Newsletters

2^nd Edition

HRM Consulting – Newsletter July 2009,

Welcome to the July 2009 HRM Consulting Services Newsletter.   In this month’s edition we have provided information regarding:-

-         The initial weeks of the Fair Work Act – 2009,

-         The introduction of our Organisational Compliance Checklist, and

-         Just a Thought – Commentary on ‘Courtesy in the Workplace.’

Before we get started, I thought it prudent to look at the events of the last couple of weeks…

-         The Fair Work Act – 2009 was introduced;

-         Fair Work Australia replaced the Workplace Authority;

-         The Australian Fair Pay Commission (AFPC) decides not increase minimum wages;

-         The Australian Bureau of Statistics (ABS) reports the Unemployment rate increased to 5.8% (in the June period);

Fair Work Act - 2009… effective 1 July 2009, the Fair Work Act became operational and although there were no ‘fireworks’ the effects of this new piece of legislation will be realised in the workplace.

I have been told by colleagues in the legal fraternity, that the new workplace system is not a huge shift from the former, however the Fair Work Act does have a number of sections that are fundamentally different, for example:-

          - Unfair Dismissal provisions,

          - Workplace Rights, such as Freedom of Association and Anti-Discrimination;

          - The inclusion of Termination and Redundancy provisions;

          - The right to request Flexible Working arrangements; and

          - Bargaining in Good Faith;

Furthermore, the 1^st of July ushers in the introduction of Fair Work Australia. This Government body, presented as an independent umpire, will provide advice and assistance with regards to employment terms and conditions in relation to the adherence of the provisions of the Act… as well; Fair Work Australia will assess and decide upon minimum wage decisions.

With the introduction of the Fair Work Act, some employers may be unsure what this means to them… it is important that Managers are aware of and understand the legislative rules with which they employ their staff and thus maintain the employment relationship accordingly.

If Companies have previously negotiated agreements, that were lodged/ratified prior the 1^st July 2009, these agreements and their terms & conditions, will continue until they expire… of course those employed under ITEA’s will have until 31^st December 2009, when these agreements cease to operate.

Organisations employing staff under [relevant] industry Awards should consider what implications the ‘Modern Awards’ will have on their business and maybe even consider whether it’s time to start negotiating their own Enterprise Agreement.

As the Fair Work Act – 2009 has commenced – to ensure you are conducting Workplace Relations accordingly it would be prudent to seek further advice on any concerns you may have, or to understand how best you can operate your business to maintain compliance with the Act.

Organisational Compliance Checklist… to ensure Organisations operate according to relevant Legislation, Regulations and Standards, you are required to have a number of processes and procedures in place.

HRM Consulting has prepared a diagnostic tool (i.e. survey) which asks you (as the responsible manager) to answer, indicating whether you have in place a number of compliance issues, within your organisation.   By selecting the following link, you will be able to access and answer this ‘Organisational Compliance Checklist.

http://www.surveymonkey.com/s.aspx?sm=JmvBhiSJt5m14VufLLvIkg_3d_3d

This survey will take approximately 10 minutes to complete…I therefore ask that you access the above link and answer either YES or NO to each question.  

The sections of the survey are:-

-          Conditions of Employment,

-          Education and Development,

-          Occupational Health & Safety,

-          Workers Compensation/Rehabilitation Program,

-          General Workplace Check.

By answering ‘No’ to any of these questions, you could be in breach of the respective Legislation, Regulations and/or Standards…

To assist you in becoming compliant, HRM Consulting Services will provide you an initial report outlining the areas that require your attention.   We can then devise a program to ensure you soon become compliant.

Just a Thought… I was reading an article recently and its main theme was how courtesy [in the workplace] or the lack of it can cost you, and it made me think how this simple act seems to have diminished from work.   The article goes on to explain a scenario whereby the author was looking to buy a car and how a local dealership seemed disinterested… so obvious was the salesman’s distain that he totally ignored our hero to the point whereby she just left the car yard, and as you guessed it she went elsewhere.

I remember in my youth working in a Retail store, my manager would tell me that those customers walking in the store are $$$ in the register… go out there and greet them, be polite, enquire as their health, and make general conversation.   You don’t want them to feel hassled or hurried…nonetheless, you ensure they’re attended to.   Invariably, I would get the sale and the customer was satisfied with not only the purchase, but the experience as well.

Later in my career, I worked in much larger organisations, who thankfully understood the importance good Customer Service, and often I would here statements such as ‘you don’t get a  second chance to make a first impression’ or ‘if you’re not serving a customer, make sure you serve someone who is.’  

All very good and logical sentiments, after all, courtesy (or the lack of it) could not only affect your sales, but it could also damage your reputation.   Imagine a customer telling 10 friends, who tell their 10 friends [etc…] that the service they received from your business was less than satisfactory.   Soon the word spreads and your sales results plummet!!!

Sometimes you don’t know the customer is dissatisfied, because instead of telling you they ‘re unhappy, they simply leave and find a competitor who is willing to assist them… just as in the case of our hero…she went to another dealership, in another locality, who was only too happy to assist, and you guessed it, she bought the car!

If you would like any further information regarding the information contained within this Newsletter and/or any other HR Matter, please don’t hesitate in contacting us at contact@hrmconsulting.com.au or you can call John direct on 0419 738 735.

Remember at HRM Consulting, we help grow your business through smart solutions for your most valuable resource: your people!