Human Resources & Industrial Relations

The Chamber recognises that as a business owner, there are many aspects of running a business that are crucial to your success. Some aspects are more fun than others. It is when you start to grow your business that HR & IR processes come in to play, significantly. It is not an area that many businesses spend too much time on, lets face it, it’s not that exciting. But it can have a major impact on your business if you don’t do it right. Having a few key processes and procedures in place will resolve the majority of issues that arise.

Our HR & IR partner Processworx have developed a suite of procedures that can be easily adapted to your particular business. It is very easy to get swept away with the excitement of growing your business, but if you don't know your rate of pay, or how to hire & fire people in the right manner, then you could potentially lose all that you have worked hard for.
Danielle ’s Blog will share little gems that will help you make informed decisions about what you need in your business to grow. The latest compliance legislation and all that really important stuff, that  is not at the top of your list, but really should be, is what Processworx specialise in.
 
Feel free to contact the team at Processworx, or the Chamber to help you improve this area of your business.

HR & IR Blog

Casualisation of the Workforce
Friday, 11 August 17

It is most people’s dream to finish their learning and move on to bigger and better things in the workplace. This could include finding full-time work that will allow them to buy a house or car, go on holiday, or even just keep up with the latest fashions. However, in recent times, this dream has become harder to achieve due to the casualisation of the workforce.

Casualisation refers to the fact that the recent majority of new jobs created in Australia were either...

Injuries Outside of Work
Friday, 21 July 17

Many small business owners are aware of their responsibilities with workers compensation, however what happens when the injury occurs outside of the workplace? Here are some things to keep in mind if an employee injures themselves but still wants to work.

  • As an employer, you must take reasonable measures to ensure that the injury will not be exacerbated by any tasks the person will be completing.
  •  Gain as much information as you can about the injury...
HR Manager’s To-Do List
Friday, 16 June 17

Can you believe we are already halfway through 2017? Neither can we! Now that you are well and truly back in the swing of things, it is a great time to look at five vital aspects of HR and ensure that your business is compliant.

Here are the top five things that should be on an HR manager’s to-do list:

  1. Review Annual Leave: take a look at your annual leave policies and how employees are taking their annual leave. Employers have the right...
Overtime
Wednesday, 10 May 17

In the world of small business, overtime can often be necessary to ensure your business continues to run to the best of its ability. However, what happens when an employee refuses to work additional hours? Here are some things to keep in mind when dealing with overtime.

  • The National Employment Standards (NES) entitle an employee not to work more than 38 hours per week if employed full time. If the employee is not a full time staff member, they are entitled to...
Workplace Inductions
Tuesday, 14 March 17

One of the easiest ways to ensure a safe workplace is through a workplace induction. An induction takes a new employee or contractor through all the most important elements of your workplace. Here are five essential things all new employees should know:

  1. Building/site tour and introduction to colleagues. It is important that your new employee knows where to find everything in their new workplace, and who to ask for help.
  2. All emergency...
Drugs in the Workplace
Wednesday, 18 January 17

Employees who come to work drunk or on drugs, risk the safety of not only themselves, but also their co-workers. Here are 5 important factors when considering drugs and alcohol in the workplace:

  1. Ensure that there is a clause in the employment contract about drugs and alcohol.
  2. Have a clear and concise drug and alcohol policy. Ensure that all employees have read and understood the policy and you have an acknowledgement of this occurring....