Our Services
We handle the HR and people side of your business, so you can stay focused on leading and growing it.
our services
We believe that people are the cornerstone of every business. At CCG, we get to know your business and your people, so that we can become a natural extension of your team.
services
Whether you’re a growing small business looking to get things right from the start or already have 60 staff but no HR resource, we’re here to help – at a fraction of the cost of a full or part-time hire. We work to get to know your business inside and out, so we can develop strategies that align with your goals and budget.
our proven process
At Cornerstone, we don’t drop in with a quick fix and disappear. We embed ourselves into your operations and support your leaders through every phase of the employee lifecycle.
We start with a full HR audit — reviewing your compliance, award classifications, contracts, and internal practices. Then we work with you to define your structure, clarify roles, and identify immediate risks or opportunities.
We implement the core documentation and systems your business needs to stay compliant and scale - including contracts policies, performance frameworks, and onboarding tools.
You get on-demand access to real, senior HR experts who know your business. Whether it’s advice, a second opinion, or help with a tricky issue — we’re on-call and in your corner.
We work with your managers to build accountability, manage performance, and engage your people. Our tools and check ins help you track progress and create a high-performing team culture.
faqs
If an employee is regularly late, it’s important to address it early — and fairly. Here’s how to handle it:
1. Check the ground rules
Start by reviewing their employment contract and your internal policies. Know what’s been agreed to around hours and punctuality, so you can approach the issue with clarity.
2. Have a conversation
Set up a private chat to talk through what’s going on. There may be a genuine reason — like transport issues or family responsibilities — and it’s worth understanding the full picture.
3. Be clear about expectations
Explain how being on time affects the team and the business. Outline what needs to change moving forward and make sure they understand what’s expected.
4. Put it in writing if needed
If things don’t improve, a formal written warning may be appropriate. Make sure this aligns with your disciplinary process and is properly documented.
5. Offer support
If there’s a valid issue behind the lateness, consider what support could help — whether that’s flexible start times or another reasonable adjustment.
6. Monitor and follow up
Track attendance over the next few weeks. If things improve, acknowledge it. If they don’t, you may need to escalate things further — always in line with the Fair Work Act and any applicable Modern Award or enterprise agreement.
A great onboarding experience starts before day one. Set things up for success by finalising admin, prepping their workspace, and letting the team know who’s joining.
On their first day, focus on making them feel welcome. Walk them through the essentials — how the business runs, who’s who, what they’ll be doing, and how things work. Give them access to the systems they’ll need, a copy of your handbook (if you have one), and a go-to person they can lean on for support.
From there, regular check-ins are key. They help spot any issues early and give new hires a chance to ask questions as they settle in. A bit of structure and care goes a long way in setting the tone for long-term success.
At CCG, we bring deep expertise in workplace advice, with a strong focus on compliance with the Fair Work Act, Modern Awards and National Employment Standards.
We work with business owners to navigate HR challenges confidently — from policy development and performance management to conflict resolution and employee engagement. Our goal is to make sure your people practices are both compliant and effective in helping you build a high-performing team.
We also design tailored training and development programs for leaders and teams — equipping them with the tools they need to manage, lead and grow in today’s workplace.
Reducing an employee’s hours isn’t something you can do on a whim — and it can quickly lead to issues if not handled properly. Before making any changes, you’ll need to review their contract and check any relevant Modern Award or enterprise agreement. There are legal steps to follow, and the risk of getting it wrong is high. That’s where we come in — we’ll help you navigate it the right way, from start to finish.
Letting someone go is one of the toughest parts of running a business — and it needs to be done by the book. Terminations must comply with the Fair Work Act, any relevant Award or agreement, and the employee’s contract. It’s also about handling the process with respect and care — for the individual, your team, and your reputation. We help business owners manage this process the right way — fairly, legally, and with confidence.
Most employee engagement surveys don’t go deep enough. They’re often rushed, surface-level, and end up as a tick-the-box exercise. That’s not where the real insight lives.
At Cornerstone, we run confidential one-on-one interviews as an independent third party — giving your team the space to speak openly, and giving you honest, actionable feedback you won’t get from an online form.
The result? A clear picture of how your people are really feeling — and what to do about it. No guesswork. No fluff. Just insight that helps you lead better.
contact us
CCG is a HR consultancy dedicated to driving growth & success for growing businesses across Australia.
