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Over the past couple of months we have seen a number of SMEs who have tried to do the right thing to attract and retain the best staff by paying rates of pay above the relevant Modern Award.  In return these SMEs have been asking for greater flexibility in terms of the times and hours employees work.

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Posted by on in Human Outsource Blog

It has always been a tough question - Can I request an employee attend a company doctor for clearance if the employee supplies their own medical certificate clearing them?

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Might sound weird, but this is a question you may need to ask, especially in relation to superannuation.

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Workers compensation can be confusing. Just one poorly managed injured worker may cost the business dearly with claims ongoing for up to 2 years. But, it doesn't end there! An employee can then lodge what's known as a common law claim, and seek further damages which could lead to your business being thousands of dollars out of pocket.

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One of the most frequent questions our business receives is how to run a disciplinary session the right way. Many businesses miss some important steps during the meeting process, which can unknowingly place them at risk to a successful claim by the impacted staff member. This article will spell out the 4 key steps that should be followed when convening a disciplinary discussion.

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Many business owners/managers have a perception that it is almost impossible to terminate an employee that is failing to perform to a desired standard these days. But really, it is not that difficult if you just follow some simple steps.

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Posted by on in Human Outsource Blog

Finding talent in this technologically advanced society has gone beyond placing an advertisement on Seek. Social media cannot be ignored as an avenue for connecting with prospective employees. Employers should consider all options available to them and plan a recruitment campaign that will attract the right talent for their organisation. Here are some simple tips to help:

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Our previous blog spoke about attracting talent in the world of social media. While social media can assist us in our search for employees it also makes our workforce more open to being targeted by your competitors. So we must also consider how to retain our staff.

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Now that 2014 has arrived, the industrial relations landscape has become just that bit more complex. Significantly, 2014 has heralded amendments to the Fair Work Act. One such amendment relates to Workplace Bullying. Bullying is now a workplace issue that comes under the scope of the Fair Work Commission. Of importance is the ability of the Fair Work Commission to issue orders against employers if it feels that there is substance to any bullying allegation brought by an employee. While the Coalition Government has placed a small 'speed bump' in the way of employees wishing to lodge a claim of bullying with the Fair Work Commission, employees focused on making a complaint will have no problem negotiating the preliminary administrative actions that shall take place prior to a claim being lodged. It is also unlikely that these legislative amendments will be repelled or changed any time soon.

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Posted by on in Human Outsource Blog

When the previous government introduced the Fair Work Act in 2009, there was a section of the act called general protections provisions. Within this section employees were given additional workplace rights never seen before.

Effectively employees were given an avenue to challenge their employer if they felt the employer had treated them differently because they had exercised a ‘workplace right’. So what does this mean?

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Setting Wages for Award-Based Employees

Over the past couple of months we have seen a number of SMEs who have tried to do the right thing to attract and retain the best staff by paying rates...

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