HR Sorted in Warragul, Victoria | Business service

HR Sorted

Locality: Warragul, Victoria

Phone: +61 418 395 495

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24.01.2022 EMPLOYER RIGHTS AND RESPONSIBILITIES / Today I spoke to a pile of clients, but let me tell you about one - it's a pretty common story. I talked this client through their rights, responsibilities and options. I drafted and shared a letter to issue to their employees. ... In less than 1 hour this small business owner had a plan. This client's relief was evident in the email I received this afternoon - "Thank you Abbey, I really appreciate it - you really helped me understand where we stand" Unfortunately it won't always be that easy, but understanding what your options are is critical right now. Take that first step to clarity - call 0418395495 or email [email protected] Above all take care and be kind to yourself.

24.01.2022 We often overthink leadership, here's a great formula from Craig Harper - some are easier than others, some are harder than they seem, but I'm certain they are a recipe for success. I attended Craig's 'You Conference' yesterday and took away many nuggets of gold which I can't wait to start putting into practice in my own life and with my own business!

24.01.2022 REDUCTION OF HOURS / SHIFTS It's been great to see that many employers and employees have reached agreement for employees to reduce their hours - perhaps to a 4 day week - for this period. As an employer remember the following - ... 1) The reduction of hours must be through agreement 2) A part time change of hours form should be completed, and signed by both parties 3) The agreement should have an end date, perhaps start with 3 months - you can always extend by agreement Employers are looking at a number of changes with their employees currently, if you need a hand to work out what discussions to have, how to have them and what paperwork is needed, please get in touch 0418 395 495 [email protected]

23.01.2022 COVID-19 Things are moving pretty quickly, so it's understandable that employers are getting pretty confused, concerned and frustrated. If you arent sure what to do now, or into the future, please give me a call or send me a message or email. ... 0418395495 or [email protected] See more

18.01.2022 RESILIENCE Here's another HBR article, this time about resilience - applicable to all of us at the moment. It's another short read. In this challenging time, it's easy to find yourself getting caught in a cycle of negativity, fear and helplessness. ... But here's the thing, while you can't control what's happening around you - what you can control is your response (and it's nice to maintain some control in the current world!). HBR recommends these things to boost your resilience - Calm the mind - catch those negative thoughts before they take over Look out the window - try to spend more time looking out your window and reflecting, in doing so, hopefully you'll be able to find clearer answers about how best to move forward, both personally and as a leader Connect with others through compassion - As you go about your day virtually and in person ask yourself: How can I help this person to have a better day? It may be an employee, a boss, the pizza delivery man, or a friend on facebook... it'll definitely give both you and the receiver of that compassion a massive lift! https://hbr.org//build-your-resiliency-in-the-face-of-a-cr

18.01.2022 Last week was a massive week for HR Sorted! As a committee member of Women in Gippsland, I assisted in the delivery of our amazing event #PutHERNameOnIt on Tuesday, Wednesday I facilitated bullying training for a client and Friday I attended Business Chicks' event #GrowWithGoogle. In between I did the usual assistance and advisory calls and meetings, preparation of employment contracts and other customised business documents, and prepared for future training sessions. Next ...week is sure to be equally busy - but that's exactly how I like it! *** Come and join us for next week's event, International Women's Day featuring the fabulous Jamila Rizvi on Thursday 12th March at the WGAC. Tickets still available via the WGAC page. #smallbusinessowner #humanresources #gippsland #pakenham #melbourne #australia

17.01.2022 Keen to know a bit more about employer powers under the JobKeeper Scheme? In this Q&A with Pursuit Advisers I answer a number of key questions regarding JobKeeper. There's a lot to be aware of and a number of requirements from an employer perspective, so if you need any areas clarified and assistance with the associated paperwork, please drop me an email: [email protected]

14.01.2022 Last Friday, the Fair Work Commission decided to increase both the national minimum wage and the modern award minimum wages by 1.75%. This takes the national minimum wage from $19.49 per hour ($740.80 per week) to $19.84 per hour ($753.80 per week). This decision will impact all employers as follows:... * employers who employ employees under modern awards must ensure the rates paid to their employees are no less than the award minimum rate for each classification; * employers who employ employees under registered agreements (i.e. certified agreements, collective agreements, enterprise agreements, AWAs or ITEAs) must ensure that the base rates paid to employees exceed the increased base rates of pay in the equivalent modern awards; and * employers who employ employees not covered by a modern award or a registered agreement will have to ensure that the rates paid to employees exceed the national minimum wage. In a change from previous years, the applicable increase date will take effect from the first full pay period commencing on or after ONE of the following dates (dependant on which group the applicable modern award was assigned to by the Fair Work Comission) - 1 July 2020; 1 November 2020; and 1 February 2021. See the following link for details as to the applicable modern award groupings - https://www.mst.com.au/workplace-relations-update-minimum-/ If you have any questions regarding this announcement, please get in touch.

14.01.2022 CASUAL EMPLOYMENT **RISKS** In late May The Federal Court delivered another significant decision finding that a ‘casual’ employee who worked regular and predictable shifts was not casual despite how the employee was described in his employment contracts. This decision provides another clear reminder for employers that casual employment is not necessarily the lower risk engagement option, because even if an employee is ostensibly engaged and referred to as a casual employee u...nder a modern award, enterprise agreement and/or a casual employment contract, if they have an advanced commitment to indefinite and ongoing work, there is a risk that they will be found to be a permanent employee. https://bit.ly/2Yev3w6 This link provides further details, here's a few things to ensure you are doing if you have casual employees - * Ensure fluctuation in casual employee's shifts, days, hours etc * Regularly roster and re-roster - DON'T roster weeks or months in advance * Allow casuals to elect to work or not * Regularly review the employment relationship, and consider moving casuals to permanent status * Have employment contracts in place for all employees, which include specific clauses * Ensure you comply with the casual conversion clauses in modern awards The big kicker is that casuals must be treated as casuals throughout the employment relationship. If they are not treated as such then they are permanent employees (either full time or part time). Quite simply, employers and / or employees cannot just make up a new employment category - based on recent cases, this is fraught with danger. Confused, concerned? Call or email: [email protected] or 0418395495

12.01.2022 There's some great tips here for communicating whilst wearing masks - starting tomorrow for those of us who live and (mostly) work regionally. My favourite one - smile with your eyes! We CAN stay connected :)... Love your work Leah Mether - Communications & Soft Skill Specialist

10.01.2022 GOVERNMENT PAID PARENTAL LEAVE UPDATE// Prior to 1 July (2020), new mums received Parental Leave Pay for a continuous block of up to 18 weeks (90 payable days). If your child’s birth or adoption is on or after 1 July 2020, you may still get up to 90 days. However, your payment will include both:... a continuous Paid Parental Leave period of up to 12 weeks (60 payable days), 30 Flexible Paid Parental Leave days. So, in summary, you still get 18 weeks, but that last 6 weeks can be used flexibly (if you want). You must take the Flexible Paid Parental Leave days before your child turns 2. For more details see: https://www.servicesaustralia.gov.au//c/parental-leave-pay

07.01.2022 Sadly, I'm starting to hear from regional businesses who need to make the difficult decision to reduce their employee's hours due to lockdown 2.0. JobKeeper (or not), there's a process that MUST be followed. In the case of JobKeeper, you should confirm a few key points, and then you must consult with your employees for 3 days (unless they agree to consult for less), and you must provide this notification in writing at the start of the consultation period, as well as confimi...ng next steps in writing at the end of the consultation process. There's some great information and tools at the below link - https://coronavirus.fairwork.gov.au//jobkeeper-enabling-st This is a hard time for employers, so don't be hard on yourself, you're doing the best you can in a difficult situation. What's most important is ensuring that, once this blows over, your business is in the best position possible to welcome your team and clients back. If you need a hand to cut through the detail, call or email - I'm here to help. [email protected] / 0418395495 ** Not covered by Jobkeeper? Give me a call, and we'll work through it together.

06.01.2022 LEADERSHIP IN THE WORLD OF COVID-19 In my discussions with leaders this week, my key recommendations have been - Slow down, Review your options, ... Communicate openly, and Be the leader your team need you to be. This HBR article includes simmilar messages - communicate openly, share the pain, seek ideas from your team, review all options, and have ice in the belly (or if like me, you have no idea what this means.. stay cool in a challenging situation). This is one that all leaders should read before they commence tomorrow's work day. https://hbr.org//the-coronavirus-crisis-doesnt-have-to-lea

06.01.2022 In this day and age, mental health first aid training is so important. I can personally confirm that just like regular first aid training - these skills save lives! If you have capacity, book a place and get along.

05.01.2022 JOBKEEPER and the FWA This is a difficult time for employers, you're trying to keep your business afloat, and the employment landscape is in a constant state of evolution - it's impossible to stay up to date! You are likely aware that the Australian Government has made amendments to the Fair Work Act 2009 which deal with the JobKeeper Subsidy. ... The changes to the Fair Work Act 2009 provide greater flexibility where an employer is eligible for the JobKeeper Subsidy this is a positive move for employers, the previous lack of flexibility is an area I have discussed with many clients over the past few weeks. These provisions will be extremely helpful in situations, where to date, employers have been unable to meet the strict requirements for a full unpaid stand down under the Fair Work Act 2009 and/or where you still have some work for employees to do but not their full usual work and have been struggling to get employees to voluntarily agree to reduced hours or to take leave. These are significant changes, which increase employer's powers in many areas. In summary, under the new provisions, where an employer is eligible to receive the JobKeeper Subsidy and the employee is getting / will get JobKeeper, the employer has scope to: stand an employee down or reduce the employee’s hours (not their rate of pay) if the employee cannot be ‘usefully employed’ for their normal days and hours’ change the employee’s duties; change the employee’s work location; and/or direct the employee to take annual leave, ...... during the period for which the employer and the employee are eligible for the subsidy. There are a number of procedural requirements that need to be met before these changes can be made, including obligations around notice and consultation, and it is important to note that decisions are subject to review by the Fair Work Commission in the event of a dispute. The above is still new, it was passed down just before the Easter break, so we expect more information to be shared in due course. If you are looking to implement any of the above, please give me a call or send me a message or an email and I can talk through your options, the specific requirements and assist with paperwork and the like. [email protected] 0418395495

04.01.2022 This week has been a crazy week on so many different levels, clients carrying on as usual (or as near to as possible), clients madly preparing for what could be coming and clients feeling unsure and concerned. I'm also a volunteer at the local farmer's market and we have decided to keep calm and carry on with our market tomorrow.. and I somehow ended up chatting to our local news today about our plans!

04.01.2022 UPDATES TO MODERN AWARDS 2020 Several awards allow annualised salary arrangement, whereby employers can pay a fixed annual wage excluding other award entitlements which you would otherwise have to pay, including: * minimum weekly wages;... * allowances; * overtime; and * penalty rates. The rules about paying employees an annual salary vary from award to award. However, most existing annualised salary provisions are relatively simple to apply and provide flexibility when managing your employee’s remuneration arrangements. NOT ANY MORE UNFORTUNATELY From 1 March 2020, if you pay employees with an annual salary, you will have additional obligations regarding: * record keeping; * pay entitlements; and * notifying or agreeing the employee’s salary. The following awards will be changing by 1 March, with the insertion of the new annualised salary clauses - Banking, Finance and Insurance Award 2010; Clerks Private Sector Award 2010; Contract Call Centres Award 2010; Hydrocarbons Industry (Upstream) Award 2010; Horticulture Award 2010; Hospitality Award 2010: Legal Services Award 2010; Mining Industry Award 2010; Marine Towage Award 2010; Oil Refining and Manufacturing Award 2010; Salt Industry Award 2010; Telecommunications Services Award 2010; Water Industry Award 2010; Wool Storage, Sampling and Testing Award 2010. Broadcasting and Recorded Entertainment Award 2010; Local Government Industry Award 2010; Manufacturing and Associated Industries and Occupations Award 2010; Pastoral Award 2010; Pharmacy Industry Award 2010; Restuarant Award 2010; Rail Industry Award 2010 To ensure you are prepared, send me an email [email protected] - I can help you wade through the details of the award/s that apply to your business.

04.01.2022 Some of you may recall that the Federal Court had made a somewhat absurd ruling regarding Personal (sick leave) entitlements for Part Time employees, which basically gave them access to 10 days personal leave, without consideration of an employees actual part time hours (as had previosuly been the case). On Thursday (13 August) , this ruling was overturned in the high court, meaning that we can return to our traditional way of calculating personal leave. Under the High Cour...t’s approach, employees are entitled to 10 ‘notional days’ leave per year; however the duration of a ‘day’ is determined by identifying 1/10th of an employee’s ordinary hours over a 2 week period (which equates to 1/26th of their total ordinary hours over the course of a year). By way of example: For a full-time employee working 38 hours a week and 76 hours a fortnight, they would accrue on the basis of an entitlement to a 7.6-hour ‘notional day’. Over the course of a year, an employee would accrue 76 hours of leave, or 10 x 7.6-hour notional days. For a part-time employee working 20 hours a week and 40 hours a fortnight, they would accrue on the basis of an entitlement to a 4-hour ‘notional day’, as opposed to 7.6 hours. Over the course of a year, the part-time employee would accrue 40 hours of leave, or 10 x 4-hour notional days. For shift workers working varied patterns of work across fortnights or months, the Court has said employers can determine the value of ‘a day’ by identifying 1/26th of the employee’s ordinary hours over the course of a whole year. This enables the parties to ignore weekly or monthly variations in rosters and assess the total hours of work as a whole. Questions? Call or email: [email protected] or 0418395495

03.01.2022 Keen to get your head around COVID-19 from an employer perspective? Start by watching this, and then give me a call, and we'll work through this together. Thanks to Paul Pratt from Pursuit Advisers for organising this. The Pursuit guys have a series of really helpful Vlogs to assist employers at this challenging time.

03.01.2022 COVID-19 ... REMOTE WORKING / WORKING FROM HOME As we head into times where most of us will be required to work from home at some point (where that's possible), it's now a good time for employers to start working with their employees who don't regularly work from home regarding arrangements, hardware, ergonomics and the like. The below provides some great areas to assist in the preparation. ... As we don't know how long these arrangements will be in place, having all team members complete a home ergonomincs assessment and checklist would also be a good idea - if you'd like a copy, please send me a message and I'll share the version I use with my clients. Sharon Connelly via Instagram

02.01.2022 RETURNING TO OFFICES AND WORKPLACES SAFELY I think we'd all agree it's great that we're taking steps to gradually reopen offices and workplaces and recommence operations in a safe way. In late April the National COVID-19 Safe Workplace Principles were agreed by National Cabinet, these can be found at the link below and employers should use these to ensure they are keeping their employees safe during this period. https://www.safeworkaustralia.gov.au//national-covid-19-sa... Additionally, to allow businesses to plan with confidence and consistence, Safework Australia is the single source of information, and have provided a toolkit for businesses to use, to help them be work ready in a COVID-19 safe environment. Safework Australia has a COVID-19 resource kit to help businesses through this time. The kit includes a range of resources for business to download and display in their workplaces, including checklists, infographics, fact sheets for industry and posters on handwashing, hygiene and physical distancing. You can access the resource kit via the following link: https://www.safeworkaustralia.gov.au//covid-19-resource-kit Need a hand? [email protected] 0418395495 hrsorted.com.au