The Drug Detection Agency in NZ conducted over 100,000 tests on jobseekers and employees in 2014. Almost 6% of tests came back positive (despite improvements in the construction and forestry industries). And Cannabis was responsible for 83% of the positive results.
Over 430,000 New Zealanders fit the description of a carer and some 90% of them are aged between 18 and 65, with the majority working full or part-time. Such workers may battle to maintain full hours but will repay, in bucket-loads of loyalty, an organisation that helps them meet their caring responsibilities.
A Working Mum's Research survey in the US has concluded that those who are happy with their work-life benefits are 21% more productive and 33% more likely to stay with their employer. Whatever the real %s, this is fairly conclusive evidence that work-life benefits do lead to better productivity.
I have come across some clear trends in companies that want to make a difference in managing their staff performance. Over the last 4 years the extent of focus on career planning; on planned development and in tracking performance have all doubled, while incidences of meaningful feedback have trebled.
Advance warning! The government is going to introduce changes to what you can/can't put in an employment agreement. Expect:
I've recently had a couple of clients where CCTV has played an important role in determining whether or not an employee lost their job. But this process has reminded me that there are a number of very clear legal rules around how such surveillance may be carried out.
The British Journal of Sports Medicine has identified further evidence that prolonged sitting or standing in stationary positions is increasing the risk of heart disease and diabetes (at least). They say there has been an alarming decrease in the amount of mild activity people undertake. So guidance is to encourage staff to spend at least two hours of every day moving around or changing positions. It's a bit like the need to take micro-pauses to avoid RSI.
In my experience of recruiting it is absolutely essential to have a thorough and robust recruitment process. However, once you have found the right candidate how do you make sure they join the team successfully?
It seems that I am finding an increasing number of situations where an employee gives short notice when they resign. And increasingly companies have a clause in their contracts that means an amount equal to the value of the short notice can be deducted from final pay. Unfortunately the Courts do not agree. A recent case has been referred to the Employment Court and they have been quite definite about this not being enforceable unless the amount to be deducted is a "genuine pre-estimate of damages". There has to be an expected actual financial loss to the company as a result of the notice being short.
Allow me to blow my own trumpet - at least this one time! When I spoke to the Select Committee on behalf of small businesses I asked for one thing to be changed from the Bill to the Law. I requested that they provide an exemption for businesses under 20 employees from the requirement to allow a H&S representative or Committee if they are asked. This they have done - except for high-risk industries.
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