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On Demand HR

Phone: +61 434 728 943

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24.01.2022 Welcome to On Demand HR! Over the past 10 years we have worked with over 400 businesses across a wide of variety of industries including clubs, local councils, universities, transport and logistics, retail, building and construction, professional services and not-for-profit organisations. We have assisted these businesses with their day to day HR function including award coverage & rates, employment contract reviews, policy & procedure manuals as well as assisting with termin...ation & disputes, performance appraisals, training & development, entitlements and guidance on all legislative requirements under the National Employment Standards, Modern Awards, and the Fair Work Act 2010. Additionally the past decade has lead On Demand HR to run in excess of 120 matters before the Fair Work Commission as well as conducting more than 90 internal workplace complaint investigations covering all manner of workplace grievances including bullying, discrimination and sexual harassment with our investigation methodology being ruled as fair, equitable & thorough by the Fair Work Commission. It is really this practical experience in the Fair Work Commission which allows On Demand HR to set itself apart and achieve the outcomes which are most beneficial to the businesses we represent. We consistently see consultants in the marketplace giving advice based on sound academic and theoretical knowledge but without the practical experience in the Commission to give the correct advice that balances risk & requirements in both the businesses compliance and operational obligations.

23.01.2022 Are your disciplinary policies interfering with your ability to effective performance manage you employees? To view the full episode please visit https://www.ondemandhr.com.au/3-written-warnings-an-urban-/

23.01.2022 We are currently seeking a Sales Representative for our Client - Auswood International. If you know someone that would be suitable for this role, please see the attached post. If you need help with recruitment for your business, get in touch with us now to discuss our competitive hourly rate recruitment fees!

22.01.2022 To protect your company from unfair dismissal proceedings, Indrele Workplace Consulting recommend you undertake termination risk analysis when deciding on termination of an employee. Aspects to be considered include whether you have any internal policies and procedures limiting your right to terminate, such as progressive discipline or internal dispute resolution policies, whether there is a legitimate reason for the termination under the Fair Work Act 2009, whether there is ...sufficient documentation to substantiate reasons for termination, and whether the employee has been given the right to respond and have a support person present at meetings. To read about the outcomes of Unfair Dismissal Proceedings, please follow the below link. For further information on termination risk assessments, unfair dismissal proceedings, or other employment related issues, please contact Principal Consultant, Clint Indrele on 0434 728 943. https://www.linkedin.com//unfair-dismissal-consideration/

22.01.2022 Our Client - BATHE is currently seeking a Marketing Coordinator to join their team. Do you need help recruiting for your business? Contact us now to learn about our competitive hourly-rate recruitment services.

22.01.2022 Is the traditional recruitment model is broken and not delivering true value to business? Are the excessive fees of 10%+ of On Target Earnings worth it in today's recruitment market? To see the full episode, please visit https://www.ondemandhr.com.au/recruitment-is-broken-how-to/

22.01.2022 Hello All, Following the media release from Gladys Berejiklian today to undertake a comprehensive shutdown of non-essential services in New South Wales within the next 48 hours in response to the coronavirus, the vast majority of employers are presented with an immediate and critical employment dilemma. We also expect other states will implement similar measures which will need to be considered. On Demand HR will be facilitating an urgent webinar for clients, profess...ional associates, and their guests, to discuss critical strategies which will need to be implemented by employers immediately to respond to this crisis. During this webinar, we will cover five key strategies including: Stand Provisions of Fair Work Act Working from Home Leave & Working Hours Reduction Unpaid Leave Agreements Redundancies & Restructuring We have three sessions running as follows: Tuesday 24 March @ 11:00am Tuesday 24 March @ 6:00pm Wednesday 25 March @ 6:00pm A link to the webinar is attached to this message. Please feel free to forward this important email to your clients, business colleagues and others. All are welcome to register. https://ondemandhr.easywebinar.live/registration

21.01.2022 Given the current employment market, the way businesses are recruiting talent is broken regardless if they are revruiting in house or using the traditional recruitment agent model. Find out why and to view the full presentation, visit https://www.ondemandhr.com.au/recruitment-is-broken-how-to/

21.01.2022 Thank you to all those who attended our first Client Information Session. We appreciate that it can be difficult to find time in your busy day to attend our session. We appreciate your ongoing support and loyalty, and enjoyed the opportunity to catch up with you all! To register your interest in future information sessions on current workplace relations issues, please email [email protected]. Alternatively, you may comment below or inbox the page.

20.01.2022 Join us live at 11:30 am for HR Fridays where Clint breaks down the policies and procedures you should be including in your manuals but also what you should be including to avoid creating additional obligations on your business.

18.01.2022 Our Melbourne Consultant - Adam Grinberg has taken the time to put together a small case study, capturing the dangers of businesses that attempt to recruit and employ staff without understanding the basics of Employment Law. For help recruiting for your business, or for ongoing Workplace Relations help and advice on topics such as Modern Awards, Policies, Procedures, Employment Contracts, and Rates of Pay contact Indrele Workplace Consulting (soon to be re-branded "On Demand HR"), by email to [email protected]

17.01.2022 Eliminate overtime provisions for part-time employees. As part of a recent session on "alternative" IR refroms we shared a few changes that we would like to see implemented. To see all of our #reform ideas please visit https://www.ondemandhr.com.au/alternative-ir-reforms-for-2/ Alsp, please not this is our opinion only and is not representative of the proposed reforms currently before parliament. #ir #irreform #legislation #hr #industrialrelations #omnibus

17.01.2022 The Fair Work Ombudsman has announced they will audit 250 businesses across Sydney and Melbourne in attempt to protect vulnerable workers from exploitation. The FWO stated they will visit 50 businesses in Melbournes CBD and 200 businesses in south west Sydney, targeting the retail, manufacturing and construction industries. Now is a great time to ensure your business is on top of its compliance obligations to avoid penalties. If you need help doing this, please do not hesitate to give Clint a call on 0434 728 943.

17.01.2022 If you havent already, please sign up to our Recruitment page for updates on job openings! https://www.facebook.com/IWCjobs/

17.01.2022 Small business provisions in every Modern Award. As part of a recent session on "alternative" IR refroms we shared a few changes that we would like to see implemented. To see all of our #reform ideas please visit https://www.ondemandhr.com.au/alternative-ir-reforms-for-2/ Alsp, please not this is our opinion only and is not representative of the proposed reforms currently before parliament. #ir #irreform #legislation #hr #industrialrelations #omnibus

17.01.2022 Join us LIVE in Episode 2 of HR Fridays where Clint will be joined by Matthew Counsel from Altius Group to unpack Work Health & Safety considerations and strategies employers need to consider both during Covid-19 and otherwise. In particular, we look at how to conduct a health and safety GAP analysis, to identify compliance risk and to keep your employees safe - See you all on Friday @ 11:30am!

16.01.2022 Join us @ 10:00am this Friday for our first HR Fridays of 2021 where we will be discussing how to manage masks and vaccines in the workplace. Can we direct employees to wear masks and get vaccinated? Is so, should we? What litigation risks do businesses need to consider?

16.01.2022 Hosting an End of Financial Year Party for your employees? Here are some tips you can apply to hopefully have a litigation free event! 1. Remind your employees that your policies and procedures are still in play in relation to harassment, drugs and alcohol, and bullying. 2. Provide notice to your employees of how you expect them to behave. 3. If the employer is providing alcohol, we recommend taking protective measures such as limiting alcohol, ensuring there is plenty of foo...d and non alcoholic drinks available. 4. Be aware of how your employees are getting to and from the venue. Is there public transport nearby? Are there taxis available? See more

16.01.2022 Recent unemployment rates are currently sitting steady at 5.6%, the lowest it has been since 2012, according to the ABS press release this August. This means that not only are there less people actively seeking work, there are also greater job vacancies for those that are currently seeking work. The chart below demonstrates the general trend of job vacancies since 2010. In the May-August period of this year, there was an increase of vacancies in the private sector by 3.9% and... an increase in the public sector of 3.8% (see the chart below for a visual diagram of the trend availability since 2010; ABS, August 2017). Additionally, in February 2017, the ABS conducted a survey on labour mobility and reported that of the 2.2 million employees surveyed, 42.4% of employees had only been with their employer for less than 12 months. Of the 57.6% that had stayed with their employer for more than 12 months, 14% of these stayed because they were promoted and/or transferred (ABS, September 2017). In the world of social media and low employment rates, even your most stable and loyal employees can be a flight risk. Recruiters have a restricted talent pool, the traditional job boards (i.e. Seek, Indeed) are not producing the volume and quality of candidates they did in times of higher unemployment, and this has forced recruiters to search for new avenues of finding suitable applicants. Headhunting is now commonplace in the recruitment space, intriguing inactive candidates through both active and inactive profiles on LinkedIn, Facebook, Seek Talent Search, and through enticing referral programs. In light of this information, it becomes clear that businesses must begin taking a more proactive and strategic approach to employee retention. For this reason, Indrele Workplace Consulting recommend that our clients review all key roles in their business, be aware of the market considerations in key occupations, and potentially seek professional advice on benchmarking their current salary rates against data available including industry and occupational trends. For more information on conducting salary reviews, identifying risk, and market benchmarking, please contact Principal Consultant - Clint Indrele on 0434 728 943.

16.01.2022 Join us live at 11:30pm for HR Fridays where Clint gives an overview of the types of monetary and non-monetary claims you may receive from unions in an enterprise agreement negotiation, and how to make good business decisions on these matters.

15.01.2022 SUSPENSION: An underutilised measure! Suspension of employment occurs when the employer sends the employee home from work, and asks them to refrain from engaging in any work activities. Generally suspension is used for disciplinary purposes. Often employers are hesitant to suspend an employee, even though the circumstances may warrant it, as a suspended employee, in most cases, must be paid normal pay during the period of suspension. Suspension is an exclusion from work duti...es and attendance at work only; it does not mean the employment has ceased, nor does it trigger payment of any of the employment-related entitlements. Suspension can be necessary in cases of alleged serious misconduct, such as violence, theft or fraud, for the purposes of conducting an investigation into the allegations, and to make a decision regarding the employees ongoing employment with the company. Removal of the accused employee from the workplace can prevent them from adversely impacting the investigative process, and can act as a preventative measure, by reducing the chance of further misconduct while the investigation takes place. When putting an employee on a period of suspension, you must ensure you resolve the issue in a reasonable timeframe, and provide the employee with a reason for their suspension. Once you have investigated an allegation of misconduct, you advise the employee of the result of the investigation as soon as possible. Even if an investigation proves the employee has engaged in behaviour that may meet the definition of serious misconduct, you are still required to provide the employee with a fair dismissal, ensuring you apply the obligations set out in Section 387 of the Fair Work Act 2009 (Cth). In particular, you must ensure you give the employee a chance to respond to the allegations, before making any final decisions regarding termination. For guidance on conducting a proper period of suspension, or a procedurally fair investigation and termination, contact Clint Indrele from Indrele Workplace Consulting on 0434 728 943.

15.01.2022 To register, please visit https://meeting.zoho.com.au/meeting/register As Australia continues to recover from the Covid recession, many businesses are looking to grow their workforces. Given the abundance of media headlines touting record unemployment levels, businesses can be forgiven for assuming that it is an employers market with a surplus of top talent looking for work. The reality on the ground however is vastly different, with unprecedented levels of competition for p...eople, record high job vacancies, and traditional methods of recruitment failing to deliver the top talent that businesses are looking for. On Demand HR would like to invite you to our upcoming webinar covering this and more at 11am on Friday 14 May 2021. The session will cover: An update on the current employment market and the latest statistical data; Some of the challenges faced by businesses recruiting internally, and why this is no longer effective in the current recruitment market; Traditional recruitment agents? Are you paying excessive placement fees for lacklustre results? Detailed step by step process for carrying out effective recruitment campaigns that deliver results. This is sure to be a lively and controversial session, however we feel that we owe it to our community to share proven methods and strategies that deliver cost effective results in securing top talent for our clients.

14.01.2022 Thank you CPA Non for Profit Group CBD for a fabulous time! Clint had a blast speaking termination and unfair dismissals to such an awesome group.

11.01.2022 General Protections Reforms. As part of a recent session on "alternative" IR refroms we shared a few changes that we would like to see implemented. To see all of our #reform ideas please visit https://www.ondemandhr.com.au/alternative-ir-reforms-for-2/ Alsp, please not this is our opinion only and is not representative of the proposed reforms currently before parliament. #ir #irreform #legislation #hr #industrialrelations #omnibus

10.01.2022 Is your business about to enter into an EBA negotation? Discover some of the non monetary union claims you might encounter and how to handle them. To learn more visit https://www.ondemandhr.com.au/negotiating-effective-ebas/

09.01.2022 In E1 of HR Fridays Clint will be unpacking some of your obligations when conducting a termination process including if there is a requirement to give 3 written warnings prior to termination or any at all? As always with these live sessions, bring along any of your HR / Workplace Relations questions or challenges and Clint will be happy to address them live for you - See you all on Friday @ 11:30am!

09.01.2022 We bring you a quick and important update for businesses who engage workers on Student Visa’s. The Department of Home Affairs and Australian Border Force have announced temporary measures have been introduced as part of the Governments efforts to support industries which have been particularly impacted by Covid-19. In short, under the temporary arrangements, Student Visa employees may now work for more than 40 hours per fortnight, even during study periods, but only if they fall into certain industry categories. For employers, this temporary arrangement may provide some additional flexibility to meet with operational requirements, and should you require any advice on how to take advantage of these temporary measures for your business, please viisit www.ondemandhr.com.au

09.01.2022 Our Client - Cash Stop - is currently seeking a Financial Retail Sales Associate for their stores located in Hurstville and Merrylands. If you have any customer service experience, or are interested in the opportunity, visit the below links: Hustville: https://www.seek.com.au/job/39141153... Merrylands: https://www.seek.com.au/job/39119595 If you need help recruiting, get in touch with us at [email protected]

09.01.2022 Scrap annualised salary provisions from Modern Awards. As part of a recent session on "alternative" IR refroms we shared a few changes that we would like to see implemented. To see all of our #reform ideas please visit https://www.ondemandhr.com.au/alternative-ir-reforms-for-2/ Alsp, please not this is our opinion only and is not representative of the proposed reforms currently before parliament. #ir #irreform #legislation #hr #industrialrelations #omnibus

08.01.2022 Join us LIVE in Episode 3 of HR Fridays where Clint Indrele will be sharing the implications and considerations for those businesses who participated in JobKeeper 1.0 but will not be eligible for JobKeeper 2.0 coming into effect after 27 September - See you all on Friday @ 11:30am!

06.01.2022 Do you have an employee whose performance is suffering due to a second job? With an increase of app companies such as Uber and Uber Eats, there are an increasingly amount of people obtaining a second job. If this is happening in your workplace, you should consider if this is a breach of their employment terms and conditions, for example, does their contract restrict the holding of a second job? Alternatively, you might also consider what aspects of the employees performance have deteriorated since taking on the second job. If you have any concerns regarding these matters, please contact Indrele Workplace Consulting for assistant by calling Clint on 0434 728 943 or by email to [email protected]

06.01.2022 Have an upcoming EBA negotiation? Discover some of the more common monetary claims being presented by unions and some tips and considerations for your business in responding to these claims. To view the full series covering responding to unions log of claims please visit https://www.ondemandhr.com.au/negotiating-effective-ebas/

05.01.2022 We are currently seeking an Assistant Store Manager for our Client - Montagio. If you know someone that would be suitable for this role, please see the attached post. If you need help with recruitment for your business, get in touch with us now to discuss our competitive hourly rate recruitment fees!

05.01.2022 Should out-of-hours binging attract termination? The Applicant Ms Avril Chapman brought forward an unfair dismissal claim against her employer Tassal Group Limited, after she was terminated for misconduct on 1 May 2017. Ms Chapman was dismissed due to take personal leave because of overindulgence in alcohol, rendering her unfit for work. On 25 April 2017, Miss Chapman notified her employer that she would be unfit for work via the following voicemail: ... Hi Michelle, its Avril one of your most loved pains in the arse. Um its ANZAC day, my birthday, and I admit I have over indulged so Im taking into account one of the golden rules be fit for work and Im not going to be fit for work so I wont be there. But um love ya, catch ya on the flip side. The Applicant suggested to the FWC that there was no valid reason for termination of employment because the conduct was out of work conduct. Additionally, she suggested that she had not been previously warned for a similar event and Tassal did not properly follow disciplinary procedures as set out in the companys policies, specifically they neglected to consider alternative, less severe sanctions. Finally, the Applicant suggested she was not given a proper opportunity to respond to Tassals allegations regarding her previous warning and the issue of attending the workplace while stood down. Tassal responded to the application for unfair dismissal by stating that there was a valid reason for termination, she did have reasonable opportunity to respond, and that termination was not disproportionate to the conduct. Tassal submitted to the FWC that the Applicant neglected to show any contrition, and that the employer had lost trust and confidence in the Applicants ability to meet the employers reasonable expectations as to her conduct in the future. The Fair Work Commission (FWC) found that while the termination was valid, it was harsh, because the employee not received a warning in relation to her behaviour, as the previous warning regarding breach of Code of Conduct, was based on grounds much different to this. Based on this conclusion, Ms Chapman was awarded with $8,229.00. This case is a reminder to all clients that even if you feel you have a great reason for termination, you still need to consider whether or not the proposed action is harsh, and you still need to follow the procedural requirements set out in Section 387 of the Fair Work Act. If you have any further questions about hours of hours conduct, and expectations in your business, please contact us.

05.01.2022 Best wishes too Our amazing Steph & fianc Tim on their wedding today!

05.01.2022 Join us @ 10:00am this Friday for our first HR Fridays of 2020 where we will be discussing how to manage masks and vaccines in the workplace. Can we direct employees to wear masks and get vaccinated? Is so, should we? What litigation risks do businesses need to consider?

05.01.2022 As Australia continues to recover from the Covid recession, many businesses are looking to grow their workforces. Given the abundance of media headlines touting record unemployment levels, businesses can be forgiven for assuming that it is an employers market with a surplus of top talent looking for work. The reality on the ground however is vastly different, with unprecedented levels of competition for people, record high job vacancies, and traditional methods of recruitment failing to deliver the top talent that businesses are looking for. To view the full presentation, please visit https://www.ondemandhr.com.au/recruitment-is-broken-how-to/

02.01.2022 How many written warnings do you need to give before considering terrmination? To see the full episode visit https://www.ondemandhr.com.au/3-written-warnings-an-urban-/

02.01.2022 Discover a hybrid recruitment model based around internal campigns managed externally. This is really sending waves through the recruitment market & delivering exceptional results and value to businesses of all sizes when compared to internal or traditional recruitment agents. To see the full presentation, please visit https://www.ondemandhr.com.au/recruitment-is-broken-how-to/

01.01.2022 As an employer, you could be held legally responsible for one of your employees discriminating or harassing another employee. Employers have a legal responsibility to provide a safe workplace. This can be avoided (or reduced) by demonstrating they have taken reasonable steps to prevent this behaviour. This includes implementing policies and procedures, providing training and education and establishing grievance and complaint procedures.

01.01.2022 Join us LIVE tomorrow at 11:30 for Episode 9 of HR Friday's where Clint reveals our template for planning and successfully negotiating effective enterprise bargaining agreements (EBA’s).

01.01.2022 RECORD KEEPING! There are specific records that must be kept in relation to the employment of individuals under Workplace laws. Some examples include general information about the employee and the employer, pay records, hours of work records, leave records, superannuation records, termination records, and records regarding the transfer of a business. In particular, there are specific obligations around what records must be provided to employees during the course of their em...ployment, such as the employment agreement, pay slips, letters regarding any changes to the employment relationship and notice of termination. Employee records must be kept for 7 years, and be in a form that is readily accessible to a Fair Work Inspector, is legible in plain English, and is true and accurate. They are to be kept in a private and confidential place, where no one, other than the employee, employer and relevant payroll staff, may access them. The move to paperless operations has brought some ease to the administrative task of record keeping. However, it has also brought the need for increased vigilance in regard to protecting the privacy of employee records, and the need to ensure such records are properly structured, sent and received. For example, an employer issuing electronic pay slips via email or into an electronic personal account, must ensure that the pay slip is issues in an easily printable format, are stored and issued confidentially and securely, and ensure that the employee can issue their pay slip in private. The Fair Work Act 2009 (Cth) provides Fair Work Inspectors with the power to issue infringement notices to employers with on-the-spot fines of up to $1,260 per contravention for individuals, and $6,300 per contravention for a corporation. Further to this, courts may impose further penalties for minor contraventions of record-keeping obligations, of up to $12,600 per contravention for an individual, and $63,000 per contravention for a corporation. However, in cases of serious contraventions where the breach occurred knowingly and as part of a systematic pattern of conduct, a court may issue a penalty of up to $126,000 per contravention for individuals, and up to $630,000 for a corporation. With the threat of such heavy fines, there is no time like to present to reflect on your record-keeping practices and ensure you are meeting legal requirements. For assistance with record-keeping, contact Clint Indrele Principal Consultant of Indrele Workplace Consulting on 0434 728 943.