpinned by your core values 

Your core values are the behaviours that guide your decision making, your service, how you engage with clients and the community; they tell your stakeholders who you are and what you believe in

So it makes sense to employ people who share these values with you right?

How do you structure your interview process to ensure the answers to your questions identify the behaviours – negative or positive- as reactions to common scenarios in the workplace?

A HR professional experienced in behavioural or values based recruitment can develop processes to identify the quality employees from the, well, not so quality employees 

But what about your existing employees, how can they help you achieve your strategic goals? How do you guide their behaviours and identify development areas so that everyone is working at an ideal level?

HR can develop policies and processes such as performance management systems to ensure that everyone knows what is expected of them, what they are working towards and what their standard of work, attitude and behaviour needs to be

So this is a basic snapshot but you can see how quality HR processes are a necessity to elevate your business to where you want it to be, to achieve your goals, to have quality employees who stick around and have the buy in to want to see the business do well

HR isnโ€™t a thing we do, itโ€™s the thing that runs our 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.

Simone Pickering | The People & Culture Office

 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.

Attracting regional employees is a hard sell

If you follow me on social media you would have seen these posts popping up over the past week

When I look at Seek advertising, local business websites and speak to jobseekers & business leaders based outside of Kalgoorlie-Boulder one thing becomes glaringly clear.

We just don’t do a very good job of selling ourselves

One thing I think we can all agree on is it is a lot more sustainable for our businesses & community if people who work here; live here, and, we need to bring residents back to the town. We need to grow the population to ensure essential services, a healthy retail environment and the type robust economic & community environment that encourages continued population growth.

Where to start?

If you don’t already have a recruitment strategy in place seriously consider it. It forces you to look at your current practices and external forces which may prevent you from attracting quality employees.

Know who your demographic is & tailor your advertising to suit. Millennials are those born 1981 – 1996, so at the top end someone aged 38 and at the low end someone aged 23. This generation makes up 50% of the workforce and are our emerging leaders.

We know that millennials consume digital content the most; they stream music over listening to the radio and stream TV over sitting down and watching live free to air tv.

Print, radio & tv advertising is largely wasted money when trying to grab this generations attention.

If you have digital content thats hard to consume ie: overly formal, unnecessary text or information, poor image quality, no emotional connection, then they will scroll straight past. Opportunity lost.

When writing your seek or social media employment advertising view it from the view point of the person reading it. Am I telling them What, am I telling them Who, am I telling them Why?

Have you considered embedding some video footage into the base of the ad?

This one is FREE from the KBCCI on You Tube

Or if you frequently recruit & are going through a period of growth why not create your own content?

Want to read more? I wrote this post 12 months ago about selling Kalgoorlie when you recruit.

When it comes to selling Kalgoorlie as a great place to live we all play a part. But if theres one message I want to reinforce, it’s that no-one is expecting you to do this all on your own. Don’t be shy about outsourcing components of your business if they are areas that aren’t your strength, I mean you outsource your finances & taxation to an Accountant don’t you? Why not outsource your HR too?

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

Simone Pickering | The People & Culture Office

ITโ€™S TIME FOR HR TO MOVE BEYOND POLICIES, PRACTICES AND PROCESSES. 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.