This year, we have seen an increase in the number of disciplinary matters we have helped our clients navigate, particularly at the serious misconduct level. It’s an ugly space to work in and even uglier for our clients as they work through a good faith process to address the incident(s).

Yes, there are some angry employees (and employers) out there. But in my experience, there should be very few reasons why matters would get to the serious misconduct level as the warning signs often show up earlier. You just need to know what to look out for.
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Autumn is most definitely upon us with cooler weather and the trees starting to turn into those brilliant colours we love.

On the HR front, it’s time to think about updating wages for anyone who is on or close to the minimum wage. This applies equally to both waged and salaried employees.
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This year we have had several clients acquiring or selling businesses, and we thought it’s timely to revisit one of our most popular newsletter articles (which dates back a few years to 2015 but happens to still be relevant today). It takes important consideration of the ‘human’ side of buying or selling a business. We have given the article a refresh and hope you enjoy it.
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I love the sense of optimism that a new year brings and it’s already shaping up to be a growth year for our clients. We are also saying goodbye to some of our clients as they hand their businesses on to new owners and welcoming some of the new owners onboard as clients. In this newsletter we cover key legislative changes and an HR action plan for the new year.
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Some important legislation changes have been introduced recently, and there are more coming up soon. So, we have put together a practical overview for you. If you would like more information or need help in any of these areas, please give us a call or drop us an email.
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The HR manager’s dream is for every hire to be a success story. One where both the employee’s and employer’s experiences are positive and productive throughout the employment relationship.
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Don’t ignore the red flags

Let’s face it – we’ve all probably hired an employee, ignoring the red flags because we either want to give the candidate the benefit of the doubt or we are desperate for staff. I know I have done this in years gone by.
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There is nothing wrong with hiring a casual employee. They are great when you need a “temporary” solution. And that’s the way to look at them – as temps to fill a short-term gap.

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Sounds like a riddle? Welcome to the Covid world of 2022!

We have been asked about a particular scenario several times recently, so we thought we would share the scenario, and our opinion on how to manage it, with you.
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