Comments for EIGroup

Comment on The One Certainty in The Employment Market by Andy Klein

Andy Klein — Tue, 07 Sep 2010 15:22:51 +0000

Well said — Given the current economic climate, businesses these days must be vigilant in their efforts to increase and maintain employee engagement across all levels of the organisation. And beyond those working in HR, this especially applies to the frontline managers who have the most direct, day-to-day influence over their people’s engagement levels. HR managers must ensure that they’ve provided the necessary support and training to this group so that they can build employees who are connected and committed to the business.

Comment on OneStopHR by Workplace Law News & Articles

Workplace Law News & Articles — Fri, 27 Aug 2010 02:25:51 +0000

[...] OneStopHR Outsourced Human Resources [...]

Comment on The Psychology of Positive Reinforcement by Andy Klein

Andy Klein — Wed, 25 Aug 2010 20:25:09 +0000

Thanks for the recommendation Simon, might try to track the book down.

Comment on Why Can’t We All Just Get Along? by News & Blog

News & Blog — Tue, 10 Aug 2010 04:19:01 +0000

[...] to be a true claim or not. As discussed in a prior article “Why can’t we all just get along” (http://www.theeigroup.com.au/?p=580), a thorough, unbiased and timely investigation needs to be conducted, regardless of the [...]

Comment on Avoid Public Holiday Roster Nightmare by michael menzies

michael menzies — Fri, 16 Apr 2010 03:47:17 +0000

For business that run over a seven day a week period some times have the honour of paying for the same public holiday twice as was the case this year over Chrismas and now ANZC day.

Its time that the moden awards addressed moden times and not parts of an award from a by gone times.

Most retail business these days do supply goods and services over seven days. In most cases retail engage the services of school age or uni students as labour and get to pay penalty rates to a group of people who can not work at any other time. So why the penalty?

As for the public holidays this gets a whole lot worse.
Our full and part time staff have the day off and the staff who replace them are paid at 3 times the rate.
This means business pay up to 4 times the rate for each hour worked on a public holiday.

If we are to have moden awards, have them to reflect moden times and not the time when everything closed by 12 noon saturday and reopened 8am monday

Comment on Parental Leave: Who Pays and When? by Shane Duffy

Shane Duffy — Thu, 25 Mar 2010 06:02:19 +0000

The obligations for employers are difficult, and I agree with you that small business should not be burdened with the same level of responsibility as that of a larger business when it comes to finding safe work for a pregnant employee. Business operators should never put themselves in a position where they are making a medical assessment on someone’s capacity – that is dangerous territory and should be left to a medical practitioner. When it comes to this, you will be guided by the advice of the employee’s doctor and if the restrictions are put in place they must be abided by. You raise a valid concern in that ultimately an employer’s duty of care comes into play where there are perceived safety concerns with a pregnant employee in the workplace – as this can lead to either a workers compensation claim or OH&S prosecution. If it gets to this point, your duty of care responsibilities dictate that you should send the employee home (on full pay) as there is a perceived risk and request appropriate clearance from their doctor. If this leads to restrictions, the employer is obliged to meet these demands and find safe work or otherwise continue paying the employee to stay at home – up to 6 weeks before birth. There needs to be some consideration for small business in all of this but it is a one size fits all law.

In relation to same sex partnerships, parental leave obligations are the same if one of those parents is involved in the birth – and slightly different in regards to adoption leave.

Comment on Parental Leave: Who Pays and When? by michael menzies

michael menzies — Fri, 19 Mar 2010 01:48:08 +0000

Who in small businees will be quailfied to make such assessment as to safe or unsafe working conditions for a pregnant employee ?
Advice can be taken from a medical practitioner but the ultimate responsiblity will be the employer.
Will the employer at any time be responsible for both the health & welfare of mother & baby up to and beyond the delivery of baby.?
As most employers know the work place only has too be a contributing factor to an injured worker and not the whole source of the injury for the worker to claim compensation.
It seems to me that small business is yet again subjected to another layer of responsility .
It should be sole responsiblity of the medical practitioner and mother to determine the needs of mother & baby in the work place not the employer.
In closing – it concerns me where these entitlements lead to eg same sex partnerships – re parental leave entitlement.