Human ResourcesAn Overview

Overview

• My background

• Human Resources Officer role at QMOW

• What can HR help with?

• Questions

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• Over 15 years of HR experience across a range of industries

• Have worked in a variety of roles including leadership positions

• Experience includes supporting management and staff across the entire range of HR functions

My Background

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• To provide HR advice and support to management and staff at QMOW

• To provide HR advice and support to individual Meals on Wheels Member Services across a broad range of HR functions

HR role at QMOW

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• Based at QMOW in Brendale

• Available in the office Monday to Thursday:Monday: 8:30am – 4:00pmTuesday: 8:30am – 2:30pmWednesday: 8:30am – 3:30pmThursday: 8:30am – 3:00pm

• Contact Details:

Office: (07) 3205 5588Mobile: 0447 572 968Email: HR@qmow.org

My availability

What can HR help with?

• Human Resources includes all activities used to attract & retain employees and to ensure they perform at a high level in meeting organisation goals.

• HR activities include:1. Recruitment & selection2. Employment contracts3. Position descriptions4. Onboarding5. Training and development6. Conflict management / employee grievances7. Performance management / disciplinary action8. Pay and benefits including leave entitlements9. Industrial relations10.Workers compensation11.Terminations

Employment Legislation

• Employees in QLD (except for State public sector and local government employees) are covered by the Fair Work Act 2009 (Cth).

• All paid employees are covered by the National Employment Standards (NES), which are 10 minimum standards that must be provided to all employees. They are:

Maximum weekly hours of work – 38 hours per week Requests for flexible working arrangements Parental Leave – up to 12 months unpaid leave Annual leave – four weeks paid leave per year Personal/carer’s leave and compassionate leave – up to 10 days paid

personal/carer’s leave per year Community service leave Long service Leave (LSL) Public holidays – a paid day off on a public holiday, unless reasonably requested

to work Notice of termination of employment and redundancy pay for some employees Fair Work Information Statement (FWIS)page 7

Fair Work Information Statement

Fair Work Information Statement

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Awards and Agreements

• All paid employees are covered by the Queensland Meals on Wheels Services Enterprise Agreement 2014 (where the employer is listed in Schedule A of the Agreement).

• Where an employer is not listed in the Enterprise Agreement, employees are covered by the Social, Community, Home Care and Disability Services Award 2010.

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Other legislation

• Other legislation covering employees in Queensland includes:

Industrial Relations Act 2016 (QLD) (Industrial Relations Act)

Child Employment Act 2006 (QLD) (Child Employment Act)

Education (Work Experience) Act 1996 (QLD) (Work Experience Act)

Holidays Act 1983 (QLD) (Holidays Act)

Anti-Discrimination Act 1991 (QLD) (Anti-discrimination Act)

Work Health and Safety Act 2011 (QLD) (WHS Act)

Workers’ Compensation and Rehabilitation Act 2003 (QLD) (Workers’ Compensation Act)

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Equal employment opportunity

• The Anti-Discrimination Act 1991 outlines areas where discrimination is prohibited in Queensland. The Anti-Discrimination Commission Queensland (ADCQ) resolves complaints of discrimination and other contraventions of the Act, and promotes human rights in Queensland.

• Under Queensland's anti-discrimination laws, employers must offer equal employment opportunities (EEO). This means people are treated on their merits at every stage of their employment - from the recruitment and interview process through to their daily duties, promotion, training and development opportunities, and their resignation, retrenchment or redundancy.

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Recruitment

• When recruiting new staff members, it is important to select the right person for each job as replacing staff takes time and money and selecting the wrong person for the job or failing to follow the correct recruitment procedure can be even more costly.

• HR can support your service in the following areas: Writing position descriptions Advertising positions in the most effective media for your business Screening CVs for short listing Conducting initial telephone interviews Designing interview questions Conducting face-to-face interviews Reference Checking and Police Checks Letters of offer, employment contracts and onboarding processes

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Employee Records

• Under the Fair Work Act:

Employers must make and keep employee records for 7 years – need an employment contract for each employee and copies of any individual flexibility arrangements

Employers must give a pay slip to each employee within 1 working day of being paid

Employers must keep records of any leave an employee takes and the employee’s leave balances

Employers must keep records of employee terminations

If records are not kept, Fair Work Inspectors can give employers a fine.

• Copies of police certificates, not more than 3 years old, must also be kept for each employee

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Employee Performance

• All employees must have a position description which outlines the main duties and responsibilities of their position so they know what is expected of them.

• All new employees should be employed on an initial probationary period of between 3 to 6 months. This is so you can assess whether the employee is suitable for the position.

• Performance reviews should be conducted on at least an annual basis to provide employees with feedback on their performance, identify any training needs and set any performance goals.

• Managing poor performance - handling staff disciplinary and grievance issues can be an unpleasant and difficult experience –contact HR for advice and assistance.

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Terminations

• HR can assist with:

Conducting exit interviews

Managing redundancies

Managing employee resignations

Managing employee terminations for misconduct or performance.

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Dismissal Laws

• Unfair Dismissal Laws – Employees working for a small business have to be employed for at least 12 months before they can apply for unfair dismissal

• Employees can also apply to the Fair Work Commission if they’ve been dismissed on the basis of a breach of general protections. This includes dismissal based on:

discrimination including race, colour, sex, sexual orientation, age, mental or physical disability, marital status, family or carers responsibilities, pregnancy, religion, political opinion, national extraction, or social origin

a temporary absence from work due to sickness or injury joining or not joining a trade union or participating in industrial activities exercising a workplace right (e.g. making a complaint or inquiry in relation to

employment, such as querying a pay rate)

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HR Health Check

• Can perform a HR Health Check on your service

• This can cover any HR activities

• Examples include: Auditing current wage rates, classifications and

status of employees Reviewing employment contracts, position

descriptions, policies and procedures, employee records etc

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Questions