Managing cases of redundancy

By Jevita Derby

What is Redundancy?

Redundancy occurs when an employer either:

• decides they no longer want an employee’s job to be done by anyone and terminates their employment (except in cases of ordinary and customary turnover of labour), or
• becomes insolvent or bankrupt.

Employers must ensure that when they terminate a worker’s employment by reason of redundancy, the dismissal is a ‘genuine redundancy’.

Debunking the Gen Y myths

By Jevita Derby

What words and images come to mind when you hear the term ‘Gen Y’?

You’re probably thinking of a young, over-confident person with a lack of loyalty and a long list of demands. You might be imagining a technology savvy brat with iPhone in hand and earphones in ears who expects everything to be handed to them on a silver platter without having to apply an ounce of effort to their work. Or you might be thinking of your young employees who are always complaining they are bored and spend half the day on Facebook and Twitter.

Defeat unfair dismissal claims by following procedural fairness

By Jevita Derby

Performance management, disciplinary action and termination are touchy subjects, and most employers will do all they can to avoid having to deal with such matters. However, burying your head in the sand won’t make them go away and the best way to deal with performance or conduct issues is to tackle them head on, ensuring procedural fairness is followed each step of the way.

By affording employees procedural fairness prior to termination of employment, employers are more likely to be able to avoid or successfully defend unfair dismissal claims. This article outlines the best practice approach for managing underperforming employees or dealing with allegations of misconduct which will ensure procedural fairness is afforded to employees.

6 Ways to Make Your Workplace More Flexible and Less Stressful

By Jevita Derby

Australia, once known as the land of the long weekend, is gradually becoming the land of long work week.

Work intensification and the ever increasing pace at which we live our lives are contributing to a culture where employees work long hours, don’t utilise their annual leave entitlement and skip lunch breaks.

OECD reports that Australians work the longest week of any developed country, an average of 44 hours, whilst new research shows that up to a third of employees don’t take a lunch break and instead eat at their desks.

Why executive recruitment clients are not always right (and are willing to say so!)

By Chris Bates

We are constantly encouraging our team to challenge preconceived ideas and ways of doing things. One of the main notions we encourage our team to challenge is whether ‘the client is always right’. Quite simply, if they were, we would be out of a job!

Too often when we are called in to help a client, we have to ‘clean up’ previous recruitment efforts – typically where a recruiter (external or internal) was too quick to say yes to the client and jump into search mode after receiving a brief that lacked depth.