http://www.dawtekonline.com.auRSS feeds for Dawtek Online60http://www.dawtekonline.com.au/Articles/tabid/670/articleType/ArticleView/articleId/101/Changing-legislation-for-small-businesses.aspx#Comments0http://www.dawtekonline.com.au/DesktopModules/DnnForge%20-%20NewsArticles/RssComments.aspx?TabID=670&ModuleID=1417&ArticleID=101http://www.dawtekonline.com.au/DesktopModules/DnnForge%20-%20NewsArticles/Tracking/Trackback.aspx?ArticleID=101&PortalID=14&TabID=670http://www.dawtekonline.com.au/Articles/tabid/670/articleType/ArticleView/articleId/101/Changing-legislation-for-small-businesses.aspxA new, fair dismissal system will be introduced this year as part of the new workplace relations system. The Fair Work Act 2009 establishes a new independent umpire, Fair Work Australia, to oversee the new national workplace relations system, replacing the seven existing workplace relations agencies (including the Office of Workplace Services, the Australian Fair Pay Commission and the Office of the Employment Advocate).   New dismissal laws will come into effect from 1 July 2009 and an important change for small business is that companies which employ less than 100 staff no longer have blanket exemption from unfair dismissal.  Unfair dismissal is dismissal that is harsh, unjust or unreasonable. If an employee is made redundant, and the employer can show the redundancy is genuine, the dismissal will not be unfair.   From 1 July 2009, an employee of a small business with 1-14 full-time equivalent employees will need to have been employed for 12 months before they can claim unfair dismissal.  They can dismiss through that time. If they can demonstrate they have complied with the fair dismissal code, which is a simple process, then the dismissal can be deemed fair.   Businesses with 15 or more full-time employees will have a six-month waiting period for employees who wish to claim for unfair dismissal. From 1 January 2011, the definition of ‘equivalent employees’ will change to a simple headcount of all employees, whether full-time, part-time or casual.   Small business owners are recommended to review policies and procedures so that management and staff are familiar with the company's terms and conditions of employment.  Make sure you are not the recipient of an unfair work dismissal claim.    Link: http://www.smartcompany.com.au/industrial-relations/20090323-get-ready-now-to-avoid-unfair-dismissal-claims.htmlhostWed, 15 Apr 2009 22:33:00 GMTf1397696-738c-4295-afcd-943feb885714:101http://www.dawtekonline.com.au/Articles/tabid/670/articleType/ArticleView/articleId/100/Do-your-current-IT-policies-cover-social-networking.aspx#Comments0http://www.dawtekonline.com.au/DesktopModules/DnnForge%20-%20NewsArticles/RssComments.aspx?TabID=670&ModuleID=1417&ArticleID=100http://www.dawtekonline.com.au/DesktopModules/DnnForge%20-%20NewsArticles/Tracking/Trackback.aspx?ArticleID=100&PortalID=14&TabID=670http://www.dawtekonline.com.au/Articles/tabid/670/articleType/ArticleView/articleId/100/Do-your-current-IT-policies-cover-social-networking.aspxRecent media interest in social networking sites has highlighted the need for employers to adequately inform their staff of conditions regarding internet access while at work. You may be tempted to sack a member of your staff for making a comment to a friend on Facebook or Twitter which compromises your business integrity, but were they aware of this risk in the first place?     Employers must put policies and procedures in place which clearly explain the rules and conditions of employment. It's all about minimising risk. Staff should be made aware as soon as they take up employment, of clear policies surrounding use of work internet access and email.   Current employment contracts are unlikely to cover staff use of social networking sites and present policies should be reviewed and replaced rather than stretched to cover these new issues.   The legal position in regard to monitoring employee email and internet usage is both complex and ambiguous, what is apparent, however, is that any monitoring of emails or internet usage should be the subject of a clear employer policy.   Take a look at Dawtek Online's IT Policies and Procedures. Our IT Code of Ethics will ensure that employees understand appropriate behaviours required by their employer and the law. It includes use of the internet, and email services. It covers appropriate use, responsible and respectful behavior, privacy and representing the views of the company. The over-arching IT Policy includes responsibilities of both employer and employee, covering music downloads, defamation, monitoring, backups, and personal web pages. The IT Instant Messaging Procedure offers three levels of control for an employer over how employees can access instant messaging systems while at work; and the IT Blogging Procedure offers two options according to the workplace situation.  You will find these policies and procedures are a valuable asset in the smooth and flexible operation of your business.hostWed, 15 Apr 2009 22:32:00 GMTf1397696-738c-4295-afcd-943feb885714:100http://www.dawtekonline.com.au/Articles/tabid/670/articleType/ArticleView/articleId/99/Why-does-my-business-need-policies-and-procedures.aspx#Comments0http://www.dawtekonline.com.au/DesktopModules/DnnForge%20-%20NewsArticles/RssComments.aspx?TabID=670&ModuleID=1417&ArticleID=99http://www.dawtekonline.com.au/DesktopModules/DnnForge%20-%20NewsArticles/Tracking/Trackback.aspx?ArticleID=99&PortalID=14&TabID=670http://www.dawtekonline.com.au/Articles/tabid/670/articleType/ArticleView/articleId/99/Why-does-my-business-need-policies-and-procedures.aspxPolicies and Procedures provide a clear statement of the rules and conditions of employment. It is important that they are read and understood by all staff. Clearly defined policies increase productivity. They provide employees with a reference source on many operational questions, allowing staff to make faster decisions while complying with company guidelines. A Policy explains the company's stance on a particular issue, be it security, safety or general conduct and what the organisation intends to do about the issue. It also outlines the company's commitment to voluntarily comply with legislation. A Procedure outlines the process to be followed regarding an activity (culture) within this workplace. Effective procedures should be developed in consultation with key staff. This does not mean that the employees involved have to own the issue, as responsibility for implementation of procedures and policies legally lies with the employer. Together, related Policies and Procedures can be bundled into a Handbook.   Policies should be implemented together with Procedures, to guide the behavior of employees and employers, and protect both parties in the event of an incident. Rather than being a law, they are useful as a guideline to developing a suitable mechanism which will manage performance and behaviours in the workplace and will assist your workplace to remain harmonious.hostWed, 15 Apr 2009 22:31:00 GMTf1397696-738c-4295-afcd-943feb885714:99