8:09PM | Sunday, 29 August 2010 | By Patrick Stafford sually a business will fire an employee if they have either clearly broken a workplace policy, or have committed a serious crime. However, it is more likely a sacking will occur when a policy has been broken. These can relate to occupational health and safety regulations, sexual harassment or even privacy. You are right to expect a reasonable level of behaviour in your workplace, and if this is not being met, following a number of warnings, you may be able to fire the employee. Some of these grounds could include theft, fraud, violence or the threat of violence and breaching health and safety policies. Also consider policies around information technology and what staff are, or aren’t, allowed to share over corporate networks and the internet. Breaches of policy could include sharing pornography over a network, or giving out other inappropriate material. Monitor the use of social media. Following some recent legal cases there are now grounds to fire staff based on comments made on social media – especially if those comments are made during work. Make sure these policies and procedures are clear, documented and are known to all employees. No staff member should have an excuse if a workplace policy is broken.
8:06PM | Sunday, 29 August 2010 | By Patrick Stafford You should first be absolutely sure the redundancy is necessary for the business to continue. Fair Work will only accept that a redundancy is genuine if you are unable to move the employee to another role or area within the business.
8:05PM | Sunday, 29 August 2010 | By Patrick Stafford Recruitment firms are certainly worth using if you feel they’ll provide you with quality employees you can’t find on your own.
8:03PM | Sunday, 29 August 2010 | By Patrick Stafford If you are employing casual or part-time employees, you will need to contact Fair Work and get advice on what awards will apply to your industry and subsequent pay rates.
8:01PM | Sunday, 29 August 2010 | By Patrick Stafford Make a shortlist of your preferred applicants, and then give them clear instructions, such as your business’s location, what they should bring, who they should ask for and how long the interview will last.
8:59PM | Sunday, 29 August 2010 | By Patrrick Stafford Fixing employment mistakes later down the line will cost you more time and money and could even put your business in jeopardy, so hiring the right people straight away is crucial.
8:58PM | Sunday, 29 August 2010 | By James Thomson You need to strike the right balance between having enough staff to keep the business growing, and keeping the company lean.
8:57PM | Sunday, 29 August 2010 | By Patrick Stafford You know it’s time to hire your first staff member when it’s costing you more not to have them. If you’ve been outsourcing a lot of your work and it’s becoming too expensive, it’s probably time to start hiring someone on a part-time or permanent basis.
8:51PM | Sunday, 29 August 2010 | By Oliver Milman The idea of having little control over part of your business may not appeal to many budding entrepreneurs, but franchising your company could prove lucrative in the right circumstances.
8:50PM | Sunday, 29 August 2010 | By Oliver Milman Like any other kind of business, rolling out of your franchise system may take a bit of trial and error.