HR For Small Business For Dummies - Australia
Format: PDF / Kindle (mobi) / ePub
The Australian small business owner's guide to making human resources easy
More than 87 percent of Australian workplaces are small businesses employing fewer than 20 people. These small business owners know their markets, know their customers, and know how to make their small business run. What they may not know is the "people stuff." HR for Small Business For Dummies, Australian Edition, explains the simple ins and outs of human resources for businesses too small to have a dedicated HR staff. When it comes to the daunting task of complying with employment regulations, small businesses are treated no differently than big businesses, so it's imperative for small business owners to understand the regulatory framework that governs every phase of the employee/employer relationship in Australia.
- Presents practical guidance on every major aspect of human resources for Australian small businesses
- Covers key topics including recruitment, paperwork, workplace conflict, non-discrimination policies, wages, superannuation, workers compensation, unfair dismissal, redundancy, and more
- Includes links to downloadable online resources, including checklists, sample forms, model policies, and guides
- Ideal for small business owners and entrepreneurs, students of human resources, and independent contractors looking to grow their business
When it comes to hiring and managing employees in your small business, failing to understand human resources and employment regulations can cost you a bundle. HR for Small Business For Dummies makes human resources easy—so you can focus on business.
rates, for labour only or substantially for labour only. In particular, any person who works for another person under a contract (regardless of whether the contract is a contract of service), unless the person can satisfy all three elements of a results test*, or it can be shown that a personal services business determination is in effect for the person under the Income Tax Assessment Act 1997 (Cth). South Australia A person by whom work is done under a contract of service (whether or
employee may be called upon to perform. This regulation defining serious misconduct is much more useful than the Small Business Fair Dismissal Code to guide you on the type of behaviour that justifies immediate dismissal. You should reference this definition in your own employment policies so that your employees know and understand that behaviour of this nature will lead to immediate dismissal. As a small-business employer you’re required to provide evidence of compliance with the code if
For example, modern awards may provide details of the following: Allowances so employers can direct employees to take leave during shutdowns of the business Annual leave loading Definitions for shift workers eligible for additional annual leave Penalty payments for work performed on public holidays Reimbursement of annual leave where the employee is ill Substitution of public holidays to alternative days Other types of leave may also be provided, such as
Award recognises the seven-days-per-week trading typical of the industry, as follows: 25. Hours of work 25.1 This clause does not operate to limit or increase or in any way alter the trading hours of any employer as determined by the relevant State or Territory legislation. 25.2 Ordinary hours (a) The ordinary hours of work are an average of 38 per week over a period of no more than four weeks. (b) Hours of work on any day will be continuous, except for rest pauses and meal
Nevertheless, you don’t want to get into an argument with staff over who is entitled to patent inventions and register designs that you have paid them to develop during the course of employment. Your policy in this area should make it clear that inventions and designs will be considered to have been created during the course of employment at any time during employees’ employment, particularly where such inventions or designs are related to the nature of your business or industry.