Most employment contracts we have seen have a probationary period in it. However, many employers don’t give it much thought, except when they become unhappy with the employee’s performance or general ‘fit’ after they commence work.

There is no requirement to provide a probationary period. In saying that, it is a great tool for employers and their employees to regularly check in with each other, formalise any observed training needs and communicate expectations. They aren’t an excuse to simply fire someone 2 months and 28 days into their employment, with no explanation though. … keep reading

When a long term employee isn’t performing well, it can be a real challenge to manage. Often business owners have developed strong relationships with this employee over their employment. It can be difficult to start a performance management conversation, whether the performance issues started suddenly, or if they’ve become worse over a length of time. Either way, for the sake of your business culture and productivity, and your sanity, it’s best to address the issues as they arise. … keep reading

December is a great time for both preparing for the year ahead and reviewing what we’ve achieved in the year past. You might be familiar with completing an annual employee review, but do you perform an annual business review? Reflecting on what you thought you would do, vs. what you did, especially for your employee practices, provides you with a valuable starting point for improving in 2019.

keep reading

It feels like we’re regularly seeing media releases of companies mistakenly underpaying staff lately. It’s a reflection of the not-so-simple, Modern Award system, that many businesses employ their staff under. Interpreting the terms of the Modern Awards can be challenging, especially for those not well-versed in the language used, or without proper attention to detail. However, there are steps you can take to reduce the likelihood of also inadvertently underpaying your employees.

keep reading