Human Resources

25 Sep, 24

Balancing Work and Life: Adapting to the Right to Disconnect

From 26 August 2024, the "Right to Disconnect" legislation introduces a significant change in employment law to ensure employees can disconnect from work-related contact outside their working hours. This change affects businesses of all sizes, particularly small businesses that must adapt to the new requirements to avoid penalties and maintain compliance.

16 Aug, 24

Balancing Work and Life: Adapting to the Right to Disconnect

The "Right to Disconnect" legislation, effective 26 August 2024, introduces new requirements to ensure employees can disconnect from work-related contact outside their designated hours. This significant change impacts small businesses, requiring them to adapt to avoid penalties and maintain compliance. The legislation allows employees to refuse after-hours work communication, with exceptions for emergencies or on-call duties. Small businesses should establish clear policies, update contracts, set expectations for different roles, and educate their teams about the new rules to navigate these changes. Compliance is crucial to avoid financial strain and reputational damage. This guide offers practical advice for small businesses across various industries to effectively implement the "Right to Disconnect" and maintain a healthy work environment. Unions now have the right to enter workplaces to assist health and safety representatives and ensure compliance, regardless of employee count. Union officials no longer need Fair Work Commission approval to visit your premises. Employers must understand that union membership for employees is voluntary, and no coercion is allowed. Discover how to manage these changes effectively, ensure smooth operations, and maintain a compliant workplace. Read the full article for detailed insights and practical tips.

14 Aug, 24

Closing the Loopholes: Understanding the Risks of Sham Contracting

The Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024 introduces significant changes aimed at tightening regulations around sham contracting and extending protections to gig workers. For small businesses, understanding the differing definitions set by Fair Work and the ATO is crucial to avoid legal conflicts. The legislation broadens the definition of employer and employee to include ‘employee-like workers,’ granting gig workers rights such as minimum wage, penalty rates, and superannuation. This change means businesses must comply with these new requirements or face penalties. The article offers practical advice on reviewing contracts, implementing clear policies, and seeking legal advice to ensure compliance. By staying informed, both small businesses and gig workers can protect themselves under the new legal framework. Key points include: Unions now have the right to enter workplaces to assist health and safety representatives and ensure compliance, regardless of employee count. Union officials no longer need Fair Work Commission approval to visit your premises. Employers must understand that union membership for employees is voluntary, and no coercion is allowed. Discover how to manage these changes effectively, ensure smooth operations, and maintain a compliant workplace. Read the full article for detailed insights and practical tips.

13 Aug, 24

Empowering Your Workforce: Navigating New Protections Against Domestic Violence

The recent amendments to the Fair Work Act under the Closing the Loopholes legislation introduce vital protections for employees affected by family and domestic violence. These changes expand the general protections regime, prohibiting discrimination against employees facing such challenges. For small businesses, compliance is essential to avoid penalties and create a supportive workplace culture. This article explores the implications of these new laws, offering practical advice on updating policies, training staff, and implementing support mechanisms. By taking proactive steps, small businesses can foster an inclusive environment that upholds the well-being of all employees while ensuring adherence to the latest legal requirements. Key points include: Unions now have the right to enter workplaces to assist health and safety representatives and ensure compliance, regardless of employee count. Union officials no longer need Fair Work Commission approval to visit your premises. Employers must understand that union membership for employees is voluntary, and no coercion is allowed. Discover how to manage these changes effectively, ensure smooth operations, and maintain a compliant workplace. Read the full article for detailed insights and practical tips.

10 Aug, 24

Cairns Wage Recoveries: A Wake-Up Call for Small Businesses

Recent changes to the Fair Work Act have introduced significant amendments impacting union rights and workplace entry, particularly for small and family-owned businesses. This comprehensive guide breaks down these changes and provides actionable advice to help you stay compliant and protect your business. Key points include: Unions now have the right to enter workplaces to assist health and safety representatives and ensure compliance, regardless of employee count. Union officials no longer need Fair Work Commission approval to visit your premises. Employers must understand that union membership for employees is voluntary, and no coercion is allowed. Discover how to manage these changes effectively, ensure smooth operations, and maintain a compliant workplace. Read the full article for detailed insights and practical tips.

04 Sep, 23

Attracting and Retaining Talent: HR Insights for the Hospitality Industry

Explore strategies for navigating Australia's hospitality labour market, focusing on employer branding, job design, and effective recruitment to attract and retain talent. Learn about fair compensation, training, and creating a balanced work environment. Understand legal compliance and its impact on staff retention, essential for thriving in the competitive hospitality sector.

20 Jun, 22

Beyond the Resume: Crafting a Recruitment Strategy for a Diverse and Dynamic Workforce

Exploring the nuances of modern recruitment, this blog delves into the age-old dilemma of hiring wisdom versus the fresh perspective of youth. It challenges the status quo of resume screening and applicant tracking systems, emphasizing the importance of diversity and the potential of every candidate, regardless of age. Through personal anecdotes and experimental insights, it offers a critical look at the biases and barriers in today's recruitment processes and proposes a more empathetic and inclusive approach to building high-performing teams.

16 Nov, 21

5 Challenges Facing Business in 2022

Facing 'The Great Resignation,' businesses, including SBAAS, encounter a significant challenge as over 40% of Australians are actively job searching, with many resigning without another position lined up. The underlying issue is culture, with employees seeking alignment with a company’s purpose, values, and environmental and social strategies. They desire trust, respect, appreciation, a sense of belonging, opportunities for growth, and clear success metrics. Leadership and organizational culture play a pivotal role, highlighting the importance of personal relationships and value alignment within the workplace. Even a single misaligned individual can impact team dynamics and lead to broader employee turnover, underscoring the need for cohesive and supportive leadership.