When the COVID-19 crises first hit, companies needed to react to immediate challenges and threats. Businesses must remain true to their vision, be empathetic to stakeholders, make quick decisions and adjust those decisions, if necessary, frequently and transparently on the basis of new information in order to adapt quickly.
How can business leaders react to the challenges, reassess what they do, reconfigure their companies and reinvent their activities to adapt to the disruption and prepare for the new normal, when facing frequent Employment Law, Occupational Health & Safety and Workers Compensation changes.
Businesses must reassess not only their plans for the year, but also on a longer-term basis. The exercise may reveal important insights. Resilience is valuable in crisis. However, just bouncing back from such a consequential worldwide event is not enough. We will likely see long-lasting changes on demand, supply and how we engage and deal with the human capital aspect of every business operation.
Many Australian businesses – small, medium, and large - are hanging on by their fingernails in this COVID-19 environment, the prospect of business having to deal with major workplace reforms and recent case precedents, such as;
WorkPac v Skene of having to defend up to six years’ worth of back-pay claims from former casual employees Employers are facing higher risks of claims of compensation when directing employees to work from home If an employee is found to have been exposed the coronavirus whilst working, it is a compensable injury and therefore entitled to weekly payment of compensation and medical and like expenses. Keeping up to date on JobKeeper changes to the Fair Work Act Claim of underpayment of wages and “wage theft: Changes to annualised salaries and set-off clauses
Australian businesses are more concerned now than anytime before when considering adverse actions such as performance management, redundancies or termination of employment, for fear of a counterattacks from employees and union law firms lodging unfair dismissal, wage theft, casuals claims for accrued entitlements and or claims for compensation.
As your business focuses on recovery from COVID-19, a greater emphasis is required by all employer across all industry sectors on risk mitigation, compliance and governance, it’s time to look for Human Resource Partners who can help support your seamless execution of your key objectives and strategies.
Regardless of the size of your organisation or the industry in which you operate within, HR Global Solutions can help implement and manage the company’s risk mitigation, compliance and governance during these difficult and challenging times.
Through our extensive national and global network, we provide advisory consultancy services with a core emphasis on human resources and workplace risk management. Our network members are all leading firms in their local markets, with extensive experience supporting local and multinational clients.
We start by listening to your needs and then tailor our solutions and relationship to best meet your objectives. We work with your internal and external Human Resource and Risk Management Departments where that makes the most sense for you, or introduce our local teams based on your preferences and requirements.
HR Global Solutions are here to assist all Australian businesses – small, medium, and large to ensure your HR practices are complaint with the ever-changing workplace laws.