Legal Latest
Ashridge in the UK have criticised HR professionals for not supporting older workers enough. Do you, like these HR folk, focus just on how to help them retire (and maybe how quickly)? Or have you realised that many of them have potential and want to continue to grow?
I am often asked by clients how they can reward staff for good work without it costing them heaps. Sure, there are incentive plans linking bonuses to performance - but there are many small ways you can give a reward and these can be more timely.
The new H&S law takes effect from 1 April. If you don't have a system in place or it hasn't been reviewed for a while, now would be a very good time to sort it. You may need a simple system or help with the hazards.
Read this if you are concerned about an employee stealing and using your customer database against you. Tex Onsite have just been awarded some $110,000 against a previous employee who stole customer information and broke a non-solicitation clause.
The Employment Standards Legislation is on its way through, with only a few amendments of note. You can expect it to be applicable from 4 April. So employment agreements signed from then on must meet the new standards. Employment agreements you already have in existence will need updating within 12 months. So what are some of the main implications for you?
Minimum wage rates will increase to $15.25 from 1 April (and training rates from $11.80 to $12.20). This is a 3.5% increase in times where inflation is down at 0.1%.
In just over 2 weeks this law takes effect. For those who have an effective system already in place the changes needed are relatively minor, unless you work in a more complex environment with numerous organisations on site. If you have not yet done so, you should really make them now - probably as part of an annual review of the system.
Minimum Wage for salary-earners – practical compliance with the law
I had a meeting with a client a few weeks ago. I am sure you will be able to identify with this client. He was telling me that the company he worked for as a Senior Manager had given the directive that they couldn’t afford to give any employees salary increases. So, he wanted to brain storm what on earth to do for employees, specifically ones who have worked hard all year. His biggest fear was that employees might start to look elsewhere because of this situation.
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