Insights
The Fair Work Ombudsman is currently making ‘SURPRISE’ audit visits… are you on the FWO’s watch list?
In recent times, multiple cases have been before Fair Work with rulings impacting business owners; particularly in relation to wage underpayment breaches. The Fair Work Ombudsman (FWO) is also making surprise visits to businesses last week.
Did you know… 1 in 3 women have been sexually harassed at work. Proposed Federal laws will be grounds for dismissal from a workplace.
The current media coverage regarding sexual harassment in Federal parliament and the workplace is bringing the issue to the forefront and with the aim of transforming not only laws but how the issue is managed in the workplace.
The rise of the remote working “bully” – 5 tips all employers need to know
Flexible or hybrid working arrangement or working from home are part of the new normal where employees are working away from the office rather than in it. What is becoming more obvious is the trend of ‘upward bullying’ where managers are being bullied by their subordinates.
4 HR audits to improve business
Law today, changed tomorrow…workplace laws are continuously evolving. Do your employment practices, policies and procedures reflect these changes? You may, in fact have up to date policies in place, but are your managers and employees following them; or are they creating an unknown risk for your business?
2 salesman + commission-only salaries = 1 hefty fine
Are commission only job legal? It’s been a tough learning for an Adelaide based residential property company fined $29,790 in the Federal Circuit Court after it was found to be using misleading job advertisements to hire staff.
4 negative perceptions of the annual Performance Review
The Annual Performance Review... seen by many as the time every year used to either praise or punish staff based on past performance. Performance reviews can be a great staff management instrument, but only if used correctly.
3 reasons for a stand down
A recent court case indicates there might be some confusion as to when you can stand down an employee. If you don’t comply with your obligations in relation to stand down event, you could face large financial penalties.