Tag: Employment Law And Social Media (Page 2 of 2)

Best Employment Law Advice Australia

December 31, 2012 / HRwisdom

Best Employment Law Advice Australia

At HRwisdom, as an HR resources website that helps Australian organisations with staff and human resources issues, we have high standards when it comes to the best providers of employment law advice in Australia.

This is especially important when we continue to face ongoing changes to legislation that affects employment across the country.

This includes pay and conditions, unfair dismissal, OHS, anti-discrimination and other such areas.

[box type=”note”]Click here to see your: Best Employment Law Advice Australia [/box]

Being well-organised and having good advice before things go wrong is the best way to manage any business.

There are many types of employment-related problems that employers in Australia regularly face.

These types of challenges that can seriously affect the performance, profitability, and standing of any business.

HRwisdom have been fortunate to find a selection of friendly and professional workplace law advice firms that really know their stuff.

One of the big things we prefer about these legal firms is their focus on being proactive so that you can prevent dramas before they arise.

This is important because unfair dismissal claims, hiring contract disputes and other such hassles tend to appear right when your all-important report is due or just as you’re about to give a major briefing.

[box type=”note”]Click here to see your: Local Employment Law Experts [/box]

Having your workplace systems and processes assessed and quickly in place is definitely the best way to prevent the majority of employment claims and disputes.

Best Employment Law Advice in Australia

Whilst it is up to you which lawyer you use, HRwisdom trusts and enjoys working with these smart, friendly and forward-thinking employment legislation firms.

You can find their background information right here:

Click here to see your: Local Employment Law Experts

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Best Employment Law Advice in Australia Related Video

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Victoria – Good Workplace Law Advice

December 21, 2012 / HRwisdom

At HRwisdom, as an HR resources website that helps Victoria employers with staff management and human resources issues, we have high expectations when it comes to providers of good workplace law advice Victoria.

This is particularly important when we continue to face ongoing changes to legislation that affects management of staff in Victoria.

This includes pay and conditions, unfair employment termination, workplace health & safety, discrimination and other such areas.

[box type=”note”]Click here to get: Victorian Employment Law Advice [/box]

Being well-organised and having the right advice before things go wrong is the best way to manage any business.

Good Workplace Law Advice of Victoria

The types of issues that employers in Victoria regularly seek well-considered advice on include:

Dealing with unfair and adverse action claims
Restraint of trade clauses
Handling under-performing employees
Dealing with workplace redundancies
Drafting of employment contracts
Correctly following awards
Workplace health & safety incidents
Discrimination and harassment allegations
Fair Work Ombudsman issues
Establishing new enterprise agreements
Buying and selling enterprises
Union right of entry
Dealing with government inspectors
And other such legal issues

These are the types of challenges that can seriously affect the performance, profitability, and standing of any organisaation.

HRwisdom have been fortunate to find a selection of friendly and professional Workplace Law Advice firms that really know their area.

One of the big things we prefer about these firms is their focus on being fast-moving so that you can prevent dramas before they arise.

This is important because unfair dismissal claims, hiring contract arguments and other such problems tend to appear right when your all-important report is due or just as you’re about to give a major talk.

[box type=”note”]Click here to get: Local Employment Law Advice [/box]

Having your employment systems and processes assessed and quickly in place is definitely the best way to prevent the majority of workplace claims and disputes.

Good Workplace Law Advice in Victoria

Whilst it is up to you which lawyers you use, HRwisdom trusts and enjoys dealing with these smart, friendly and on the ball employment law teams.

You can find their contact details right here:

Click here to see your: Workplace Law Advice” href=”https://hrwisdom.com.au/employment-lawyers/” target=”_blank”>Local Employment Law Experts

HRwisdom

Good Workplace Law Advice in Victoria Related Video

[youtube http://www.youtube.com/watch?v=NkVveW5-lSQ]

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Good Workplace Law Advice SA

December 21, 2012 / HRwisdom

At HRwisdom, as an HR resources website that helps SA businesses with staff and human resources issues, we have high expectations when it comes to providers of good workplace law advice SA.

This is particularly important when we continue to face ongoing changes to legislation that affects employers in SA.

This includes pay and conditions, unfair termination, occupational health & safety, anti-discrimination and other such areas.

[box type=”note”]Click here to get: SA Employment Law Advice [/box]

Being well-organised and having the right advice before things go wrong is the best thing to manage any business.

Good Workplace Law Advice of SA

The types of problems that businesses in SA regularly seek expert advice on include:

Handling unfair and adverse action claims
Restraint of trade clauses
Dealing with} under-performing employees
Handling workplace redundancies
Drafting of employment contracts
Dealing with awards
Occupational health & safety incidents
Discrimination and harassment claims
Fair Work Ombudsman issues
Bargaining for enterprise agreements
Buying and selling businesses
Union representative right of entry
Responding to government inspectors
And other such legal issues

These are the types of hurdles that can seriously impact on the performance, profitability, and well-being of any employer.

We have been lucky to find a number of friendly and professional workplace law advice firms that really know their stuff.

One of the key things we like about these legal firms is their focus on being proactive so that you can prevent dramas before they arise.

This is important because unfair dismissal claims, employment documentation disputes and other such hassles tend to appear just when your major report is due or just as you’re about to give a significant briefing.

[box type=”note”]Click here to get: Local Employment Law Advice [/box]

Having your workplace systems and processes audited and properly in place is definitely the best way to prevent the majority of workplace claims and disputes.

Good Workplace Law Advice in SA

Whilst it is your decision which lawyer you use, HRwisdom trusts and enjoys dealing with these smart, pleasant and on the ball workplace legislation advisors.

You can find their contact details right here:

Click here to see your: Local Employment Law Experts

HRwisdom

Good Workplace Law Advice in SA Related Video

[youtube http://www.youtube.com/watch?v=avdxCuEi5yw]

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Written Warning Template for Australian Employers

Warning Letter Template For Australian Employers

December 17, 2012 / HRwisdom

If you are looking for a warning letter template for Australian employers to help manage an underperforming employee in your organisation, HRwisdom has one for you to download for free now.

You can buy HR documents here.

Whilst there is no legal requirement to provide formal written warnings, it is good business practice to do so. It will also strengthen your case should you ever be faced with a claim of unfair dismissal.

If it does go from underperforming or poor behaviour in the workplace through to termination and an unfair dismissal claim, the industrial commission will examine whether you warned the employee and provided a reasonable opportunity to improve their performance and conduct.

You should always seek expert advice in disciplinary matters because warnings may not be deemed appropriate in some cases of serious misconduct.

When disciplining an employee, the Australian Government recommends:

Clearly identifying the performance or conduct issue. This involves looking at how serious the problem is, how long it has existed and what actions you are going to take to address it.
Meet with the employee to identify and resolve issues before the situation becomes worse, clarify your expectations of the employee, and agree on solutions to improve the situation. During these discussions, it is very important that you do not set requirements or targets that are discriminatory, unlawful or otherwise unreasonable. Again, this is where professional legal advice is highly recommended.
Your disciplinary letter should include the details of the performance or conduct issue of concern, what has been discussed with the employee about the issue, what the employer will do to assist, an action plan of what steps the employee needs to take, and a reasonable time frame in which the changes or improvements need to occur.
Employees are not required by law to sign a copy of the letter.

Of course, regardless of how well your conduct your performance management process, the employee may still make an unfair dismissal or discrimination complaint or claim against you.

However, the better prepared you are and the more thorough you are in your processes, the better the chance of defeating the claim.

Warning Letter Template

If you would like to download a Government template for written warnings, click here:

Download Written Warning Notice Template

The ‘Colourful’ HR Video We Were Too Scared To Show You

December 5, 2012 / HRwisdom

Recently, the HRwisdom Blog post examined an unusual publicity campaign called: Nothing HR Can’t Sort Out In The Morning.

Since posting the article, we have been contacted by the company involved and they have provided us with a copy of a ‘colourful’ HR video on the theme of Nothing HR Can’t Sort Out In The Morning.

We admit it. As an HR website, we are too scared to share this HR video with you here on the HRwisdom Blog (but we’ll show you where to see it).

The company behind the video (Strike) began by asking its fans for their worst experiences of an office Christmas party.

According to the company: “Almost all responses from people who had a Christmas party in their workplace, reported that the party had been pretty bad, and listed so many things that were absolutely cringe-worthy, things like the CEO’s wrestling with staff, songs running off an iPod on repeat all night, terrible food, warm beers. The responses kept coming in.”

Using these replies, the company and their agency Loud&Clear have recreated the most common or ridiculous responses, in a quick walk-through of a truly terrible Christmas party.

Think, The Office.

Due to the ‘colorful’ nature of the video (though probably still rated G), we were too scared to share the video with you here on the HRwisdom Blog.

However, we have posted the video straight onto the HRwisdom Facebook Page (just note this as our ‘Viewer Beware’ disclaimer).

Watch the video if you dare (we’ve also included details of the company’s giveaway of a party for one viewer and 25 of their colleagues to experience a Christmas party with a difference).

Don’t forget to Like the HRwisdom Facebook page.

Watch the video and hopefully you’ll see that it was nothing that H.R couldn’t sort out in the morning.

HRwisdom

How To Avoid The Nasty Side Of Employee Relations

November 30, 2012 / HRwisdom

Most people have seen the nasty side of employee relations gone wrong at work.

Examples include:

Being caught out by government inspectors for using an incorrect pay formula after misinterpreting an industrial pay award or agreement.
Underperforming staff members claiming “harassment” or “bullying” by their manager or supervisor who has been clumsy in their attempts to apply the company’s performance management policy.
Employees leaving the company and then poaching key staff.
Facing backpay claims by not being clear enough on the Employee vs Contractor issue.
Not having solid employment contracts in place.
Botching staff terminations and redundancies (creating a terrible working atmosphere for those who remain).
Not knowing how to handle unions in the workplace.
Discrimination claims made and eventually costing the business time and money.
Strikes or threatened industrial action poisoning a previously positive workplace relationship with the employees.

What Proactive Organisations Do

To save themselves the headache, proactive organisations tend to tick the following four items off the To Do list as soon as possible:

Have all employment law documentation (including HR policies, procedures, letters and forms) in place.
Train all staff in the existence and the proper use of these human resources documents.
Provide good employee relations training to all supervisors and managers.
Have independent legal advice assess the documentation, processes, training before, not after, things go wrong.

Smart businesses add a 5th item to their list . .

The 5th item is to keep up to date with good workplace legal advisors so the business is ready for any problem that may arise.

Download Free HR & Staff Management Documents

You can download free staff management documents and details of legal advisors on a regional basis here:

Click here: Employment law advice

HRwisdom

New Free HR Templates Added To HRwisdom

November 21, 2012 / HRwisdom

New Free HR Templates Added To HRwisdom

HRwisdom has updated its resources and added more free HR templates and resources.

The documents are stored in State/Territory sections.

The free HR templates and resources come from a variety of sources including HR experts and government departments.

The free HR templates and management resources include:

Employee Attraction & Retention Guide
Employee Warning Letters
Unfair Dismissal Guide
Recruitment & Selection Guides
Employee Probation Letters
Employment Contract & Employment Letters
Employee Dismissal Letters
Redundancy Information & Documentation
Information on Discrimination, Bullying & Harassment
Parental Leave Information & Documents
How To Make An Enterprise Agreement
Flexible Work Information & Documents
Unions & Industrial Action Information
Best Interview Questions & Answers
Managing Generation Y Guide
And much more . . .

Get started now by using the login form on the right-hand side →
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Get Your Free HR Templates & Reports

Here are some examples of some of the additional free HRwisdom HR resources:

Employee Attraction & Retention Guide
15 Ways To Manage Staff In Uncertain Times
Sample HR Letters To Employees
How To Find & Keep Good Employees
Employee Contract of Employment Templates
How To Manage Redundancies Without Destroying All Employee Goodwill
The Changing Labour Market
Train The Trainer Course Guide

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Employment Law and Social Media Part 2

November 6, 2012 / HRwisdom

In this HRwisdom Blog post, we bring you the second half of our article on employment law and social media.

The post comes courtesy of Tim Capelin, a Partner based in the Sydney office of law firm Piper Alderman.

Tim has acted for leading organisations in most industry sectors including food and beverage, retail, health & hospitality, pharmaceutical, logistics, resources, construction, government, finance and insurance. He frequently presents on workplace law topics, is a regular contributor to industry and legal publications and is sought by the media for comment on workplace law issues.

[box type=”alert”]Have you attended one of our free daily online workplace law Employer Briefings yet? To attend, click here: Free Employment Law Briefing [/box]

Over to Tim for the second half of his HRwisdom Blog update on employment law and social media . . .

When drafting a social media policy, the content should be organisation specific to a certain degree, but should address the following topics:

A definition of social media.
Your organisation’s view of and approach to social media.
Who is authorised to use social media as a representative of the organisation.
If authorised to represent the organisation within social media, what guidelines should be followed.
Whether non-authorised people are allowed to identify themselves as someone connected with the organisation when using social media in their private lives.
Whether access to social media will be allowed during work hours and if so, what limits should be followed.
How the organisation will monitor usage and what it will do with information gained from such monitoring.
The need to protect the organisation’s confidential information.
Whether employees have a positive obligation to inform the organisation if they become aware, even in their private use of social media, of comments made about the organisation.
Potential ramifications of breaching policy.
Who the policy applies to, namely does it only apply to employees or does it apply to all workplace participants.

Further to Tim’s excellent advice, HRwisdom always recommends that employers be proactive and plan ahead.

Such an approach is just smart business, particularly when it comes to the new world of social media.

[box type=”alert”]Have you attended one of our free daily online workplace law Employer Briefings yet? To attend, click here: Free Employment Law Briefing [/box]

To get in touch with Tim Capelin, you can find his contact details here: employment law advice Sydney.

HRwisdom

Employment Law And Social Media

November 2, 2012 / HRwisdom

Today we are looking at employment law and social media and have called upon an experienced employment lawyer for advice.

This HRwisdom blog article comes courtesy of Tim Capelin, a Partner based in the Sydney office of law firm Piper Alderman.

[box type=”alert”]Have you attended one of our free daily online workplace law Employer Briefings yet? To attend, click here: Free Employment Law Briefing [/box]

Over to Tim . . .

Employment Law And Social Media

From an employment relations point of view social media has had two major impacts. It has brought what used to be clearly private conduct, more regularly into the workplace, and it has provided a highly useful array of tools for communicating with employees and customers, as well as those designed to help grow your business.

Employees have always been critical of their employers to friends and family. In the past this was done discretely, on the telephone or in small gatherings. When this action is transferred into a social media setting the dissemination can be vast and the damage is likely to be greater.

With appropriately integrated strategies, the likelihood of inappropriate comments being widely published can be reduced and the capacity for your organisation to take decisive action against offending employees enhanced.

Professional networking sites, such as LinkedIn, have become the business development tool of choice for many sales people, particularly in the services sector. However, the pipeline of leads and contacts created with such a tool can depart your organisation with your sales and other staff. This could have occurred in the past with client and prospect lists however, the tracking of such actions was previously easier. There are measures available to maximise the potential, whilst limiting the downside risks, of employees using LinkedIn and similar tools, this involves an integrated approach to employment contracts, policies and IT procedures.

An integrated aproach

As mentioned, it is best to have an integrated approach to managing social media risks. An aspect of that approach is putting into place an appropriate Social Media Policy.

The content of such policies does not need to sit within its own separate policy, it can be included in your organisation’s HR, IT or other relevant more general policies.

However, to better ensure the policy comes to your employees’ attention and therefore improve compliance, we recommend that you extensively and regularly communicate the existence of the policy.

In the next HRwisdom Blog post, we’ll follow-up this article on employment law and social media by examining what to cover in a workplace social media policy.

To see Tim Capelin’s contact details, click here.

[box type=”alert”]Don’t forget to attend one of our free daily online workplace law Employer Briefings. To attend, click here: Free Employment Law Employer Briefing [/box]

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