Biz Momentum Blog

In conjunction with the National Institute of Accountants and Biz Momentum we are conducting the following seminars in Queensland, New South Wales, Australian Capital Territory and Tasmania.

For further information and to register for these events please visit the NIA on www.nia.org.au

While Biz Momentum operates Australia wide we do undertake International assignments. We have experience working in Asia, Europe, the Middle East, USA and other countries.

We also provide coaching and mentoring for senior management and specialists alike by telephone and Skype.

Contact us to see if we can assist you. INFO ( A T ) BIZ – MOMENTUM dot COM or 61 7 3349 5662

Allsopp Accountants is sponsoring a seminar on understanding your employee obligations on Wednesday 25 August 2010.  

Philip Lye from Biz Momentum will present this practical seminar. For further information please download the two (2) attachments.

Understanding you Employee Obligations Invitation

Topics and Speaker

Philip Lye the Managing Director of Biz Momentum will be in Japan from the 10^th June 2010 until 18^th June 2010.

Phil will be taking a seminar in Osaka and conducting some meetings in Sapporo.

Earlier this year we participated in meetings in Germany and Switzerland.

Biz Momentum undertakes international assignments from time to time. Why not invite us to speak at your next event. For further information contact us today.

As part of normal business practice today employers are increasingly dependent on employee’s performing their duties by using email and internet technology.

Recent studies have demonstrated that abuse of these systems is rife in the workplace.  In one investigation Biz Momentum discovered that one employee had visited over 500 different porn sites in a 6 months period. Employers have an obligation to inform, train and ensure that employees understand their responsibilities and rights in using the employers email and internet systems.

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Under Fair Work there is no statutory limit as to how long a verbal or written warning remains valid.
However as a general rule, depending on the severity of the circumstances and the event one to six months is appropriate.
In considering warnings there are some things an employer should consider;

• Ensure the confidentiality of the warning process as being between only those parties that have involvement in the process.

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Employee participation in unions has grown as more employees turn to unions to assist them in improving their pay and conditions.
Employers need to be educated about how, when, why and if unions become part of their workplace what their obligations are.
Call us to see how we can assist your business ensure that it complies with its employment obligations. Call us on 61 7 3349 5662 working Australia wide

“There’s a dramatic change in the workplace today which should be a major concern to every HR department and boardroom.” (the Australian)
It is being widely reported that many managers and workers are intending to move. Many believe that their sacrifices during the GFC have gone unrewarded.

Unless employers took action, companies risked losing their most talented employees and would be forced to pay the higher costs of recruiting new staff.

Employees rated being well rewarded along with development opportunities as being their top two choices.

There are strategies you can take to retain valuable employees and at Biz Momentum we can assist you in this process.

Contact us at (INFO ( AT ) BIZ-MOMENTUM.COM) OR TELEPHONE US ON 61 7 3349 5662. Biz Momentum operates Australia wide.

A “DELIBERATELY dishonest” manager sacked after colluding with his colleagues to defraud his employer has had the manner of his dismissal ruled unreasonable by Fair Work Australia. 

In the latest decision to concern employers, the tribunal found that the employee’s admission that he had taken money from his employer, Kings Transport and Logistics, warranted his termination. 

Fair Work said the employee’s actions were “deliberately dishonest” and he had “conducted himself in a manner fundamentally inconsistent with the basic expectations of an employee”. 

But while the tribunal found the reason for his sacking was valid, it ruled that it was unreasonable because of the way the company had investigated the allegations. 

“The evidence before me indicates that Kings has demonstrated an entirely inconsistent approach to the employees involved in this behaviour,” it said. 

“This could only be described as managerial incompetence”.

The message is clear; conduct procedures and processes professionally.

see www.biz-momentum.com to assistance.

WorkSafe Victoria is conducting a blitz of up to 40,000 workplaces to ensure they comply with anti bullying legislation.

This came about after a young restaurant worker committed suicide after repeated bullying over a period of a year. The business was fined $335,000.

Now may be a good time to ensure you have the correct policies, procedures, training and complaint management processes in place.

To see how we can assist your business contact Biz Momentum for assistance today www.biz-momentum.com

We are specialists in managing workplace bullying and grievances.