Small Business HR Support

Did you know? Many HR policies simply restate legal requirements. While this is important, it's not enough to truly add value to your business. A well-crafted HR policy is more than a legal checklist—it's a strategic tool that guides your decisions in people management and employment arrangements. Key Takeaway: Tailor your HR policies to reflect your business's unique needs and values. This ensures consistency, helps delegate responsibilities effectively, and aligns your team with your organisational goals. Get our free HR Policies for Small Businesses Checklist here: https://lnkd.in/gdfJQ9AZ #HRManagement #SmallBusinessTips #EmployeeEngagement #BusinessStrategy

While HR policies set the stage, it's the detailed rules and guidelines that ensure smooth implementation. Clearly outlining expectations and standards for employees is crucial. For instance, provide specific guidelines for annual leave applications and requirements for sick leave evidence. In areas like flexible work arrangements, where 'flexibility' can be interpreted in many ways, defining clear parameters is essential. This approach not only promotes clarity but also empowers employees to understand how their actions align with your organisational objectives. For help developing the HR policies for your business, get in touch with me today > https://lnkd.in/ggFnpZSv #HRPolicies #HRSupport #SmallBusinessConsultant

“In a business of our size, having an HR person may not be deemed necessary. Working with Marlissa, however, has proven to be an ideal fit for us—it's a solution that aligns seamlessly with our needs. This compatibility is why we continue our collaboration. Marlissa is always on call, even if several months pass before I request her assistance. When we do engage in our substantial three-week projects, such as reviewing contracts or awards, the flexibility she offers is invaluable.” - Matt Dorhauer, Litecorp

On 1 March 2020, the Fair Work Commission introduced new annualised salary provisions into various Modern Awards. These changes aim to address concerns about the reliability of annualised salary arrangements, particularly in preventing employee underpayment. Under these updates: • Employers must provide written notification to employees detailing the total annualised salary, specified entitlements, and the calculation method. • The total annualised salary must meet or exceed what employees would earn if paid individually for each entitlement under the Modern Award, including overtime and penalty rates. • Employers are obligated to conduct a 12-month audit comparing the annualised salary paid to the amount due under the Modern Award, rectifying any shortfalls within 14 days. Stay informed and ensure compliance with these essential updates. For more insights on meeting these requirements, check out my latest article: https://lnkd.in/gDA566dT

Facing challenges related to people? Starting a new venture and seeking guidance on employment and HR processes? Or perhaps you require aid with recruitment and selection? Look no further. I specialise in comprehensive HR management and am here to assist you every step of the way. Don't let HR concerns overwhelm you. With Small Business HR Support, you can access the HR support you need, when you need it. Get in touch today! #HRSupport #SmallBusiness #HRProccesses #HRManagement #EmploymentPractices

Consider your HR policy as a vital guide for decision-making across your business. It not only defines the principles and values guiding HR decisions but also ensures consistency - crucial for managers and supervisors as your business expands. As your business grows, these documented policies become essential, maintaining a standardised approach that aligns decisions with your business’s mission and strategy. This fosters a fair and cohesive working environment, making it an invaluable investment in the stability and reliability of your evolving organisation. Ready to strengthen your HR framework? Reach out to me today to get started > https://lnkd.in/ggFnpZSv

“Marlissa consistently delivers on the aspects I value, particularly in terms of timeliness and thoroughness. Marlissa's ability to process information is impressive. Whether I send her a single sentence or a more extensive text message, she quickly grasps the content, knows what actions to take, and efficiently navigates systems to find answers. Her ability to investigate and promptly relay information back to me is unparalleled. It's truly hard to imagine a better response time. Importantly, Marlissa doesn't merely read out requirements or demand detailed specifications. She engages in a way that goes beyond, understanding the nuances of the situation and working collaboratively with me. This level of comprehension and cooperation genuinely makes the entire process remarkably easy and effective.” - Matt Dorhauer, Litecorp #BusinessConsultant #SmallBusinessHR #SmallBusinessAU #HRProfessional

Annualising salaries for employees covered by awards has long been a practice that provides predictability and simplifies administration. However, changes by the Fair Work Commission over the last few years have introduced new complexities and compliance requirements that employers must navigate. It's crucial to understand these changes to ensure compliance. In my latest article, I explore the benefits and downsides of annualising salaries, the specific requirements employers must meet, and the importance of maintaining accurate records and performing annual reconciliations. Check it out here: https://lnkd.in/gDA566dT #AnnualisingSalaries #NewBlog #HRSupport #SmallBusinessHRSupport #BusinessConsultant #AustraliaSmallBusiness

It's surprising how many conversations I've had on this exact topic—are employment contracts necessary? What should they include? What happens if I don’t have them? Let's clear the air: Employment contracts are far more than paperwork. They're essential for both employers and employees alike. These documents provide the backbone of clarity and structure in the workplace. They define roles, responsibilities, compensation, and benefits, significantly reducing misunderstandings and disputes. Legally, contracts ensure compliance with labour laws and safeguard both parties in case of disagreements or terminations. Operating without a contract leaves businesses vulnerable to potential legal and financial risks. It's an investment in stability and professionalism, demonstrating a commitment to fair treatment and transparent communication within your team. In today's competitive environment, robust employment contracts aren't just a box to tick—they're a proactive step towards safeguarding your business and nurturing a positive workplace culture. #EmploymentContracts #SmallBusiness #SmallBusinessHRSupport

Even the most thoughtfully crafted policies are ineffective if they're buried in a digital abyss. Ensure that your HR policy document is accessible to all of your employees. Communication is key, so make sure that your employees not only have access to the document but also understand its contents. Consider using user-friendly language (keeping the legal jargon to a minimum) and providing real-world examples to make it easier to interpret. #SmallBusinessHR #HRPolicies #CommunicationisKey #HRConsultant