Choosing the right HRM software

Choosing the right HRM software

Latest News & Events

 

Choosing the right HRM software

Smart businesses are investing in cloud-based HRM software solutions to optimise efficiency, enhance employee connectivity and engagement and to assure legal compliance with Fair Work and other employment laws.
 
We went on a journey to find the best system and ended up choosing Employment Hero as ticking pretty well all of the boxes we were looking for.
 
Here is a guide that they have produced on how to choose the right HRM software. We encourage you to take a look and, if you want to explore it further, contact us.
 
Download the checklist here.

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

Our 4R Recovery Roadmap

Our 4R Recovery Roadmap

Latest News & Events

 

Our 4R Recovery Roadmap

Relating, reflecting, recalibrating and reconditioning

In Melbourne, as we have been emerging gradually from lockdown and business activity
picks up again, there is a need to have a think about what the COVID-19 situation has meant
for our own business and people and what that means for our people strategies going
forward.

In doing that, it is important not to take a “one size fits all approach” because there are so
many differences in the needs of our people, their respective experiences during the
pandemic and their preferred way of working.

Some had to work from home, some had to go to work and some had no work at all.

Some had to home school, some suffered from social disconnection and loneliness and
many had challenges with maintaining physical fitness and/or mental health.

For some, having tasted it, working from home will have its attractions and for others, the
opposite will be true and the social environment of the office will be the clear preference.

Many will want a bit of both and this hybrid model of working is one that will become very
common in the years ahead.

Some will decide that they want to do something different altogether from what they have
done professionally for many years while some will be happy just to be back doing what
they know and are comfortable with.

So how do you work all of that out and come up with a reasonable approach for your
business and your people? We suggest the following 4 steps.

Relating

Talk to your people and ask them where they are at.

What do they each (individually) want their personal future work situation to look like – the
job that they will do and when, where and how they will do it.

By all means, talk about what might be possible in the context of business needs but don’t
make promises that you can’t keep and don’t discard ideas without really giving them
proper consideration.

That is just really about having a genuine and respectful and open conversation.

Reflecting

Take some time to have a think about what each of your people has said about their
experiences and their preferences going forward.

There could be genuine opportunities that could present in honestly thinking about
different ways of doing things and providing flexible or remote working opportunities.

Are there things that have worked OK or perhaps even better during lockdown?

How can you structure things in ways that are going to work better for the business and
your people?

Recalibrating

The recalibration is about resetting the work experience for people based on what has been
learned from the pandemic situation in the context of the needs of your business and your
people.

The first part of that recalibration is getting your COVID-19 safe workplace plan in place and
ensuring that everyone understands it, is equipped to play their part and does so.

How do you embed the use of technology ongoing where that has reaped benefits during
lockdown and offers opportunities for the future?

Many businesses are reporting higher levels of employee satisfaction with the support they
received from their managers – probably because the need for timely communication
became a priority and more communication activity occurred as a result. Put simply, more
conversations occurred.

How can you maintain a culture of continuous conversations and coaching that will
engender greater employee wellbeing, engagement and higher performance.

Reconditioning

As with any process of change, people take time to adapt.

Many people who have been without work or working from home for months on end will
take time to adjust back to the routine of coming to work.

People need reconditioning – physically, socially, with their use of time and with personal
and family commitments. As noted above, some will want to make adjustments to their
working arrangements to get better balance in their lives.

There are also those who are still concerned about the COVID-19 threat and who therefore
may be reluctant to return to the normal workplace. Education on how you will keep people
safe at work (ie your COVID-19 safe workplace plan) will help this situation.

Then of course there is yourself. What are you doing to ensure your own wellbeing and the
optimal performance of your business for yourself, your family and your people?

If you need any help in answering that question, please feel free to give us a call for a free
consultation.

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

High Court delivers sanity in ruling on personal/carer’s leave

High Court delivers sanity in ruling on personal/carer’s leave

Latest News & Events

 

High Court delivers sanity in ruling on personal/carer’s leave

In fantastic news for all businesses, the High Court of Australia has sensibly overturned a Federal Court decision which quite unfairly awarded part-time employees the same number of days of paid personal/carer’s leave as full-time employees, regardless of the number of hours that the part-timer actually worked.

For example, a part-time employee working 2 days per week would also have 10 days personal/carer’s leave per annum – effectively 5 weeks paid leave based on their ordinary hours of work.

That was clearly a ridiculous decision which clearly disregarded the obvious intention of the relevant provisions of the Fair Work Act and decades of custom and practice.

What is also great is that, in its decision, the High Court has set some clear and sensible principles as to how to determine how much personal/carer’s leave employees get:

  • The 10 day entitlement in the National Employment Standards means two standard five day working weeks
  • 1 day is a notional day that represents 1/10th of an employee’s ordinary hours in a fortnight or 1/26th of an employee’s ordinary hours per year

What do you need to do?

You just need to ensure that your administration of personal/carer’s leave and the entitlements that your people receive align with the principles set out above. 

The Fair Work Ombudsman has updated their advice accordingly and this can be accessed here.

If you have any queries, please feel free to contact us at enquiries@ridgelinehr.com.au.

 

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

1.75% Wage Increase for Modern Awards

1.75% Wage Increase for Modern Awards

On Friday 19 June 2020, the Fair Work Commission announced its decision in the 2019-2020 Annual Wage Review.

That decision was to increase the National Minimum Wage and modern award minimum rates of pay by 1.75% but, unusually this year, with three different operative dates for different industries based on their view on the impact of COVID-19 on different industry sectors.

The National Minimum Wage increases from

The effective dates are:

  • 1 July 2020: National Minimum Wage & Award Group 1 (mainly health and community services, children’s services and aged care, emergency services, cleaning services, non-tertiary education and public service sectors)
  • 1 November 2020: Award Group 2 (most awards including common ones like clerical, building and trades, manufacturing, graphic arts, gardening, farming, transport and distribution, professional services, mining and quarrying, tertiary education)
  • 1 February 2021: Award Group 3: (mainly retail, hospitality, food services, events, recreation and entertainment, personal services such as fitness, hair dressing and dry cleaning)

Here is a detailed listing of each Award group: Modern Award Groups

The new rates are payable from the commencement of the first full pay period occurring on or after the relevant operative date.

For employers, the different scenarios that can apply are:

  1. If you have employees who are covered by a modern award and you otherwise apply all of the terms and conditions of the award, you must ensure that employees are paid at least the award rate for their classification as adjusted for this decision.
  2. If you have employees who are award free and not covered by an enterprise agreement, you must ensure that they are paid at least the National Minimum Wage as adjusted for this decision.
  3. If you have employees who are covered by an award and you pay them on an annualized wage basis or on a salary or all purpose rate which sets off certain monetary employment conditions such as annual leave loading, overtime and shift loadings, penalty payments and allowances, you need to recalculate the rate of pay to ensure that the employee remains better off overall against award entitlements and comply with any award provisions that might apply to annualized wage arrangement.
  4. If you have employees who are covered by an enterprise agreement which provides for annual adjustment of wages in line with Annual wage Review decisions of the Fair Work Commission, you need to adjust wages by 1.75% from the operative date for the relevant award.
  5. If you have employees who are covered by an enterprise agreement but the agreement does not provide for annual adjustment as per 4., you need to ensure that wages paid are at least equal to those applying to the underpinning modern awards or the National Minimum Wage as applicable from the relevant operative date.
  6. You need also to have regard to any provisions in employment contracts which might provide an obligation to pass on any increases separate from or additional to any of the above scenarios.

Please also note that, the ongoing modern award review process has resulted in a number of changes to modern awards (including, in some cases, changes to the calculation of minimum wages and also changes to the calculation of annualized wages) since the last Annual Wage Review.

This likely also means that you will need to review your employment contracts, something that we recommend that you do at least once a year in any case.

The Fair Work Ombudsman has a Pay Calculator Tool on its website and also publishes Pay Guides for each award – these provide detailed advice on ordinary time and overtime and penalty rates for each classification in the relevant award. You can access these resources at https://www.fairwork.gov.au/pay/minimum-wages/pay-guides.

If you need assistance in understanding and applying the effects of this decision in your business, we are happy to assist. We offer a free initial phone consultation if this is of interest to you.

 

Is the new Wage Theft law a worry?

Is the new Wage Theft law a worry?

Latest News & Events

 

Is the new wage theft law a worry?

 

The Victorian Parliament recently passed the Wage Theft Bill 2020 which is expected to take effect by no later than 1 July 2021 (ie sometime in the next 12 months).

Should you be worried about that?

The odds are that, if you are reading our blogs, you are compliant or you want to ensure that you are compliant with your wage obligations as an employer.

If that is the case, don’t worry about the Wage Theft legislation – celebrate it! Yes, that’s right – PARTY!!!

We all know that there are unscrupulous businesses out there who deliberately rip workers off – they are the ones that this legislation is targeted at and they deserve it.

Don’t forget that they are also unfairly gaining a commercial advantage over the business owners who are doing the right thing……..like you!

We know that there have been quite a few celebrated cases of wage underpayments involving celebrities and household name corporates.

Some of those probably did know that they were not compliant but thought they wouldn’t be caught.

Some probably got adventurous legal advice that sounded good but was really ill advised.

Others may well have had their own HR staff but Fair Work/workplace relations is a very complex field requiring specialist knowledge which is not as common as you might think among HR Practitioners.

Many of those exposed businesses have learned their lessons – the hard way – and many remain under the watchful eye of the Fair Work Ombudsman via undertakings and reporting requirements. So even they are unlikely to be really troubled by this new Wage Theft legislation.

So let’s just be clear on what do you need to do to be doing the right thing (if you are not already doing it) and not have to worry about this legislation:

  1. Ensure that you understand and meet your obligations to your employees under legislation, regulations and modern awards
  2. Have clear and compliant employment agreements that set out clearly what the wages and employment conditions are and which reference any relevant modern award and/or enterprise agreement
  3. Maintain all required employment records accurately and up to date and
  4. Have access to competent professional advice on Fair Work compliance and other workplace relations/HRM matters

You tick those 4 boxes and you are not likely to have any worries about compliance. We can help you with that.

Now, as for the bad guys, this is what the Wage Theft legislation means for them.

The offences (in general terms) are:

  1. Dishonestly withholding at least part of an employee entitlement; or
  2. Falsifying an employee entitlement record to dishonestly obtain or cover up a financial advantage; or
  3. Failing to keep an employee entitlement record to dishonestly obtain or cover up a financial advantage;

Offences can attract penalties of up to $991,320 for bodies corporate and 10 years’ jail for individuals.

A Victorian Wage Inspectorate with wide ranging inspection and enforcement powers is to be established with its own Commissioner.

If you haven’t the benefit of professional advice on your workplace relations compliance situation or you just want to make sure, you might want to take advantage of our Lockdown Special Offer on a Fair Work Compliance Assessment. Check it out.

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

A day in the life of Ridgeline HR

A day in the life of Ridgeline HR

Latest News & Events

 

A day in the life of Ridgeline HR

 

Someone asked me what a day in the life of Ridgeline HR looks like. Well the truth is that it is a bit like the weather and we are never quite sure what that next challenge will be or where it will come from. What we do know is it could be any number and nature of things so we have to have the agility to adapt to respond to client needs.

For example, yesterday, I:

  • Helped a creative design and manufacturing business with recruitment
  • Advised a hospitality business on a restructure
  • Ran a strategic planning workshop for a charity
  • Consulted to a community services organisation on classification and remuneration structures
  • Advised a transport business on an investigation and potential termination
  • Coached managers in an engineering business on values and behaviours
  • Assisted a travel agency with a redundancy
  • Consulted to a quarry on managing a chronically ill employee
  • Helped a construction business with connection to HRIS and employee engagement resources
  • Advised a financial planning practice on impending changes to modern awards

Where: Bayswater, Brisbane, Croydon (2), Geelong, Knoxfield, Little River, Melbourne CBD, Mulgrave, Scoresby.

All in a day’s work at Ridgeline HR, Helping PEOPLE in BUSINESS with all manner of business and people matters in any industry anywhere.

With continuously growing demand for our services and a range of exciting new services to come online this year, we are looking for HR generalists with strong workplace relations and HRIS competencies to work with us as contractors on assignments. Expressions of interest are invited. Contact Peter Maguire on 0438 533 311 or at peter@ridgelinehr.com.au. 

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH