AbsenceSoft’s Post

https://lnkd.in/gaVMKY9r I stand on the side of the #union as they say no to forced #hybrid work when they have been #remotework well since covid and it's helping with #mentalhealth #workplaceptsd and saving money and carbon emissions. #workfromhome helps the economy by making the bay area workers who are #remotework & #hybrid buy homes in the central valley creating more affordable lifestyle for families and a better ability for #worklifebalance not to mention forced #rto effects #childcare and is just anti #womeninbusiness. We need to start passing laws protecting a workers right to choose modality and protect their overall rights to this type of wage theft. Yes forced return to office or #rto is a way to have a layoff without having a layoff and cheats workers out of unemployment cause they can't afford to go back in person. in person and hybrid cost workers a lot of money. We need to stop this form of #wage theft.

Yes, you can still be eligible for worker’s compensation if you work from home. Here’s what you need to know: ➡️Coverage: Worker’s compensation covers injuries that occur while performing work-related duties, regardless of location. ➡️Work-Related Injuries: To qualify, the injury must arise out of or in the course of your employment. ➡️Employer’s Responsibility: Employers are responsible for ensuring a safe work environment, even for remote workers. If you’ve been injured while working from home, don’t hesitate to explore your rights. At Melinda Griffiths Lawyers, we can help you navigate the worker’s compensation process and ensure you receive the support you deserve. #WorkersCompensation #RemoteWork #KnowYourRights #MelindaGriffithsLawyers #LegalSupport 📞: 0242262640 📧: [email protected] 🌐: https://lnkd.in/gpnZYZrt

Yes, you can still be eligible for worker’s compensation if you work from home. Here’s what you need to know: ➡️Coverage: Worker’s compensation covers injuries that occur while performing work-related duties, regardless of location. ➡️Work-Related Injuries: To qualify, the injury must arise out of or in the course of your employment. ➡️Employer’s Responsibility: Employers are responsible for ensuring a safe work environment, even for remote workers. If you’ve been injured while working from home, don’t hesitate to explore your rights. At Melinda Griffiths Lawyers, we can help you navigate the worker’s compensation process and ensure you receive the support you deserve. #WorkersCompensation #RemoteWork #KnowYourRights #MelindaGriffithsLawyers #LegalSupport 📞: 0242262640 📧: [email protected] 🌐: https://lnkd.in/ghPanVW5

Nearly half (42%) of all workers aged 50-69 report being a carer. It's important to think about people who are carers but also need to work which is something we strive for as a part of our Age-friendly Employer Pledge. As flexible working becomes law, find out how flexible working can help you retain older workers by downloading our flexible working toolkit: https://lnkd.in/eJyKBiwp

"There are eight grounds they [i.e: the employer] could give for refusing a [flexible working] request, relating to impact on the business" - - Extra costs that will damage the business - The work cannot be reorganised among other staff - People cannot be recruited to do the work - Flexible working will affect quality - Flexible working will affect performance - The business will not be able to meet customer demand - There’s a lack of work to do during the proposed working times - The business is planning changes to the workforce Most of these are very subjective, if you ask me ... Unless evidence of the above also has to be provided when refusing a request, nothing really appears to have changed? https://lnkd.in/eSUU-mFF

There are tons of studies and examples that counter the arguments mentioned in this, but also I believe sometimes we look through limited lenses. For instance, if work cannot be reorganized among other staff, ask yourself why? As an employer, should you not have cross-trained? Maybe you had too many specialists and not enough generalists? What's happening is rather than looking for solutions to work together and remedy, people have grounds that justify their poor operations, or lack of innovation and creativity.

It's been a while since I've felt compelled to add comment to the hybrid working debate, however the move late this afternoon from the NSW Government is hugely disappointing. To apply a blanket end to this form of flexibility seems short-sighted and lazy. While I completely understand there is a huge complexity in the ~450K+ workforce, many of whom are front-line, a blanket directive is definitely not the answer. Even the directive itself calls out that flexible working arrangements have benefited the government in attracting and retaining people with carer responsibilities and other commitments outside work. This does not even touch on the benefits from a diversity and inclusion perspective, nor the many other benefits that have been realised over the last few years. I suspect we'll be hearing a lot more about this in the coming days, and the revert back to 2019 - strap yourselves in... #flexiblework

New Feature Alert 🚨 What are your thoughts on the Workplace & and Election year?

At Affordable Staff, our virtual assistant employees are entitled to 12 annual leave days and 12 personal leave days each year. These entitlements are based on the calendar year, and any unused leave is paid out to the employee at the end of the year. Watch the video to learn more about how we support our virtual assistants and ensure their well-being. #Outsourcing #BusinessGrowth #AffordableStaff #VirtualAssistants #ClientSuccess #EmployeeBenefits #LeaveEntitlements #BusinessSolutions #FrequentlyAskedQuestions Lisa Grey, Eva Judge, David Judge, Kasey Murray, Vicki Sawtell, Alissia Dillon

You would think the ACTU has better things to do than advocate for workers to have a “right” to request working from home and employers having the ability to only refuse on reasonable business grounds. I can hear the lawyers cheering the ACTU on with the potential to further line their IR pockets. Don’t get me wrong - working from home can be highly beneficial, but employers are the ones traversing the risks of the business world and should have the right to determine where their employees are most productive in delivering the service they are being paid for - its pretty basic really. If employees disagree with that decision, they have the right to find a more progressive employer. https://lnkd.in/ghSUU62t