Blogs
How will you better support and engage your employees with their re-adjustment to the workplace post-pandemic, to achieve goals and success?
Returning to work for all employees post the pandemic has been a very mixed bag of emotions and expectations. Many employees’ morale will range from positive anticipation of returning to the workplace to negative trepidation and apprehension. More than ever, it is vital you support your people as they re-adjust to the new reality of our workplaces. With many employees now returned to work in some capacity and the commencement of the new financial year, it is timely to establish an action plan of goals to better support and engage your employees with their re-adjustment to the workplace post-pandemic.
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Are you at risk of a JobKeeper dispute claim under the Fair Work Act?
It’s still early days but already there are clear signs that employees are not happy with how their employers are using the JobKeeper provisions of the Fair Work Act and are not afraid to take their disputes the Fair Work Commission (FWC). The FWC is currently hearing and handing down decisions on disputes regarding JobKeepers at a rapid rate. So the question is… are you at risk of a JobKeeper dispute?
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5 actions to ensure your post COVID-19 workplace recovery transition is successful
Whilst so much has impacted business during these unforeseen times and as you transition your employee’s return to work plan; it is now timely to rethink and build the workforce you need post-Covid19 to ensure your business can operate effectively and thrive in this new future. There are five critical actions you should implement to ensure your workplace recovery transition is successful.
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Are you at risk of underpaying staff? Annual wage increases for some industries from 1 July 2020.
With so many changes to wages, the high-profile media coverage of wage underpayments and costly implications if you get it wrong; you are bound to be a little weary and confused. On Friday 19 June 2020, the Fair Work Commission (FWC) delivered its annual wage review decision, increasing the minimum wage by 1.75% to $753.80 per week or $19.84 per hour from 1 July 2020.
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Returning to the workplace post-pandemic… how to best ‘paint the picture’ and engage your employees to support their re-adjustment to the workplace post-pandemic?
‘Painting the picture’ is a key component in this post-pandemic world to ensure you engage with and get commitment from your employees. One of the most powerful questions in leadership is the purpose, the ‘why’. People need to understand why they are doing something… and then to know what they are doing matters.
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Returning to the workplace post-pandemic … how to best communicate with your employees to support their re-adjustment to the workplace post-pandemic?
Communication is a key component in this post-pandemic world to ensure you engage with and get commitment from your employees.
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Returning to the workplace post-pandemic… how to support and engage your employees with their re-adjustment to the workplace post-pandemic?
Returning to work for all employees post the pandemic is a very mixed bag of emotions and expectations. Some will be returning from working at home (WFH) to workplaces where everyone worked WFH or only some WFH; others will have been on JobKeeper with no work to do. Expectations will range from positive anticipation of returning to the workplace to sheer trepidation and apprehension.
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Are you at risk of your casuals being deemed permanent employees & owed entitlements?
The recent ruling by the Federal Court last week regarding casual employees may deem your casual staff being classified as permanent employees with all the associated entitlements, regardless of what their contract says or the payment of a casual loading. In light of this ruling, it is important you consider how your business utilises casual employees and the risks this may impose on your business.
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