Human resources and employment relations can be a minefield for employers. Here are a selection of questions we’re asked often.
If you have a specific enquiry do get in touch with us.
The best way to assess this is to compare your pay and benefits against what is being reported in valid remuneration surveys, or by commissioning a local pay survey that is carried out on your behalf so that you can compare your rates with what other companies are paying for similar roles locally.
Contact Grow HR for help with obtaining market pay data and developing sound remuneration practices for your business.
Providing clear expectations and regular quality feedback are key to managing and developing employee performance. Where despite best efforts you still have performance concerns more formal procedures may be required.
Contact Grow HR for help with setting performance expectations, coaching techniques for giving quality feedback or progressing performance concerns to more formal action.
The test for this is whether the day would have otherwise been a working day. If the answer is yes then the staff member should be paid. If you are unsure or do not know how much should be paid contact Grow HR.
Reference checks can provide many insights into your candidates previous work experience and performance and their skill levels. We recommend that you ask a variety of questions about performance and behaviours and also questions that check information you have been provided at interview.
For a reference questionnaire, or independent reference checking support contact Grow HR
As a minimum you are required to have an employment agreement in place for all employees which amongst minimum requirements includes a description of duties to be performed. As this description is the basis for setting role expectations our recommendation is that you use well developed position descriptions rather than a list of tasks.
For position descriptions and employment agreement templates that are tailored to your business or organisation and which afford the best possible business protections Contact Grow HR
All employers can employ new employees on a trial period of up to 90 calendar days.
What is a trial period?
As part of an employment agreement, an employer and employee can enter into a written agreement that, for the specified and agreed number of days but no more than 90 calendar days, the employer can dismiss the employee without the employee being able to take a personal grievance for reasons of unjustified dismissal.
Since 1 April 2009, employers must provide employees with paid rest breaks and unpaid meal breaks.
There are two reasons for employers to be interested in providing breaks:
To promote morale and productivity
To prevent an accumulation of fatigue causing harm
Trainees are employees aged 20 years or over who are required by their employment agreement to undertake at least 60 credits a year in an industry training programme, in order to become qualified for the occupation to which their employment agreement relates.
Flexible working arrangements incorporate a wide variety of working practices. It doesn't just mean being able to work part-time rather than full-time or being able to change shifts. The options available are entirely up to you and your employer