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Helpful HR and WH&S information for businesses from our ever-changing industry.
144 people. This is the preliminary number of deaths that have occurred nationally resulting from workplace injuries for 2023, thus far (Safe Work Australia). As we move towards the last few weeks of the working year, businesses have the opportunity to reflect upon workplace incidents and to contemplate how these can be reduced in 2024.
Data and statistics from the likes of Seek and Indeed, have found that every January sees an increase in job advertisements posted and a spike in workers looking or thinking about a new job for the New Year. It is the season to be job hunting, therefore as an employer you need to start thinking about your recruitment needs early, to give you a compelling start over other businesses. Remember, there are many candidates out there, but you want to attract the right ones.
In the past, when a shutdown was approaching, a business would close shop and workers would take time off. Workers in a position to take annual leave would do so, and those that found themselves short would usually take unpaid leave. However, rules have changed...
It is your responsibility as an employer to manage and anticipate worker leave, and on occasion to initiate the need for it to be taken. This usually presents as a challenge as we head into the peak season for the majority of businesses. Whilst some workers are prepared and apply for leave early, others forget and are required to work through. This can be quite troubling, often causing burnout, a decrease in product quality and service, and a rift within workplace culture.
Read our latest blog post to learn how you can reduce the likelihood of this via management and preparation.
With less than 6 weeks until Christmas, it is well and truly time for employers to have conversations with workers about intentions around the upcoming holiday period. Planning for this will differ amongst businesses, as some industries experience a peak whilst others see a lull or shutdown. Regardless, it always encompasses an onslaught of HR as rosters, wage adjustments, recruitment, onboarding and all associated communications and paperwork are required.
Do not leave it until you are feeling overwhelmed within the Christmas rush. Get ahead of it.
Call the Assurance HR specialists today on 1800 577 515 and we will find a way to support you through.
Since the pandemic recruitment needs have gone from a dramatic plummet to skyrocketing, creating a massive surge in the recruitment space. This has created a recruitment spike and a worker shortage, with many of us hearing from employers and management alike, ‘where have all the workers gone?’ As the need for workers rises, so does the need to employ them via means that are affordable, flexible, and efficient, and this is where the AHR Team can help you.
Read our latest blog to find out more.
On the 4th of September the government introduced the Closing Loopholes Bill. This bill aims to close loopholes that exist within current pay and working conditions, with a specific focus upon gig workers. It will also increase penalties for non-compliance and breaches of pay and conditions such as, imprisonment for intentionally underpaying workers.
Employer understanding of these changes is vital and we encourage you to remain informed and to act prior to implementation. Within this article we have outlined a few ways in which you can do this.
Workplace accidents and incidents happen! Despite preventative measures they still occur, and following such, workplace investigations are initiated.
There are differing ‘types’ of workplace investigations which influence how employers and workplaces are to respond to accidents. This article aims to educate you on ‘how’ these differ and to emphasise that it is not as simple as ‘one size fits all’.
As an employer in Australia, you have an obligation to eliminate and to minimise psychosocial risks, as is reasonably practicable, in accordance with the Workplace Health and Safety (WHS) Code of Conduct, to keep your workers safe and free of harm. To help businesses uphold this duty and to remain compliant, we have identified 6 Psychosocial Hazards that we often find businesses overlook…
Earlier this year a machine operator from an Australian Company was terminated after ‘supposed’ substantiated grounds of misconduct. The employee was later reinstated after an ‘unfair dismissal claim’ saw an examination of the circumstance, which found that no investigative process or substantiated evidence existed to validate the dismissal.
This situation could have been prevented and the AHR team can ensure that something similar does not happen to you.
As a business owner you are aware of the tribulations that come with managing people and how this MUST be handled sensitively and attentively. Sometimes employees can slip into bad habits, lose passion, and/or allow external influences and other factors to impact working capacities, behaviours and decision making. To help, we have identified what YOU can do to make the Disciplinary Process effective.
A South Australian business was recently fined $44,000 for failing to make ‘Reasonable Adjustments’ upon an employee returning to work post injury, as the court found the employer negligent of appropriately supporting the employee to return in a gradual and positive capacity.
Workers’ compensation management and the return-to-work processes are complex. Even when an injury occurs outside of work, it is an employer’s responsibility to see a positive transition back to the workplace.