Recruitment

Many aspects of employee conduct and performance are covered by workplace policies and procedures such as the Code of Conduct, Performance and Misconduct Policy, Attendance and Absenteeism Policy etc. Prepare policies that cover the various issues in your business, back them up with procedures (which are steps for implementing the policies in a practical way) […]

The National Employment Standards sets out a scale of redundancy payments based on an eligible employee’s years of continuous service with the employer and the employee’s age. However this pay scale does not apply if, immediately before the time of the termination due to redundancy, or at the time when the person was given notice

Employers should note the following issues when a termination of employment occurs:  The termination must be lawful, eg not in breach of contract, equal opportunity, discrimination or other legislation, and in compliance with any award or agreement that covers the employee and there must be a valid reason for the termination. The date and reasons

A useful way to think of performance management is to think of it in terms of both employee conduct and employee performance. Employee conduct refers to the enforcement of the employer’s rights in matters such as breaches of company policies and procedures; dishonesty, and criminal and other breaches of the law which harm the employer.

Many employers refer to their policies and procedures in their employment contracts. However, to reduce the risk of a breach of contract claim, they should avoid making them terms of the contract. For this reason the HR Advance Contract of Employment expressly excludes the incorporation of policies.  Very small businesses may regard putting a bunch

Clients should have policies that cover the various issues relating to pay and conditions in your business and back them up with procedures (which are steps for implementing the policies in a practical way). You should also ensure they are widely publicised, explained to employees, and that employees clearly understand them. Common areas relating to

An employer’s key obligation in relation to employees’ pay and employment conditions is to comply with all the relevant legal requirements. You should study the documents that affect these areas — legislation, awards and agreements, individual employment contracts and organisation policies/procedures — and set up a compliance system that ensures you are able to continue

“Conditions” refers to conditions of employment and employees’ entitlements. The broad areas covered include the following: hours of work — covers full-time employment, part-time employment, casual employment, ordinary working hours, overtime, “non-standard” hours (such as weekend or evening work or working on public holidays), shift work, fixed-term/fixed-project contracts, flexible working hours, rostered days off, meal