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HR Advice Online allows us not to worry about HR. We get all the information that we require – all the resources, the forms, anything that we require is done by them. If we get audited HR Advice Online makes sure we are compliant. Also, for any issues that we’re not sure how to deal with; they’re only a phone call away.

- Sharon Knott, First National Treeby

Compliance - what businesses need to have in place

The Fair Work legislation is quite complex and the penalties for non compliance are severe.  

 

To demonstrate compliance with the Fair Work Act 2009, businesses are required to maintain the following documents on file for each employee:

  • Fair Work Information Statement – evidence of having provided this to each employee either on commencement with their employment contract or when it came into effect in 2009
  • Employment contract/letter of offer which outlines the terms and conditions of the start date, position, salary and any other benefits, reference to the appropriate award and status (eg part time, full time, fixed term, maternity leave)

It’s also important to also have current HR policies in place which cover:

  • Equal Employment Opportunity
  • Bullying, Harassment and Discrimination
  • Managing performance, including disciplinary process
  • Social media, internet and email usage

 

HR Advice Online makes it simple for the small to medium size business owner to comply, by providing accurate and up to date information on compliance requirements.

 

HR Advice Online provides templates for all of the above documents for its members, and can review your tailored documents to assist you and your business in becoming and remaining compliant. 

 

Call us on 1300 720 004 or email  [email protected]

 

Information in HR Advice Online guides and blog posts is meant purely for educational discussion of human resources issues. It contains only general information about human resources matters and due to factors such as government legislation changes, may not be up-to-date at the time of reading. It is not legal advice and should not be treated as such.

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