NPR News
Next Phase Recruitment continue to monitor the changes in the employment market, and in particular the types of candidates available for work. While the quantity of candidates has certainly increased, there is not necessarily a corresponding increase in quality of candidates. Many businesses continue to hold on to their good performers during the downturn, but have taken the opportunity to exit their poorer performing employees.
Clients who approach us to assist in their recruiting process have often initially advertised roles on online job boards, and found it time consuming and unsuccessful for the reasons outlined above. Please let us know if we can assist your business by searching through our pre-screened candidates on our database.
The Fair Work Legislation - Requests for flexibility - NPR's Tool for Assessment
Legislation
The Fair Work legislation commences progressively from 1 July 2009. It provides the rules and regulations for the new Federal workplace relations regime in Australia.
The legislation now gives parents of under-school age children the right to request flexible working arrangements, which employers can only refuse on reasonable business grounds. Employees with more than 12 months service qualify for this right.
Next Phase Recruitment can assist employers in establishing application and approval processes for these requests, and also with the implementation and evaluation of flexible work arrangements once approved.
Parents will be required to make a written request for such arrangements outlining both the nature of the proposed change and how it will help them care for their child. Employers will be required to respond to the request in writing within 21 days, indicating whether the request has been granted or refused, and the reasons for refusal. Requests can only be denied on "reasonable business grounds".
"Reasonable grounds" include:
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An adverse impact on the business , for example, financial impact or impact on efficiency, productivity or customer service;
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The inability to organise work among existing staff ; and
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The inability to recruit a replacement employee or the practicality of the arrangements that may need to be put in place to accommodate the employee's request.
NPR Flexible Toolkit
Our Flexible Toolkit is designed to attract, retain and reward talented, skilled and experienced employees.
The toolkit enables the organisation to successfully conduct its business whilst assisting employees wherever practical in maintaining a balance between their work and personal circumstances, particularly family responsibilities.
Flexible work options can be adapted in a variety of circumstances, because arrangements are individually designed to suit the needs of the organisation, the individuals involved, and the nature of the job. Our toolkit is structured around the following flexibility procedure click here.
We thought is would be useful to include some examples of what is included in our toolkit in this newsletters and subsequent newsletters.
Tool for Assessment of Requests
This newsletter focuses on a series of steps on how to get you started once you have received a request for flexibility.
The following steps will assist you to not only respond appropriately to requests for flexibility or an alternative work arrangement, but to also assist you to manage the people who use these options in a fair and equitable manner.
On receipt of a request for flexibility:
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Discuss with the employee their specific needs, focus on outcomes and the impact on both the organisation and the individual. It is important to treat each request on its merit.
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Check with Human Resources to ensure that the arrangement would comply with current Enterprise Agreements and other legislative requirements such as Awards.
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Consider the budgetary implications both in the short and long-term. If there are excessive financial costs associated with the proposal it may need to be rejected, despite other benefits.
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Assess the needs of the team? Could the employees request work in its current form, or is there a need for some modification? Recognise that there may be a potential for conflict with other employees and that this will need to be resolved. Consult with the other employees/managers and others concerned to develop strategies to overcome these concerns.
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Look at other ways jobs can be structured and the work done to improve the way that the organisations needs are being met. This may include a change in the job description to include some administrative work from home.
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Refer to your OH&S checklist to assess whether any safety or occupational health issues may need to be addressed especially if employees are planning to work from home.
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Establish specific performance objectives, as part of the development of the Flexible Work Agreement/Plan. Performance objectives should focus on clearly defined outcomes, be measurable and may include other employee feedback. Mutually decide when and how performance will be monitored and evaluated.
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Schedule frequent discussions between the manager and employee to assess the specifics of how the arrangement is working, ensuring that all issues are addressed.
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Organise communication processes within the organisation to ensure that all employees can attend.
Please contact us if you need any advice in relation to implementing, managing and evaluating flexible work arrangements.