WorkPlacePLUS Investigations Mediation Staff Culture HR IR Change Management Human Resources Employer Employee Relations Bullying Harassment Sexual Misconduct Training Learning Development Claims WHS Fairwork Australia-wide Melbourne Sydney Adelaide Perth Brisbane Darwin Canberra Hobart  VIC NSW QLD WA SA NT ACT TAS

Workplace culture stems from the top. The board are ultimately responsible for setting the strategic direction and the culture of your organisation and the leadership team are responsible for implementing it. Workplace culture directly impacts on employee engagement. Employee engagement represents the level of motivation, satisfaction and connection that an individual has with the organisation. In service industries, measuring staff engagement and assessing the cultural climate is extremely important in achieving client and corporate goals. Attending to the workplace culture should be a regular part of every business or organisation’s risk management plan. A tense, negative or toxic workplace culture puts you and your staff at risk. It can be the breeding ground for costly mistakes, low productivity, high staff turnover, complaints or grievances, and a compliance notice from the Fair Work Ombudsman or your industry regulator. Broadly speaking, there are self-assessing questions that boards should consider on a regular basis. For example: How approachable is our leadership team? Are we modelling the organisational values? Are we listening to our employees? Do we provide our employees with regular feedback, training, recognition and opportunities for improvement? Do we solicit feedback from key stakeholders? Are we fully compliant? It is also advisable that boards receive regular information on various People & Culture metrics, such as staff turnover rate, leave accrual rate, EAP uptake rate, legal/compensation claim metrics and cultural climate metrics. One tool used to measure the cultural climate of an organisation is a workplace cultural review. This is a proactive process designed to understand the values, beliefs, attitudes, and behaviours shared by individuals and teams. Regular cultural reviews can be the catalyst for constructive workplace change and the continuous improvement of workplace relationships, staff engagement, productivity, safety, and performance. Learn more about Workplace Cultural Reviews > The experienced team at WorkPlacePLUS facilitates workplace cultural reviews for organisations and teams in the healthcare, community, and not-for-profit sectors. Our carefully controlled process allows employees to provide crucial feedback in a confidential setting, helping to uncover any trends, patterns or hot spots which may need to be considered. WorkPlacePLUS can support the board and leadership team to work through any opportunities for further action or improvement that were identified by the cultural review. For more information or to book your workplace cultural review, please contact us today.

The term “workplace culture” can sometimes be misunderstood or pigeonholed. For example, some job listings boast of an awesome workplace culture with modern office fittings, social activities for staff and the best coffee machine in Melbourne. Job perks can contribute to employee engagement, but the concept of workplace culture extends a much broader umbrella. Some companies define their workplace culture solely by profitability. Again, this fails to capture the true scope and significance of a “workplace culture”. Culture is defined as the ideas, customs, and social behaviour of a society of people. Your workplace culture is very much like a microcosm of a society. The ideas, work customs, and behaviours of your staff generate the character, feel and functionality of your organisation. Your workplace culture is greatly impacted by: Leadership and communication styles Personality and relationship styles Beliefs, behaviours and attitudes Organisational vision and values Workplace policies and practices It’s important for leadership to be proactive in fostering the workplace culture, rather than letting it evolve without direction or intention. A positive workplace culture drives staff engagement, satisfaction and performance, and attracts talent and clientele. A tense, negative or toxic workplace culture puts you and your staff at risk of costly mistakes, low productivity, high staff turnover, complaints or grievances, which ultimately has a negative impact on your organisation’s performance. Attending to your workplace culture on a regular basis should be a fundamental part of your risk management plan. It can take 3-5 years to create a long-lasting positive change to workplace culture but only a couple of days to ruin it. Leaders who fail to make culture count in their organisation will inevitably face the serious issues associated with a toxic workplace culture. Our advice to employers, directors, executives and HR Managers is to take a holistic approach to achieving your desired organisational culture. This means looking at the whole picture and using a range of tools and strategies. Read Workplace Cultural Reviews > MAKING CULTURE COUNT is a training and development program offered by WorkPlacePLUS, designed to support leaders to proactively and consistently manage their workplace culture, including how to identify and mitigate the risks of a toxic workplace. This program includes best practice tools for managing workplace conflict and fostering long term cultural change. Read Programs for leaders + teams > For more information, please contact us today.

The end of financial year and the end of calendar year are optimal times to review your HR systems and processes to ensure you are paying your staff correctly. This can include checking new pay rates and superannuation requirements, reviewing employment contracts and agreements, and auditing your payroll transactions. Please note, the Fair Work Commission (FWC) has announced: ➤ the National Minimum Wage will be increased to $882.80 per week or $23.23 per hour ➤ a 5.75% increase to minimum award wages. The increases apply from the first full pay period starting on or after 1 July 2023. The new pay rates for awards will be released by the FWC from 1 July, 2023. To receive your new 2023 pay guide, please ensure you are subscribed to the WorkPlacePLUS newsletter. Click here to subscribe > A few other reminders: ➤ From 6 June 2023, under the Secure Jobs Better Pay Act there are changes related to: requesting flexible working arrangements extending unpaid parental leave agreement-making bargaining ➤ From 6 June 2023, direct care and some senior food services employees in the aged care sector will receive a 15% wage increase. ➤ From 1 July 2023, the Paid Parental Leave scheme is changing. ➤ From 1 July 2023 the superannuation guarantee rate will increase from 10.5% to 11%. Employees must be paid at least their minimum pay rates and entitlements. For more information, please contact us today.

Workplace misconduct is a critical issue in Australia workplaces. From the Respect at Work and Set the Standard reports, to current media reports of workplace bullying and sexual harassment, the message is clear: It’s crucial that employers closely examine their workplace culture and implement effective measures to prevent and address serious incidents in the workplace. The Set the Standards report recommends that five key elements should be considered in order to foster a respectful workplace. These can be summarised as: Committed, accountable leadership Gender diversity, equality and inclusion Consistent HR policies and processes including a code of conduct and ethics Independent, unbiased systems of reporting and investigating incidents Proactive risk mitigation to protect staff health, safety and wellbeing In January 2021, Safe Work Australia released national guidance materials on preventing workplace sexual harassment. These resources support employers to meet their WHS duties with practical steps to manage the risks of sexual, violence and aggression in the workplace, including gendered violence, as well as information on how to provide support and a safe environment for workers affected by domestic and family violence. The two overall keys to preventing serious workplace incidents are: Reviewing the workplace systems and culture to identify the hazards and risks, and Ensuring effective control measures. There are many potential control measures that can be considered. According to Safe Work Australia, these can be narrowed down to: Physical work environment and security Safe work systems and procedures Workplace policies, including a code of conduct and ethics Considering and preventing third-party harassment and risks outside the workplace Addressing unwanted, offensive or inappropriate behaviour early Encouraging the reporting of sexual harassment Information, instruction, training and supervision Ongoing risk management by reviewing the control measures The four overall keys to responding to serious workplace incidents are: Following the organisation’s process for managing complaints, which should include being respectful, taking matters seriously and practicing procedural fairness Following the organisation’s disciplinary process where appropriate Providing support e.g. access to an employee assistance program Ongoing risk management by reviewing the control measures Serious workplace incidents should always take urgent priority for a manager or supervisor. Unfortunately, not all employers can afford to redirect their leadership staff away from their day-to-day operations. WorkPlacePLUS supports organisations to prevent and respond to serious workplace incidents, with services such as tools for resolving workplace conflict, Respect@Work risk assessments, training and development programs and more. For more information, please contact us today.

In the current climate of the pandemic, some healthcare and community care employers are facing workforce shortages and finding it difficult to attract and retain staff. Small business and private practice owners in particular are struggling to compete with the salaries and incentives offered by larger organisations. Food for thought: As an employment incentive, employers can consider offering paid maternity and parental leave. It is important that employers are aware of their obligations regarding maternity and parental leave. The minimum legal requirement under the Fair Work Act is that employees (including long-term casuals) who have worked with their employer for more than 12 months can take unpaid parental leave when they or their partner give birth or adopt a child. They can also request up to a total of 24 months of unpaid parental leave. This minimum legal requirement includes a guarantee that the employee can return to their job after they complete their leave. However, employers can choose to take best practice initiatives, above and beyond their minimum legal requirements. For example, providing a period of employer-funded paid parental leave can assist employees who are pregnant, on parental leave or returning to work. This type of best practice initiative can also help attract and retain new employees who may be considering or planning to start a family. According to the Australian Government’s Workplace Gender Equality Agency (WGEA), the positive outcomes of paid parental leave span beyond attracting and retaining skilled workers. For example, the WGEA reports that “the availability of paid parental leave for each parent fosters an equal division of unpaid care and improves family work-life balance.”1 This could be an important consideration for employers who are endeavouring to foster and maintain a mentally healthy workplace. It is important to have a workplace policy that outlines your approach to parental leave and the employer and employee obligations. Your parental leave policy should include detailed information on the following considerations: the employee’s leave entitlements, including unpaid parental leave, government funded paid parental leave and any employer-funded benefits the employee’s requirements on giving notice the transition arrangements for taking leave and returning to work the communication process for keeping in touch during the leave period the options for flexible working arrangements Paid parental leave is one example of a wide range of best practice initiatives and employee incentives which can be provided at the employer’s discretion. For tailored advice on your employer obligations and best practice initiatives to attract and retain staff, please contact us today.

Compliance alert for employers It is important to ensure that you are paying your employees the correct entitlements, including the correct superannuation contributions. With the commencement of certain legislative changes this new financial year, now is the time to review your obligations regarding compulsory superannuation payments as a matter of priority. Super Guarantee Increase The super guarantee refers to the proportion of wages that employers must contribute to their workers' retirement savings. The minimum super guarantee is calculated as a percentage of each eligible employee’s ordinary-time earnings to a complying super fund or retirement savings account. The super guarantee is legislated to increase half a per cent a year before reaching a final value of 12% by 2025. From 1 July 2022, employers need to ensure that they calculate the minimum super guarantee for their employees at 10.50 %. To learn more about Key super rates and thresholds, visit the ATO website > Minimum Threshold Removal The scope of people who are eligible to earn be paid super has now increased. Prior to 1 July 2022, people who earned less than $450 per month from the one employer were not entitled to receive the super guarantee. Now, in accordance with the Treasury Laws Amendment (Enhancing Superannuation Outcomes For Australians and Helping Australian Businesses Invest) Act, employers are required to make super guarantee contributions to their eligible employee's super fund regardless of how much the employee is paid. Employees must still satisfy other super guarantee eligibility requirements. The removal of the $450 minimum threshold particularly impacts employers of casual or part-time employees. Employers should review and update their payroll and accounting systems to ensure their employees’ super guarantee entitlements are calculated correctly. Stapled Super Funds for Employers From 1 November 2021, if you have new employees start and they don't choose a super fund, you may have an extra step to take to comply with choice of fund rules. You may need to request their ‘stapled super fund’ details from the ATO. To learn more about Stapled super funds for employers, visit the ATO website > For more information and tailored support, please contact us today.

WorkPlacePLUS acknowledges the devastating impact of the current floods on communities and workplaces, including businesses, not-for-profit organisations, health practices and community care facilities. We are here for you. WorkPlacePLUS is currently offering a free initial half hour of HR support to healthcare, not-for-profit and social service employers who are facing a range of practical and emotional challenges associated with this extreme natural disaster. Flood affected businesses, practices or organisations can access free HR advice by calling Anna during business hours (AEST) on (03) 9492 0958. WorkPlacePLUS is available to talk things through and offer practical support with immediate HR issues such as employer obligations during an emergency, staff leave entitlements, rostering and payroll, business operations, accessing flood relief and recovery and coordinating emergency approval applications for residential aged care. Employers or managers who are struggling with stress, fatigue and/or grief may need extra support. Employee welfare and wellbeing is of crucial importance during this challenging time. Learn about our Employee Assistance Program. For more information and support, please contact us today.

3 key actions for employers As we continue to live and work alongside COVID-19, the onus is on employers to keep up with frequent changes public health orders and endeavour to maintain a safe workplace in compliance with current laws and regulations. Each time COVIDSafe requirements change in your jurisdiction or industry, there are 3 key steps every employer should take as an initial measure: 1. Read the current public health orders in your jurisdiction. Public health directions differ between each state and territory and for different businesses or industries, so it is important to review the directions that apply to your workplace on a regular basis. You can find all the relevant links to COVID-related workplace legislation and public health orders here > 2. Review your workplace plans, policies and processes. Having the right policies, procedures and systems in place is key to effectively meeting your employer obligations and strategically managing your exposure to risk. Read about Your Essential HR Toolkit > It is important for the board and the director and/or employer to conduct risk assessments to identify the key business risks, assess their probability of occurrence, and rate these risks. For a business with a high reliance and dependency on staff, Human Resources will be a key business risk and most employers would have a range of policies, procedures and systems in place. Employers may also bring in a consultant with subject matter expertise to ensure that they have adequate and effective internal controls. To ensure the effectiveness of the relevant internal controls, staff need to be aware and regularly trained on the respective of policies, procedures and systems. 3. Clearly communicate your expectations and requirements with your staff. It is very important to communicate both verbally and in writing any new compliance requirements with your staff. As the employer or duty holder, you are responsible for ensuring that your communication plan is effective i.e. that your messaging has been received and understood. Always provide ample opportunity for your staff to ask questions, give feedback or voice their concerns. Make sure that all written communications are kept for your records. COVID-related workplace requirements can be challenging for some managers and supervisors. Support is available, learn more > WorkPlacePLUS offers tailored workplace support for complex HR matters. For more information, please contact us today.

The 3 Arms of Conflict Resolution The phrase “toxic workplace culture” continues to emerge in current affairs. It is always concerning to see cases where Directors and Management have allowed workplace issues to escalate to the point where their “toxic” workplace culture makes headlines. The key to dealing appropriately with conflict or grievances in the workplace is to address the issues immediately rather than do nothing and hope it resolves itself. To accomplish this, leaders and managers need the emotional intelligence and communication skills to recognise that something isn’t right and try to find out what’s going on. Unfortunately, managers and supervisors are often ill-equipped to handle conflict in the workplace. Sometimes the manager or supervisor may be seen as having a bias. In these cases, it is best practice for the employer to seek independent assistance to investigate the possible issues. There are three main phases of conflict resolution in the workplace: 1. Investigation When an employer receives a verbal or written complaint, for example an allegation of bullying or harassment, they are obliged to investigate the issue to determine what actually happened and whether a breach has occurred. An independent workplace investigator brings unbiased investigative expertise and can recommend a plan for continuous improvement. 2. Mediation / Intervention / Group Facilitation Mediation creates a safe space for people to delve into the deeper issues and navigate towards a resolution. An experienced mediator is able to identify where relationships have an undercurrent, or when particular issues need to be discussed. Group facilitation is particularly useful when there are issues or underlying conflict within a team of employees. 3. Communication, Training & Development This third phase of conflict resolution is essential for creating a sustainable culture shift within your organisation. Effective communication and management skills can be learned and developed with the proper tools and training. In addition to improving their communication skills, managers need to stay up to date with legal requirements around handling grievances, discrimination, bullying and harassment and creating a safe working environment. All employees should receive regular training on organisational values and appropriate workplace conduct. WorkPlacePLUS has a qualified team of consultants with extensive experience in conducting unbiased evidence based workplace investigations. To help you resolve complex workplace issues, WorkPlacePLUS provides mediation services with a commitment to continuous improvement and strengthening teams. Our skilled mediators are certified to perform court-mandated mediation under the National Mediation Accreditation System. For more information, please contact us today.

WorkPlacePLUS is very pleased to announce our appointment to Brimbank City Council’s Panel of Mediators. Brimbank City Council governs a vibrant multicultural community in North Western Melbourne. The purpose of the Council’s Panel of Mediators is to assist with the resolution of disputes between Councillors that relate to alleged contraventions of the Councillors’ Code of Conduct. The Councillors’ Code of Conduct was reviewed and adopted by Brimbank City Council on 16th April 2019. This Code of Conduct goes beyond what is required by legislation, reflecting Councils’ commitment to respect, integrity, constructive teamwork, open communication and striving for excellence. WorkPlacePLUS was approached by Brimbank City Council to join the Panel of Mediators because of our experience in dispute resolution within local government. WorkPlacePLUS provides mediation and conflict resolution services with a commitment to continuous improvement and strengthening teams. Our experienced HR consultants are certified to perform court-mandated mediation under the National Mediation Accreditation System. Brimbank Councillors strive to the high standards of good governance that the Brimbank community expects and deserves. WorkPlacePLUS looks forward to supporting Brimbank City Council in their commitment to fair, respectful conflict resolution. For more information, please contact us today.

WorkPlacePLUS is committed to supporting Australia’s healthcare, aged care, NFP and community sectors. We partner with industry associations to provide members with best practice workplace relations advice and support. We are thrilled to announce our new partnership with the Australian Association of Psychologists Inc (AAPi)! AAPi is a values-driven peak body for psychologists that aims to promote the rich diversity of psychological practice in Australia. AAPi membership aims to advance the psychology profession with knowledge and education, and to achieve progress and respect for all psychologists. AAPi members now receive special member entitlements with WorkPlacePLUS, including a free initial phone consultation on HR issues affecting individual members or their psychology practice. Learn more > For more information, please contact us today.

Do you know how to spot bullying in your workplace? Workplace bullying is defined as persistent and repeated negative behaviour directed towards another person or persons in the workplace, that creates a risk to health and safety. Signs of bullying in the workplace: Repeated teasing or hurtful remarks. Sexual harassment such as unwelcome touching, sexually explicit comments and unwelcome sexual requests. Intimidation or psychological harassment such as mind games, gaslighting or ganging up on someone. Excluding someone from participating in work activities, or deliberately changing that person’s work schedule to make it difficult for them. Giving someone impossible jobs that can't be reasonable fulfilled, deliberately holding back information they need for getting their work done, or giving them pointless tasks that have nothing to do with their job. Pushing, shoving, tripping or grabbing someone in the workplace. Attacking or threatening a person or people with any object that can be used as a weapon. Initiation or hazing, where a person is made to do something humiliating or inappropriate in order to be accepted as part of the team. Not Bullying: Differences of opinion. Reasonable allocation of work. Reasonable restructuring of teams or timetables. Reasonable management action to direct and control the way work is carried out. Performance management and giving feedback. Reasonable disciplinary action carried out in a reasonable manner. A single incident of unreasonable behaviour is not considered to be bullying, but should not be ignored as it may have the potential to escalate. A supervisor managing poor performance, take disciplinary action, and direct and control the way work is carried out. Reasonable management action that’s carried out in a reasonable way is not bullying. Regular training programs play an important role in educating your staff on respect, responsibility and appropriate workplace conduct. Don’t assume that your managers and teams are aware of the most current policies, procedures and support resources in your workplace. Employees need to be able to discuss different types of behaviours in a safe, educational setting, and they also need understand their options for voicing a concern or lodging a complaint. For more information, please contact us today.