Employment
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You will need basic employment contracts to clarify an employee’s entitlements, duties, and responsibilities to avoid misunderstandings down the track.

For example, say one of your employees decides to leave and operate their own business in the immediate area, and takes away your regular clients in the process, how will you respond? A restraint of trade provision in an employment contract could legally protect you in that event.

Having a policy and procedure manual can clearly set out your company’s expectations around employee conduct and performance. This doesn’t need to cover absolutely everything, just the basics will help.

Performance management is the process of identifying shortcomings in an employee’s performance at work or poor behaviour, providing objective feedback and ultimately coaching them to improve in a way that will not only benefit them, but you.

You might have an employee who is always late, or one that is careless in following company directions for using equipment. You may even suspect an employee of stealing supplies from you. All these are examples of misconduct, you will need to differentiate between misconduct and serious misconduct.

• Your business and employees will be covered under an Industry Award (Award) or General Award, which sets out minimum rates of pay and allowances that will apply. These rates are changed on a yearly basis, have you been keeping up?
• The Fair Work Ombudsman targets underpayments year-round, so you should be doing annual wage audits to make sure that employees are classified and paid correctly.
• If you have salaried employees, make sure that their pay package properly encompasses the relevant pay, overtime, and allowance rates to avoid future trouble.

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Business Solutions Hub is by your side for all your HR, workplace and legal needs and can provide extended support to your organisation. From a HR perspective, extended support can include reviews of current HR processes, recruitment, tailoring employment contracts or position descriptions, conducting investigations into employee grievances / complaints, managing redundancy process as well as disciplinary actions and representation at Fair Work.

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