Added by Phil Ammann on October 20, 2012 at 4:25 — No Comments
The current ABS stats on Industrial Action released recently indicate a significant increase in the number of days lost due to the increase instances of Industrial Action.
Whilst stats are open to interpretation from both sides, employers and unions, lets focus more on why Industrial Action takes place.
The main causes can vary, but the biggest cause boils purely down to bad communication. First off lets be clear that the "union" is not the officials standing waving flags,…Continue
Added by Michael Cosgrove on September 10, 2012 at 15:36 — No Comments
So I said to him, ‘From a young age we have been taught it’s OK to poach’.
What do you mean? He said aghast!…
Added by Anne-Marie Orrock on January 28, 2012 at 10:00 — No Comments
You can also often strike the manager with the negative perspective in relationship to the employee performance appraisal process.
After many years of hearing their complaint and peeling away the layers of rationalisation the reason many managers hate the employee performance appraisal process is for a…Continue
This is a question that comes up in various polls, groups and expert Q&A’s on social media boards repeatedly and often. You would think since the Industrial Revolution we would have evolved and managed to understand this fully, and in practice, yet still we have not come so far.
Is it that leaders themselves are ignoring the guide lines and research? Now more than ever, there is a plethora of free information out on the internet to answer this question.
So here we go again…Continue
Added by Anne-Marie Orrock on December 19, 2011 at 9:30 — No Comments
However in light of a recent ruling forcing Telstra to compensate an employee working from home who in 2006, after falling down a flight of stairs in her home, injured her shoulder, is giving employers the nudge to re-think their approach to flexible work practices.
The Administrative Appeal…Continue
Added by Anne-Marie Orrock on December 16, 2011 at 9:30 — No Comments
Added by Anne-Marie Orrock on December 12, 2011 at 9:30 — No Comments
The argument continues and still there is no clear cut answer. Just who has legal ownership over contacts built up in an employees LinkedIn or Facebook account? Is it their personal account or the employers entitlement?
We now see increasing litigation starting to occur between employees and employers over the use of social media in the context of damaging employer reputation and perceived employee misconduct when employees have posted disparaging,…Continue
Added by Anne-Marie Orrock on December 9, 2011 at 9:30 — No Comments
This is gradually changing, yet Australia is…Continue
Added by Anne-Marie Orrock on December 5, 2011 at 9:30 — No Comments
A Code of Conduct is an essential part of any employment relationship. It sets clear, indisputable boundaries of behaviour and expectations, for both the employees and the employer.
To establish a truly sustainable business, you need to not only deliver high standards of service and product to your customers, but you need to also demonstrate behaviours that are consistent with your businesses values and expectations.
Now there is no right or wrong format for a Code of Conduct,…Continue
Added by Michael Cosgrove on November 2, 2011 at 8:29 — No Comments
As I was helping a manager write a job description recently, he leaned over and said, “Wait. There’s one more ‘requirement’ we need to add.” Waiting a beat, he smiled: “Ability to make boss look good.” We both laughed – but we both recognized the truth in what he had said, too.
Added by Michael Brisciana on October 20, 2011 at 12:30 — No Comments
The most contentious point of any negotiation/discussion about wages and conditions linked to productivity is how you measure the productivity changes. It is important for negotiators to be aware that the productivity gains do not necessarily equate to job losses, or loss of current conditions.
With the recent media exposure in regards to agreement outcomes for some major australian industries, it begs the question, is the art of effectively negotiating…Continue
Added by Michael Cosgrove on October 20, 2011 at 9:15 — No Comments
So why are negotiators failing to secure productivity gains during union negotiations? One simple answer, they are unaware that the Good Faith Bargaining door swings both ways.
So lets examine, in brief, a typical negotiation scenario. The union surveys its members for what they want as outcomes to the negotiations. The employer (if properly supported/advised) establishes a negotiation framework. This sets clear boundaries for their negotiators in terms of what productivity…Continue
Added by Michael Cosgrove on September 30, 2011 at 11:04 — No Comments
There seems to be a growing number of instances where HR Consultants/Advisors and Managers are confused about the minimum requirements for the provision of a Right Of Entry Notification under the Fair Work Act, allowing unions to gain access with non-compliant notifications.
There are a number of instances where union officials can exercise their right of entry, the most common being entry to hold discussions with employees who are members of the union under the unions…Continue
With the recent media reports around the rapidly decreasing level of productivity in australian businesses, and employer associations focused on unproductive political lobbying to have the Fair Work Act changed, one question springs to mind. Why are employers so afraid of IFA's?
The intent around the use of IFA's is to allow the employee in essence to not only request, but to have a meaningful discussion around changing certain conditions of employment to facilitate a better…Continue
Added by Michael Cosgrove on September 19, 2011 at 12:42 — No Comments
There are various definitions of workplace bullying, but for those who are uncertain, it can be described simply as “the repeated, less favourable treatment of a person by another or others in the workplace, which may be considered unreasonable and inappropriate workplace practice.”
Now that I’ve got the definition out of the way I’ll scare you a little more.
There would not be a business in Australia that at some stage has not had a workplace bullying incident.
One of the regularly highlighted weaknesses of the Fair Work Act 2009 is the trade unions ability to impose work bans for indefinite periods in pursuit of unsustainable improvements to wages and conditions, without the necessity for any productivity improvements being offered to the employer as an offset.
Unions bargaining around the country continue to reject acceptable wages increases averaging 3-4%. This has been an acceptable and sustainable percentage wage increase across a…Continue
Added by Michael Cosgrove on September 12, 2011 at 14:35 — No Comments
All too often, both employers and employees, think that Performance Management is a disciplinary tool by which to rule over all. Well it isn’t. Yes in some instances Performance Management can, and must, be used to correct inappropriate behavior, or under-performance, but generally it should be seen and used as a way to energize employees, improve productivity, and improve the culture of the workplace.
Now exactly what is Performance Management? Simply put it is an…Continue
Added by Michael Cosgrove on September 8, 2011 at 12:03 — No Comments
Caption: The author's grandfather at work in his shoe repair shop, circa 1986.
A chance encounter with a friendly shoemaker in…Continue
Gaining top talent is not just a matter of building consistent brand images that are reflective of the working reality within the organisation. Successfully attracting and employing top talent is highly correlated to the candidates experiences within the first 90 days after their commencement. It is during this time that the candidate evaluates the consistency of the espoused culture and culture in action. This evaluation is based upon many aspects of the working reality including, welcome…Continue
Added by Pat Sheehan on August 24, 2011 at 16:36 — No Comments