Employment law covers myriad practices and interpretations, statutes, rulings, legislation, as well as federal and state laws. Companies, regardless of size, are expected to be not only updated regarding these prevailing labor laws but also fully compliant. This is by no means an easy task. Some organizations have an in-house legal department or an in-house team of lawyers and assistants to handle all their workplace law concerns. Smaller companies, however, typically don’t have a legal department. That’s why for most of these companies, hiring a human resources service provider that can provide them with a team of experts on laws regarding employment.
Sunday 26 February 2012
Monday 20 February 2012
Handling an Enterprise Agreement
Some of the benefits of an Enterprise Agreement, also referred to as enterprise bargaining agreement, include stability for your business. An EA can help you have stable workplace conditions and wages set for even up to four years. An EA can also help you provide more work and career opportunities for your employees; and also, an EA can help you provide a range of non-monetary and monetary benefits.
At the same time, an enterprise bargaining agreement should be flexible enough to help you and your employees arrive at a win-win agreement that lets you achieve your operational requirements and lets your employees achieve some measure of their work/life requirements.
Friday 17 February 2012
HR Summit 2012 SYDNEY
Celebrating 10 Years - HR Summit 2012
Sydney 28-29 March
Join Us at the national HR summit!
Register online now for the conference sessions and industry expo.
Event: National HR Summit Sydney
Dates: 28-29 March
Venue: Crystal Palace, Luna Park Sydney
Time: 9am-6pm 28 March (free drinks from 5pm)
9am-3pm 29 March
The National HR summit 2012 is the leading conference for hr industry professionals. Get your Expo Passport stamped at our booth and you may win a brand new Suzuki Alto!
Register online now at www.hrsummit.com.au
or you can access the announcement on EI, www.theeigroup.com.au
Tuesday 14 February 2012
Effectively Navigating Laws Affecting Employment Relations
Employee relations, sometimes also called industrial relations, addresses the need to successfully balance corporate management with taking care of employee needs to gain commitment and optimum performance which would in the end be beneficial to both employer and employee.
This field involves many issues and a number of laws and procedures that can be quite complex and thus requires expertise, education and experience. To effectively navigate laws affecting employment relations, you need to understand that there are three main parties involved in these issues: your company, your employees and their trade unions or representatives and the state or federal government through existing laws and the tribunals where complaints or suits are heard.
Their interactions, conflicts and resolutions, often in issues such as collective bargaining or enterprise agreement, carer’s leave, personal leaves, annual leaves and parental leaves, termination of employment, redundancy, maximum hours, among others is what industrial relations is all about.
This field involves many issues and a number of laws and procedures that can be quite complex and thus requires expertise, education and experience. To effectively navigate laws affecting employment relations, you need to understand that there are three main parties involved in these issues: your company, your employees and their trade unions or representatives and the state or federal government through existing laws and the tribunals where complaints or suits are heard.
Their interactions, conflicts and resolutions, often in issues such as collective bargaining or enterprise agreement, carer’s leave, personal leaves, annual leaves and parental leaves, termination of employment, redundancy, maximum hours, among others is what industrial relations is all about.
Outsourcing Staff Administration
Staff administration, also often interchanged with the term human resources administration, is one of the main services provided by human resources consulting firms. This usually includes the tasks and responsibilities handled by the human resources department which is typically composed of a team of HR specialists and headed by the HR director.
The tasks and responsibilities often include rostering, workers’ comp, administering payments for the staff, employee self service, comprehensive wages reporting, online payslips, online employee dashboard, time and attendance system, and superannuation; all of which are under payroll services. Other tasks and responsibilities under human resources administration are HR core fields like mergers and acquisitions, representation and advice on employment laws, human capital, health, benefits and retirement and communication. Human capital covers recruiting, inducting and onboarding new employees, training, rewards and incentive programs, migration processing and advice when hiring employees from abroad and management. Most human resource services providers also offer advice and assistance on HR management and strategy and also on compliance.
The tasks and responsibilities often include rostering, workers’ comp, administering payments for the staff, employee self service, comprehensive wages reporting, online payslips, online employee dashboard, time and attendance system, and superannuation; all of which are under payroll services. Other tasks and responsibilities under human resources administration are HR core fields like mergers and acquisitions, representation and advice on employment laws, human capital, health, benefits and retirement and communication. Human capital covers recruiting, inducting and onboarding new employees, training, rewards and incentive programs, migration processing and advice when hiring employees from abroad and management. Most human resource services providers also offer advice and assistance on HR management and strategy and also on compliance.
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