This is a must-read article for anyone considering expanding their team.<\/p>\n
By setting up these core HR processes<\/strong> from the start, you\u2019ll save money and time, reduce industrial risk, and be better positioned to create your ideal organisational culture.<\/p>\n Hi, I\u2019m Ella, and I\u2019m the Founding Director of Employii,<\/strong> an HR consultancy balancing people with processes.<\/p>\n I work with many small businesses and love hearing their stories; how they started, why they started, and how they\u2019ve grown.<\/p>\n From my experience, HR is often one that gets pushed back or only considered once the team has already grown.<\/p>\n If this sounds like you, no problems \u2013 we can help.<\/p>\n However, if you\u2019re right at the beginning of your journey as an Employer, here\u2019s 4 actions for you to take right now to save you time, money, and stress in the long run.<\/p>\n Did you know not everyone is under Fair Work? It\u2019s essential you know which system (State or Federal\/Fair Work) you operate in.<\/p>\n Your system will dictate the rules you play by, including minimum wages and entitlements.<\/p>\n There are lots of obligations (being a boss isn\u2019t easy), but here are three key ones:<\/p>\n All employees, including casuals, should have a written contract. This contract should be assessed against the relevant Awards, Agreements, or legislation that applies to your team members. Which Awards, Agreements and legislation applies depends on your business structure, industry type and the specific job role.<\/p>\n It means you may only have one business, but you might have more than one Award in play. You need to understand what these are and how they impact your team\u2019s pay, work hours, and other entitlements.<\/p>\n By getting a professional (like Employii) to draft the first contract, you can duplicate this for employees with the same job role and only seek ad hoc advice as you grow. This is cheaper than auditing all employee contracts for a team of 30, 40, 50+ people.<\/p>\n In addition, contracts can only be changed by mutual agreement. So, if anything does need tweaking, you\u2019ll only lawfully be able to make those changes if your employees agree. It\u2019s important you get it right in the beginning.<\/p>\n At Employii – only a couple of hundred dollars. Lawyers (you\u2019ll be looking at 1-2k+ per contract) only need to be engaged for more complicated employment arrangements (e.g., Executive roles, shareholder agreements).<\/p>\n It\u2019s worth investing a few hundred upfront and getting it done right. The costs of discovering an underpayment include the owed wages, Fair Work fines, Accountant costs, and potentially legal fees.<\/p>\n I encourage you to think about why you do what you do and how you can articulate this to your current and future team in a way that makes sense and is meaningful to them.<\/p>\n Having a shared understanding of this helps you attract and retain the right team members, but it also helps guide performance conversations and motivates you through the tough times.<\/p>\n Your purpose and values should guide everything you do, including your policies and procedures.<\/p>\n Consistency and authenticity are key.<\/p>\n I\u2019m definitely against \u2018death by policy\u2019, but there are some key policies and procedures that every small business should have.<\/p>\n Why? They set expectations, allow fair processes, and (if done right) mitigate your risk should someone bring a claim against you in Fair Work.<\/p>\n Everything\u2019s good while it\u2019s good, but when it\u2019s wrong, you\u2019re going to wish you had these policies in place. So what are they?<\/p>\n Depending on your industry, there may be others critical to your business.<\/p>\n These could include mandatory reporting, vehicles, social media, intellectual property, and privacy and confidentiality, depending on your contracts.<\/p>\n Contact Employii: employii@employii.com.au \/ www.employii.com.au \/ 0401 510 559<\/p>\n","protected":false},"excerpt":{"rendered":" Here\u2019s your HR starter kit. This is a must-read article for anyone considering expanding their team. By setting up these core HR processes from the start, you\u2019ll save money and time, reduce industrial risk, and be better positioned to create your ideal organisational culture. Hi, I\u2019m Ella, and I\u2019m the Founding Director of Employii, an\u2026<\/p>\n","protected":false},"author":19,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[1],"tags":[],"acf":[],"yoast_head":"\n\n
Know your system and basic Employer obligations within that system<\/h2>\n<\/li>\n<\/ol>\n
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\u00a0 \u00a0 2. Contract Templates \u2013 get them done right, then duplicate and amend<\/h2>\n
What does this mean for you?<\/h3>\n
How much does a contract cost?<\/h3>\n
\u00a0 \u00a03. Your Purpose and Values \u2013 why do you do what you do?<\/h2>\n
\u00a0 \u00a04. Policies and procedures \u2013 the key documents you need to set expectations and protect your business<\/h2>\n
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