The Centre for Employment Relations (CER) was established by the DMW Group. The DMW Group is a broadbased HR consulting firm that has been in operation since 1982.
The CER are specialists in the identification and implementation of strategies to develop, improve and empower employees to better performance through:
Effective performance management & Management of terminations;
Improved issues resolution processes;
Employee engagement
Restructuring, cultural change and education and training;
Sound policies and procedure
We also conduct investigations on behalf of organisations who require thorough and confidential investigations into allegations of bullying and harassment, disciplinary matters and the like.
The CER supports the adage “the best relationship is a working one.”
Our focus is on working with both the employee and the employer.
FAIR WORK ACT
DON’T PUT YOUR COMPANY AT RISK BY NOT KNOWING THE BASIC DETAILS
In the Financial Review on Mon 11 Jan 2010, it was reported that the Acting Prime Minister:
- Said that employers should expect a greater union presence in workplaces this year
- Has expressed concern that there could be a rise in the number of industrial disputes this year
- Has ruled out any further interventions on behalf of parties that claim they are worse off under the new awards
Let the Centre for Employment Relations take away the pain by guiding you though the application of the Fair Work Act, NES & Modern Awards without having to spend countless hours trying to get the right answers.
Our Employment Relations Resource Kit will help companies manage the changes and ensure compliance under professional guidance during this further period of change. The resources kit includes:
- Overview Session of the Fair Work Act for Managers
- An Employment Relations workshop for Payroll and HR Practitioners
- Fair Work Act information sessions for employees
- Support to employers in the making of Collective Agreements
- Policies and procedure review
- Contacts of Employment review
- Modern Award User Guide
Support to employers in the development, making and approval of Collective Agreements
The CER can provide assistance to employers in the process of developing the content and the processes of having an enterprise agreement made and approved. We have lots of ideas about the how an EA can be structured and what should and should not be included to achieve positive benefits for both employers and employees.
- Content of agreements (without limiting management capability)
- Agreement Processes (including flowcharts) to ensure correct processes are followed. A number of agreements have been rejected due to the failure of employers to comply with the procedural requirements of the legislation
Policies and Procedures
The Fair Work Act and the National Employment Standards mean that employers should review their policies and procedures and their contracts of employment as changes will be necessary to ensure that these documents are consistent with the new laws. We can assist in the review of policies and procedures and employment contract to ensure that they are sound and consistent with the legislation.
We can also provide low cost templates of policies that can be easily adapted to suit your business
Some Key Issues for 2010
· Correct identification of the Modern Award(s) that will apply to your employees and the changes in conditions and entitlements that arise from the Modern Award.
· The first step in the transition arrangements that apply to Modern Awards take effect on 1 July 2010, along with a general increase in all rates from 1July 2010.
· National Employment Standards apply to all national employers. These standards created new entitlements for employees.
· Unfair Dismissal Laws now cover all employees other than those in the first 6 months (small business) or 12 months of employment. Clear processes need to be followed to ensure that a termination is not deemed to be unfair or harsh.
· Unlawful termination can arise when an employee is dismissed for prohibited grounds. Employees need to understand what is prohibited – eg a temporary absence: but what is temporary?
· Adverse Action is action an employee or potential employee can take against a company. Broad in its application, employers need to understand this concept as damages are uncapped. The Fair Work Act broadens the anti-discrimination regime.
· Unincorporated businesses are now covered by the Fair Work Act.
· Are you contracts of employment, policies and procedures up to date?
