Workplace Relations: Communication & Consultation Processes

In many businesses, there is often so much work to be done there is little time for regular communication and consultation around procedures, processes, changes to the competitive landscape or even feedback on performance.

However, having business leaders communicate and consult with their people not only improves workplace relations, it improves the motivation and performance of individuals and, as a result, leads to a successful, competitive business.

Communication and consultation may be necessary around topics such as:

• changes to employee benefits
• health and safety
• training and development
• performance management
• and many more!

In some cases, communication and consultation are mandatory. The following is an excerpt from the OHS Act, Regulation and Consultation Code of Practice with regards to Communications and Consultation in the workplace.

An employer must consult, in accordance with Division 12  (of the Act - Duty to Consult), with the employees of the employer to enable the employees to contribute to the making of decisions affecting their health, safety and welfare at work.

Consultation under this Division requires; the sharing of relevant information about occupational health, safety and welfare with employees, and that employees be given the opportunity to express their views and to contribute in a timely fashion to the resolution of occupational health, safety and welfare issues at their place of work, and that the views of employees are valued and taken into account by the employer.

As Consultation is legislated for under the Occupational Health & Safety Act 2000, failure to consult will be considered a breach and therefore organisations and individuals can be subject to fines as per the following:-

Maximum penalty:

    (a)  in the case of a corporation (being a previous offender)-750 penalty units, or

    (b)  in the case of a corporation (not being a previous offender)-500 penalty units, or

    (c)  in the case of an individual (being a previous offender)-375 penalty units, or

    (d)  in the case of an individual (not being a previous offender)-250 penalty units.

Each penalty point equals $110.00

Making the time to create a process around communication with your team is imperative but it is often difficult to know where to start or how to go about it.

At HRM Consulting, we assist with creating and putting such procedures into place, ensuring they comply with current legislation as well as assisting with the communication process in the early stages.

For assistance with workplace communication and consultation processes, please contact us.