Half of the Fair Work Act was made law back in July and the second stage becomes live in only two days on January 1 2010.  And its not a small collection of small changes: its an important piece of legislation and it changes everything.

If you lead people, and we all do, you have to be prepared so that the effects minimize the impact on your employees and your business.

There are plenty of options in becoming prepared.  You can ignore it for a short period of time but not knowing the detail will get you into trouble and then you will be scrambling, not a good leadership style.

There are plenty of articles on line and in print most simply regurgitate the Fair Work Act and provide some generic hints tips and clues on getting ready.  Pawing over the changes personally may not be the best use of your time nor is following a generic set of tips a strategy.   The real challenge is to put together a people strategy that is compliant with the law,  that is aligned with your overall business strategy and supports your goals.  Each business, each leader is unique as are your people and your strategy needs to reflect your own unique circumstances.   There’s the law and then there is managing your business and your people. 

An approach many of our clients have chosen is to invite us into their business, to understand their goals, their structure, their people and the issues that need resolving.  They have let us sort through the detail of the Fair Work Act and the implications for their business.  Then we build a plan tailored for them and their own unique circumstances.  That way they remain in control, stay out of the detail and are focused on leading: now thats a strong leadership style…….

Too many businesses are blissfully unaware that in only a couple of days the new industrial laws will come into effect changing how they run their businesses.  On New Years Day new National Employment Standards and Modern Awards will be introduced and businesses could be in for a rude shock if they ignore the changes especially the flexibility clause contained in each award as one of the 10 new Standards.  

There are 10 National Employment Standards 6 of which apply to different forms of leave entitlements, 1 to maximum hours of work, another to a notice of termination and redundancy and one covering off the right to request flexible working arrangements.  As well each new employee must be provided with a Fair Work information statement which outlines rights and responsibilities.  

Under the new laws, any employee who is a parent of a preschool child or a carer of a child with a disability under the age of 18 can request flexible working arrangements, which may include changes to hours, days worked or maybe even location.  Employees can extend to 24 months unpaid parental leave and the definition of defacto partners now includes same sex couples.  Employees can be entitled to redundacy depending on how long the person has worked for you and the size of your business.

On top of the new standards comes the New Modern Awards.  The government has consolidated nearly 2500 awards down into 120.  Each business will need to understand which new award they are under and they conditions contained within.  What you might find is that you have some employees who have entitlements like penalty rates, shift loading and other benefits you are unaware of and potentially liable for.

The laws are complex as are your people.  They will confound you one minute and astound you the next.  Our counsel to all business is to get help.  With all the industrial relations changes from July 1 last year to those about to hit you January 1 the devil is in the detail.    We can help you get a clear picture of what you need to do to stay on top of the legislation, manage your employees and stay focused on the real game which is making sales and profits….remember them!

and may be sitting at your table!

We help leaders plan details like hiring, firing, counselling, mentoring, defining structure, roles, responsibilities and managing performance: all the components that go to make up a business.  Helping you assemble these components and handling the detail is a job we do very well.

With human nature being what it is, employees will astound one minute and confound the next: testing and acting “creatively” in workplace situations.  And sometimes when faced with a personnel challenge you need help to make sure a small issue doesn’t become a devil of a problem! Make the right move and call some strength off the bench.

        ·         Real-time guidance from Human Resources professionals you can trust.

        ·         Detailed answers to your toughest HR questions, tailored to your situation

 A reliable sounding board for new human resources and employee-related ideas and initiatives.

We can provide project by project consulting or if you prefer outsource your Human Resources needs to us.  It is a small investment that can pay large dividends in increased productivity and minimized litigation.

Visit our website to find out what outsourcing is …

Here’s what you need to know about workplace relations from July 1

Whatever your business and whatever kind of agreements you have, the rules have changed.  So any change in employee conditions in your workplace must be carefully managed and documented.

Who is affected?   Everybody…. even if your employees are on individual contracts these new laws are relevant and important to you.    

Here is a snapshot of the changes that impact you: 

The right to sue for unfair dismissal is back.

There is a new definition of “genuine redundancy”

The unions have new rights to enter your premises.

The onus of proof is on the employer in the case of an anti-discrimination claim.

There are new employee safety nets, new modern awards, new employment standards and more. 

80% of SME’s are not ready for these changes.   As a business leader you need to answer these critical questions; 

Do you have written employment contracts and are they up to date?
Are your job descriptions current and contain performance indicators and outcomes expected?
Is your performance management process planned and well documented?
Do you have a good understanding of the skills and capabilities of every employee in your business? 

If you answered No, or even hesitated for an instant, your business is potentially at risk.  Call us now on (02) 8860 9181 so that we can help you assess your readiness and make the right moves to ensure your industrial relations strategy supports your goals and doesn’t put them at risk.

“ Time and time again we see business owners who have acted for perfectly legitimate reason…

Particularily in a recession!

Because in a recession a great deal hangs on every move!

But of course we weren’t trying to communicate that meaning of execution.  We mean execution of the business strategy you’ve so painstakingly built and that you need now more than ever.

Now is the time to take advantage of the opportunities that come when the vulnerable do not respond quickly and decisively in tough times.  To do that you need to have your people, planning and systems spot-on.  And then execute with ruthless precision.

If you need to make a few right moves the first one is to call some strength off the bench.  Check out the material on our website and that will tell you why this will be a profitable and no-risk move.  Can we politely suggest you don’t hang about!

There are only two reasons to be in business - success
and satisfaction - and you can’t have either without a
coherent business strategy and precise execution.

  when they look at your business what do they see?

The lithe, lean and strategically athletic businesses are going to be the winners in these tough times.

And that means they’ll have a coherent strategy that is tailored to their business, their products, their services, their people….and their customers.  And the tenacity to relentlessly exploit the weaknesses in their overweight and the ponderous competitors.

But while you’re targetting them they’ll be targetting you!  What kind of a target do they see?

Tip the scales back in your favour by calling some strength off the bench.  Check out the material on our website that will tell you why this will be a profitable and no-risk move.  Get trim, taut and terrific.  Move fast, hit hard and don’t get hit.  That’s what winners do!

“During prolonged good times most businesses take
their eye off the ball.  Costs run up and systems run
down.  Marketing becomes blunt.  Customer service
become lax.  We call these businesses targets”!

Why should a recession change that?

Because a recession changes everything.  Full stop!

If you didn’t need a business strategy before you do now.  If you’ve always had one its certain to need sharpening.

Cutting your prices to the bone is not sharpening.  Nor is cutting your staff and your services.  Don’t get us wrong.  Cutting is OK if its a strategic part of a business plan.  But if its knee jerk then its definitely not the right move.

If you need to make a few right moves the first one is to call some strength off the bench.  Check out our website material and it will tell you why this will be a no-risk move.  Especially if you don’t want to do the disappearing trick!

“Many will pretend the problems don’t exist and do
nothing.  Too many will not have seen times like these
and won’t know what to do.  Except panic.  These are
not sound business strategies.”

Unless of course you want to!

Some apparently intelligent people have said some very stupid things that they quickly regretted. Don’t be one of them.

Saying you’re going to batten down the hatches and ride this storm out is not particularly intelligent. Nor is it anything remotely resembling a business strategy.

There’s a lot of intelligent things you can do. Right now! We know, we’ve taken businesses successfully through two economic downturns and we know how to develop the business strategies that will help you overcome and prevail.

If you need to make a few right moves the first one is to call some strength off the bench.  Check out the material on our website that will tell you why this will be a no-risk move.  Especially if you are determined not to be part of this recession.

“We know the markets will still be there
smaller but still big enough for those who are
smart enough and responsive enough to go out
and get their share”.