The Latest from Kristy-Lee
Wages Are on the Up (Again!) But It’s the Other Changes You Need to Know About
Hello and welcome to Episode 122 of the People Powered Business Podcast.
This week we have a brief but important technical update for you after the Fair Work Commission announced its decision around the National Minimum Wage increase effective 1 July.
This year we have a 3.75% wage increase being applied to the National Minimum Wage and all Modern Award Minimum Wages effective 1 July 2024.
But really, in the scheme of the changes happening in the Industrial Relations legal landscape right now, that’s just the beginning.
We have yet another increase to Superannuation on the 1st July 2024, there are going to be changes to the casual employment definition and a new pathway for casual conversion coming. We of course are about to see the Right to Disconnect laws come into place, which we’ve discussed on a separate episode. There is going to be clarity on the employee v’s contractor conundrum, new protections for gig economy workers and more.
The reality is, as an...
Are they an Employee or a Contractor – 5 Questions to Ask Yourself
Small business and fast growing entrepreneurial organisations who are looking to service more clients and bigger projects faster and more efficiently have always been creative in how to manage this growth in their organisations.
One of the key strategies many small business use to facilitate growth in a low risk, cost effective way, is engaging contractors rather than employees to help meet their growing client demands. And there are lots of great arguments for why businesses should utilise this option.
However, recent legal changes have made it imperative for businesses to revisit this issue and ensure they are correctly categorising their workforce. In this article we will explore the key factors that determine the classification, the potential risks of misclassification, and provide guidance on how businesses can navigate this complex question to avoid legal and financial consequences.
What’s Changing
Increasingly in recent years, the line between what...
Psychosocial Safety at Work with Nicole Turnbull
Hello and welcome to Episode 221 of the People Powered Business Podcast!
Today I am delighted to be joined by guest expert Nicole Turnbull from Neon Shed.
Nicole is the Founder and Chief Courage Officer at Neon Shed, which brings light to the dark sides of work.
She works with businesses to eliminate psychosocial hazards at work and ignite courage in leaders and teams by giving them the tools and options to know HOW to have a safe workplace.
Nicole has over 20 years experience in communications and 15 in the work health and safety industry. She has worked for both NSW safety regulators, the workers compensation insurer and the workers compensation independent review office. Nicole has seen the damage poor communication and psychosocial hazards can do to individuals, teams and organisations.
Nicole is also the Winner of the 2023 Influential Businesswomen Awards for Most Empowering Founder (Australia) and the host of the Under the Rug at Work podcast.
If you’d like to connect...
Are You Compliant with Your Positive Duty Obligations?
Positive Duty Laws under the Sex Discrimination Act
The Positive Duty guidelines from the Australian Human Rights Commission have been developed to help organisations and businesses eliminate unlawful behaviour as much as possible in their workplaces.
In late 2022, the Respect Work Act was passed into law, marking a significant legislative change in Australia's industrial relations landscape. As part of this comprehensive legislation, a new legal framework was introduced, referred to as 'positive duty.'
This framework places an onus on employers to take reasonable steps to eliminate sexual harassment and sex-based discrimination within their workplaces under the Sex Discrimination Act.
The fundamental shift is that it's no longer adequate for employers to react to complaints as they arise. Instead, they now have a proactive obligation to implement measures that prevent these issues from happening in the first place.
So, what are the Positive Duty laws?
This legal...
That Should (and Should Not) Be In Your Employment Contracts
Hello and welcome to Episode 220 of the People Powered Business Podcast!
Today we’re talking Employment Agreements or Employment Contracts - the all important document that sets out the terms and conditions of the employment relationship.
Why? Well simple, it’s the most popular question I get asked about that continues to daunt and baffle business owners who desperately want to get these documents right.
In this episode we discuss what employment contracts are and why they are so important, and why you absolutely want to have them in place, but we also unpacked what should be included, and what you want to leave out.
An Invitation
Would you like to connect with other like-minded business owners, leaders and managers experiencing similar situations with their team? Join the discussion inside our free Facebook Group – HR Support for Australian -Businesses - https://www.facebook.com/groups/hrsupportaustralia
The Fair Work Act and Legislative Framework Made Simple
Understanding the Legislation as a Small Business
For many business owners who find themselves hiring staff and building a team, being compliant and doing things ‘right’ can be of real concern. It can feel overwhelming and like an extra layer of complexity you hadn’t considered when setting out on your business journey.
Understanding the entire ecosystem that is the industrial relations framework in Australia might really assist in demystifying and simplifying the complex legislative environment that underpins the employment relationship.
The Fair Work Act
At the highest level the key piece of legislation is called The Fair Work Act 2009, and this is the core which underpins the employer / employee relationship within Australia. The Fair Work Act, often referred to as simply The Act covers almost all employees around Australia.
In some States and Territories certain employees, such as Local and State Government Employees are not covered by the Act.
Additionally,...
Does a Resignation Need to be in Writing?
Hello and welcome to Episode 219 of the People Powered Business Podcast!
Today we are answering a listeners question “does a resignation need to be in writing?”.
To answer this question we are going to look at how an employee can resign, and what a resignation doesn’t look like. We discuss what to do if the employee won’t put the resignation in writing, and I share my strategies for managing resignations when they arise.
Do you have a question for a future episode of the podcast? Simply email your question to [email protected] or join our Facebook Group and ask your questions there.
An Invitation
Would you like to connect with other like-minded business owners, leaders and managers experiencing similar situations with their team? Join the discussion inside our free Facebook Group – HR Support for Australian -Businesses.
Non-Compete Clauses - Are They Worth It?
Hello and welcome to Episode 218 of the People Powered Business Podcast!
Today I’m posing the question: non-compete clauses in employment contracts – are they worth the paper they are written on?
These are those clauses, often worded in really complex terms, that aim to prevent an employee from working with a competitor, setting up in competition, or taking customers with them when they leave.
They are complex and complicated, and not all that easy to actually uphold, I know as I have first hand experience!
So when should you use them, and what are the things to consider if you’re planning to include them in your employment contracts?
An Invitation
Would you like to connect with other like-minded business owners, leaders and managers experiencing similar situations with their team? Join the discussion inside our free Facebook Group – HR Support for Australian -Businesses.
5 Key Aspects to Effective Onboarding
Do you know the core principles of effectively onboarding your new hire?
Did you know that onboarding effectively can drastically reduce the speed at which your new hire is functioning at full capacity?
This timeframe can be reduced down from the typical 12-18 months down to 2-6 months.
According to SHRM, the first 45 days of employment account for up to 20% of worker turnover while Sapling HR credits poor onboarding experiences as doubling the likelihood of the employee finding another position.
Effective onboarding is critical to engaging your new hire in their new role and for your business or organisation. This can increase the likelihood that your staff will stay on longer and be performing their best sooner rather than later.
According to ClickBoarding, interactive employees who engage in a structured onboarding program are 69% more likely to stay for three years.
There are 5 key elements that a business of any size can implement right now to improve their onboarding...
The Value of the People Around Us in Business with Leanne Faulkner
Hello and welcome to Episode 217 of the People Powered Business Podcast!
Today I am thrilled to be joined by returning guest, Leanne Faulkner from Fortitude at Work to discuss her findings from her recent PHD research on mental health for micro and small business owners.
About Leanne - small business mental health advocate:
Many people in the business community might know Leanne as “the soap lady” or the “goat lady”.
Her youngest son had suffered with eczema from birth and in an effort to ease his discomfort Leanne learned how to make goat’s milk soap as a gentle protective skin care alternative.
In 2004, Billie Goat Soap began.
It was a humble affair initially and started in her kitchen. By 2010 the business had grown to employ over 20 people and sold the products in over 2000 outlets around the country.
Billie Goat Soap was the NSW Business Chamber Business of the Year in 2010 and the Myer Supplier of the Year (general cosmetics) at around the same...
