Employment arrangements in transition period
With thousands of young people looking to employers for jobs as they complete schooling or university in coming months, business-based employment decisions should not be put on the back-burner simply because new workplace laws are proposed.
Some certainty has been provided by the timetable spelt out by the new Australian government before it was elected, and the Prime Minister’s comments this morning on national television confirming that timetable are important to business in this period.
However, employers are cautioned that any unfair practices would be counterproductive, and in many cases illegal.
For a start, the few businesses which do not do the right thing will find it hard to attract or retain good staff.
It is also timely to remind employers that under current laws there is no employer free-for-all. The law makes it illegal for employers to alter employment conditions unilaterally or for the purpose of denying exiting rights.
The law also provides remedies against unlawful dismissals, and in medium to larger businesses, unfair dismissals.
And the increased public spotlight on employer and employee behaviour is observed by the governments and politicians who make the laws.
Employers are also reminded that there is an inspectorate, the Workplace Ombudsman, which actively administers these laws, and which has re-stated its role in the past 24 hours.
Employers can obtain advice and guidance on these matters and on good human resource practices from their business or employer organisation.
This information appears courtesy of the Franchise Council of Australia .
19.12.2007
FCA Member
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