Our Services
Unlock the full potential of your most important asset, your people. We’re here to help you with everything related to Human Resources and People, so you can focus on growing your business.
Our HR Services
Trusted by Australian businesses
CUSTOMISED HR SOLUTIONS
We act as an extension of your business.
Frequently Asked Questions
- Review the Employment Agreement and Policies: Check the employment contract and company policies to understand the stipulations about punctuality and attendance. This helps ensure that any actions taken are in line with the contractual obligations and internal guidelines.
- Conduct a Meeting: Arrange a meeting with the employee to discuss their tardiness. It’s important to understand if there are any legitimate reasons contributing to their lateness, such as personal issues or transportation problems.
- Provide Clear Expectations: Clearly communicate the expectations regarding punctuality and the impact of their tardiness on the team and the business operations.
- Issue a Formal Warning: If the behavior continues, you may issue a formal warning in accordance with your company’s disciplinary procedures. Ensure this warning is documented and communicated clearly to the employee.
- Offer Support: If there are valid reasons for the lateness, consider how you might help the employee, such as flexible working hours or assistance with transportation.
- Monitor and Follow-up: Keep a record of the employee’s attendance and continue to monitor the situation. If improvement is noted, acknowledge it. If not, further disciplinary action may be necessary, which could escalate to termination if the behaviour does not change.
- It’s crucial to handle the situation fairly and consistently, in line with the Fair Work Act and any applicable Modern Awards or enterprise agreements, to avoid potential disputes or claims of unfair treatment.
To ensure a smooth onboarding process for a new team member, begin with thorough preparation before their start date, including completing administrative tasks, preparing their workspace, and informing existing staff of the new hire.
On their first day, provide a warm welcome and conduct an orientation to introduce them to the company culture, their team, and their role specifics. Provide essential resources like a handbook or access to company systems, and assign a mentor to support their initial period at the company.
This structured approach, alongside regular check-ins to address any concerns and gather feedback, will facilitate a seamless transition and integration into the team.
Our consulting group brings a comprehensive expertise in workplace advice, anchored by a deep understanding of the Fair Work Act, Modern Awards, and National Employment Standards in Australia. We specialize in tailoring solutions that enhance workplace relations and compliance with employment law.
Our team offers strategic guidance on HR policies, conflict resolution, performance management, and employee engagement, ensuring that practices are not only legally compliant but also align with best practices for motivating and retaining a diverse workforce. Additionally, we provide bespoke training and development programs to equip management and staff with the necessary skills to navigate the complexities of the modern workplace, fostering a positive and productive work environment.
Reducing an employee’s hours can be a complex issue, especially under Australian employment law. Before making any changes, it’s crucial to review the terms outlined in the employee’s contract, any applicable Modern Awards, or enterprise agreements. This is something we can help you navigate to ensure you follow the correct procedure.
Terminating an employee’s position requires careful consideration of legal and ethical responsibilities to ensure it is conducted fairly and in compliance with the Fair Work Act.
It is crucial to handle the termination process with sensitivity and respect, maintaining professionalism throughout to minimise distress and to protect the reputation of your organisation. Additionally, consulting with a human resources expert is recommended to ensure all actions are compliant with applicable legislation, awards and contracts.
Yes! Employee engagement is crucial to a company’s success. It isn’t easily measured like sales targets or revenue, but it directly impacts the productivity, retention rates and ultimately financial success of a company.
Often employee engagement surveys are too surface level and end up being a ‘tick the box’ exercise for the employee. As an independent third party, we’re in a unique position to delve deeper and provide unique insights to management on how their staff are really
feeling.
Employee responses are confidential and as we are an independent party, we’ve found we get honest and thoughtful responses which allow owners and leaders to make effective change in the business.
Yes, having workplace policies is important regardless of the size of your business. Even with just a few employees, clear policies help establish basic guidelines and expectations, ensuring everyone understands their rights and responsibilities.
These policies can cover areas such as work hours, leave entitlements, health and safety, anti-discrimination, and grievance procedures. They not only protect the business legally but also promote a fair and consistent approach to managing your team. Implementing these policies from the beginning can help prevent misunderstandings and potential disputes as your business grows, contributing to a more organized and professional environment.
Certainly! To effectively handle a difficult conversation with an employee, prepare thoroughly by gathering all relevant information and specific examples.
Choose a private, neutral setting for the meeting. Start the conversation clearly and directly, addressing the issues with specific instances. Listen actively to the employee’s perspective, showing empathy to encourage open dialogue. Focus on solutions by involving the employee in finding actionable steps to address the issues. Conclude with a clear agreement on next steps, including what changes will be made, responsibilities, and timelines, and document these commitments to ensure accountability and follow-through.
We often help our clients with these meetings, whether that is coaching them before hand, or joining the meeting alongside them.
