Generally, small to medium sized businesses don’t require their own HR Manager. However, HR duties are part of the day-to-day operations of any business that employs staff. Often those duties can be shared amongst administrative staff, managers and directors.
There is nothing wrong with sharing HR duties amongst the existing staff for some aspects of HR but for this to work effectively, good HR systems and procedures need to be set up. For example:-
- Employment contracts;
- An induction program;
- Policies and procedures;
- Workplace training; and
- Regular performance reviews.
Do I need a HR Manager?
/in Human ResourcesGenerally, small to medium sized businesses don’t require their own HR Manager. However, HR duties are part of the day-to-day operations of any business that employs staff. Often those duties can be shared amongst administrative staff, managers and directors.
There is nothing wrong with sharing HR duties amongst the existing staff for some aspects of HR but for this to work effectively, good HR systems and procedures need to be set up. For example:-
Can I make an employee redundant if they are on worker’s compensation?
/in Independent ContractorsYou must not select an employee for redundancy due to illness, injury or because they are on worker’s compensation. However, an employee is not protected from redundancy simply because they are on worker’s compensation. If a decision is made to make an employee, who is on worker’s compensation, redundant you must carry out the ordinary process that you would for example meeting consultation requirements prescribed in Modern Awards and Enterprise Agreements.
Is an employee entitled to use personal leave for a doctor’s appointment?
/in Independent ContractorsNo, unless the employee is not fit for work. The Fair Work Act states that an employee is only entitled to use personal leave in circumstances where the employee is not fit for work because of a personal illness, or personal injury, affecting the employee or to provide care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care or support because of (i) a personal illness, or personal injury, affecting the member; or (ii) an unexpected emergency affecting the member.