MMO HR Solutions in Langwarrin, Victoria, Australia | Consultation agency

MMO HR Solutions

Locality: Langwarrin, Victoria, Australia

Address: PO Box 4462 3910 Langwarrin, VIC, Australia

Website: http://www.mmohrsolutions.com.au

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25.01.2022 It's Wednesday Q&A, so if you have an hr question, maybe something around the new Family & Domestic Violence Leave provisions, or anything else, please comment below (or send a DM if you'd prefer to remain anonymous), and we'll answer them!

24.01.2022 This morning I met with Donna from Mums Supporting Families in Need Inc, a fantastic local charity that provides material support to families in need. We talked about managing volunteers (MSFIN is entirely volunteer based), and the amazing work they do. If you have clothes, food, toys or time to spare, please consider donating to MSFIN.

24.01.2022 Hi Everyone, this is just a quick post to remind employers of their obligations to employees in the midst of the COVID19 pandemic. Many employers will be allowing employees to work from home (yay), but they need to keep in mind the fact that they are still responsible for their employees wellbeing during this time. This means that they need to ensure the space they are working in is suitable, safe and has all necessary first aid supplies. Workcover claims can arise from injuries sustained at home whilst the employee is working, or even in their kitchen on a usual coffee break. This is a great time to review your working from home policy, or develop one. For further info on what it means to have your employees work from home, please contact MMO HR Solutions.

21.01.2022 Hello! It's Wednesday, so if you have any hr/workplace relation questions please send them through (dm or comment below), and we'll answer them as part of our Wednesday Q&A.

21.01.2022 Hi, There's been a recent Fair Work update regarding flexible work arrangements. Full details can be found at the link below, but in summary: If an employee makes a request for flexible working arrangements, you must meet with them to discuss their request and try to reach an agreement. If their request is not possible/suitable you need to respond in writing. You cannot simply decline their request without discussing the issue and alternatives. This change came into affe...ct for Modern Awards as at 1 December, 2018. If you have any queries as to how the change affects you or how to manage flexible work requests, please contact us - we'd love to help. https://www.fwc.gov.au//decisionssi/html/2018fwcfb6863.htm

19.01.2022 Hi! It's Wednesday, so please feel free to comment below with any HR/workplace relations questions you may have (or PM if you'd like to remain anonymous). A question that was received recently relates to personal/carer's leave, and what an employer feels is 'too much'. Q. One of our employees is taking too much personal leave to care for her child. It's affecting rosters and the workloads of others. Is there anything we can do? Can we issue a warning?... A. An employee is entitled to take as much personal/carers leave as required if this leave has been previously accumulated and appropriate evidence of illness/injury/emergency is provided. Once their accumulated entitlement has been used up, employees are entitled to a further 2 days unpaid carer's leave per instance of illness/injury/emergency of themselves or an immediate family/household member. So the answer is, if the employee is using personal/carers leave she has previously accrued to look after a sick child, there is nothing that can be done. If she has used up any accrued leave, she is entitled to an additional 2 days per instance of illness/injury, and again there is nothing that can be done if the leave is for 2 days or less per instance. If the leave is exceeding 2 days per instance and totals 3 or more months in a 12 montth period, warnings/dismissal then become an option (appropriate management/dismissal processes need to be followed). If the leave is being taken for reasons other than caring for a sick child or emergency, it falls into a 'grey area'. The Fair Work Commission has previously ruled that an unexpected loss of childcare options did equate to an 'emergency'. However this related to a 'one-off' incident. If the employee is regularly taking time off work because of a lack of childcare I would seek legal advice.

19.01.2022 The 3% increase to Australian minimum wages applies from the first full pay period starting on of after 1st July 2019 (today), and affects all employees on minimum wages or modern awards. There have also been changes to a range of penalty rates and conditions. To ensure that you're paying your employees correctly, check the Fair Work free pay calculator tool - https://calculate.fairwork.gov.au/FindYourAward It's a good idea to check your employee wages with this tool regularly, as the Fair Work Commission reviews awards throughout the year and can make adjustments to individual awards relevant to you at times other than their general annual wage review.

16.01.2022 Hi, there have been a lot of recent updates to modern awards, covering areas such as dispute resolution, termination, flexibility arrangements, penalty rates and some role classifications. These changes apply from the first full pay period on/after 1 November 2018. To ensure that you are complying with the awards relevant to your business you can review and download an updated copy of the award at: ... https://www.fairwork.gov.au/awards-and-agr//list-of-awards See more

15.01.2022 Today is R U OK? Day, a national day dedicated to mental health and reminding everyone that it's ok to ask "R U OK?" R U OK and Yellow have partnered to help small business owners safeguard their own, and their employees, mental wellbeing and have prepared a Mental Health Handbook for Small Business. You can download a copy here -https://www.yellow.com.au//Mental-health-handbook-for-smal

14.01.2022 Hi! It's Wednesday, so please forward any general hr/workplace relations questions you have and they'll be answered as part of Wednesday Q&A. Sue has just started a small business and is considering employing her first employee. She asked yesterday, how does she work out the relevant award for her business. The easiest way is to the Fair Work Ombudsman site. You just answer a few simple questions, and you'll be advised of the award that covers your role/business. You can find the site here: https://www.fairwork.gov.au/awards-and-agr//find-my-award/ Happy Wednesday!

14.01.2022 Family and Domestic Violence Leave Back in July we advised that Family and Domestic Violence leave was being introduced to all Modern Awards. These additions are now part of the National Employment Standards, and as such are available to all employees covered by the Fair Work System, not just those covered by Modern Awards. From today, employees will be entitled to 5 days of unpaid family and domestic violence leave.... This leave can be taken to: Attend court hearings Access police and social services Make arrangements for the safety of themselves and/or family members. Further information can be obtained at fairwork.gov.au or by contacting MMO HR Solutions.

09.01.2022 Changes have been made to a number of Modern Awards affecting casual conversion (converting from casual to full-time/part-time), rostering (arrangements and changes), and minimum engagement periods (minimum shift length). These changes come into affect from the first full pay period on/after 1 October 2018. You can check to see if changes relate to your Award here: https://www.fwc.gov.au//am2014196-197-schedule-determinati

09.01.2022 Happy Halloween! It's Wednesday Q&A so please send through any hr/workplace relations questions you may have (comment below of dm), and we'll answer them for you!

08.01.2022 A number of changes have been made to Awards as a result of COVID-19, including 2 week unpaid 'pandemic leave' for those needing to self-isolate and the ability to take double annual leave at half pay. Please check your relevant award for further details, as not all Awards have been changed, or contact MMO HR Solutions.

07.01.2022 Hi, it's November already! Where has the year gone? Today, like all Wednesdays, we answer any general hr or workplace relations questions you may have. Either comment below, or send them via dm if you'd prefer to remain anonymous. We've received a question regarding 'casual' workers, following the recent High Court case which saw an employee, previously paid as a casual, deemed to be a permanent staff member and therefore entitled to annual leave etc. despite being paid a c...asual loading intended to cover the lack of annual/sick leave. Rob wants to know - what makes a 'casual a casual'? Basically, a casual employee is an employee whose hours are unpredictable, uncertain and irregular. So the casual sales assistant that works 4hrs every Thursday and Friday night, has done so for the last 12mths and expects this to continue for the foreseeable future - not casual. The casual swimming instructor that works 6hrs every Saturday during school terms and expects to for the foreseeable future - not casual. A typical casual worker could be a waitress that works 2-4 shifts per week, with a mixture of day/evening and weekday/weekend work, on a roster that changes every fortnight and depends on function bookings. The number of shifts vary week to week, the days/hours vary and work is not guaranteed past the current roster. If you have any concerns about the classifications of your own staff, you can contact us directly for advice tailored to your business.

06.01.2022 Hi, it's another Wednesday Q&A, so send through any hr/workplace relations questions you may have either via PM or comment below and have them answered! An issue I came across this week in a fb group relates to sick employees and whether or not an employer is able to send them home. Comments differed with some claiming they were told it is 'illegal' to do so. However it's not illegal. An employer has a legal duty to ensure the health and safety of their employees under Work...place Health and Safety legislation. So if you as an employer reasonably feel that an employee is risking the health and safety of colleagues by being at work whilst sick you are well within your rights (if not obliged), to send them home and ask them to stay home until they are better or they can at least provide a medical certificate stating that they are fit to attend work. It's a good idea to have such situations clearly covered under your OH&S policies so that employees understand their obligations when it comes to illness and attendance at work, before they become unwell.

05.01.2022 Hi, welcome to another Wednesday Q&A! If you have an hr/workplace relations question please ask it in the comments or DM to remain anonymous. A question came through earlier this week regarding recruitment for small businesses and where to advertise. My response was to use several 'channels' rather than relying on one only. Across the board, social media is a great one - and it's free. Also, let everyone know you're recruiting - up to 1/3 of all positions are filled witho...ut advertising due to "who you know'. When looking to formally advertise, an online employment site (such as Seek, Indeed, Jora), is a must and depending upon your budget I would also consider an ad in a local paper - you'd be surprised by the candidates you can find through the local paper. For higher level/professional roles you should also consider LinkedIn.

02.01.2022 Hello, welcome to Wednesday Q & A! If you have any questions relating to hr or workplace relations please post them below (or DM if you'd prefer to remain anonymous), and we'll answer them today.

02.01.2022 Hi! It's Wednesday Q&A, so send through any hr/workplace relation questions you might have (pm or comment below), and we'll answer them for you! A recent question we received regards 'Glassdoor', something many small business may not be aware of. Q. What is Glassdoor? Is it just a big business/corporate thing?... A. Glassdoor is a site that allows employees to *anonymously* review their employer. It's essentially a 'trip advisor' for employers - small or large. So it's not just a big business/corporate thing, small businesses can be reviewed. Comments are made and ratings given, that are then averaged to give the employer an overall rating. The idea is to let prospective employees know what its like to work for a particular employer - the good and the bad. The site is still relatively new, but there are thousands of reviews there and business owners should keep an eye on the site to monitor for any reviews on their business. Employers reviewed do have the chance to respond to reviews, and some do this much better than others. If anyone here has been previously reviewed on Glassdoor, or would like to know how to respond to a new review, let us know below.