Human Resources Document Package

1.1 Employee Absenteeism & Lateness

1.2 Assessing Adoption Leave Applications

1.3 Determination of Eligibility to cash out Annual Leave

1.4 Casual Conversion to Part-Time or Full-Time Employment

1.5 Meeting your consultation obligations

1.6 What to consider BEFORE making a change to a role

1.7 Avoiding Discrimination During Employment

1.8 Minimising Risk of Vicarious & Accessorial Liability

1.9 Contents of Resolution and Grievance Procedures

1.10 Drugs and Alcohol in the Workplace

1.11 Implementing a Drug and Alcohol Testing Regime

1.12 Determining Reasonability of Request for Flexible Working Arrangements

1.13 Avoiding Unfair Dismissal Claims

1.14 Obligations of Participants in a FWC Conference

1.15 Preparing for a (FWC) Conciliation Conference

1.16 Determining if additional hours are reasonable

1.17 Steps to follow prior to dismissing an Underperforming Employee

1.18 Considerations prior to making a Termination Payment

1.19 Determining an Employee Termination Pay

1.20 Steps to Organising a Misconduct Meeting

1.21 Characteristics of a Reasonable Performance Improvement Plan

1.22 Compliance with the Small Business Fair Dismissal Code When Dismissing an Employee for Underperformance

1.23 Steps to consider when discussing the potential Dismissal of an Employee

1.24 Ensuring a Procedurally Fair Dismissal

1.25 Facilitating a Performance Improvement Plan Meeting

1.26 Managing UnderPerformance

1.27 Meeting Privacy Obligations

1.28 Determining when Redeployment is Reasonable

1.29 Other entitlements payable on Retrenchment

1.30 Consultation Meeting

1.31 Genuine Redundancy Payment Requirements

1.32 Redundancy Steps

1.33 Managing Workplace Sexual Harassment

1.34 Sexual Harassment Policy Inclusions

1.35 How to determine whether the Miscellaneous Award covers your employees

1.36 How to determine whether your employee can cash out their annual leave

1.37 How to Manage Out-of-Hours Conduct

1.38 How to Reduce the Risk of Inappropriate Behaviour at Work Functions

1.39 Is your employee eligible for the DAPP Scheme

1.40 Is your employee eligible for the PPL Scheme

1.41 What to do before dismissing an employee for poor performance

1.42 How to determine whether an employee is entitled to paid personal leave under the NES

1.43 Can you cash out your employee's personal carer's leave

1.44 How to conduct a Pre- Employment Medical Exam

1.45 How to determine whether a candidate's criminal record is relevant

1.46 How to manage the risk of contravening migration laws

1.47 How to Consult with Your Pregnant Employee

1.48 Are you doing everything you can to avoid a data breach?

1.49 When can you refuse a request to access personal information?

1.50 Reasonable grounds for requesting or refusing work on a public holiday

1.51 How to Avoid Discrimination in the Recruitment Process

1.52 Steps in the Recruitment Process

1.53 What to Ask a Referee

1.54 What to Consider if the Applicant has a Criminal Record

1.55 Induction Checklist

1.56 What to consider when drafting a restraint of trade clause

1.57 How to determine whether a separation agreement can be legally enforced

1.58 What to include in a separation agreement

1.59 How to avoid sham contracting

1.60 How to Protect Your Business from Risks Associated with Social Media

1.61 What to include in your Social Media Policy

Employee Performance Evaluation Checklist

1.63 Payments to exclude in OTE

1.64 Payment to include in OTE

1.65 Superannuation Information to Include in Employment Records

1.66 Superannuation Records you are obligated to retain

1.67 Information to Include in a Payslip

1.68 Information to include in your Employee Records

1.69 What information will an Infringement Notice Contain

1.70 Actions to take to minimise the risk of bullying in the workplace

1.71 How to conduct a formal investigation into bullying

1.72 What to include in your workplace bullying policy

1.73 How to Avoid a Flawed Investigation into Bullying

1.74 How to Identify Bullying in the Workplace

1.75 How to reduce the risk of a claim under the (FWC) Fair Work Commission Anti-Bullying Scheme

1.76 How to determine whether you can issue a Job Keeper enabling stand-down direction

1.77 What to Consider Before Making a Workplace Change

1.78 How Investigators Maintain Impartiality and Independence

1.79 How to Conduct a Workplace Investigation

1.80 What to conduct in a Workplace Investigation Plan

1.81 How to determine whether an adjustment would cause unjustifiable hardship

1.82 How to minimise legal risks when dealing with Mental Illness

1.83 How to reduce the risks of PsychoSocial Hazards in your workplace

1.84 Is work-related stress an issue in your workplace

1.1 Cash Out Annual Leave

1.2 Payout Annual Leave in Advance

1.3 Separation Agreement

1.4 Deed of Release

1.5 Deed of Release - Version 2

1.6 Template Formal Separation Agreement

1.7 Template Informal Separation Agreement

1.1 Notice of Requirement to Take Annual Leave

1.2 Informing Employees of Disciplinary Meeting

1.3 Informing Employees that they are subject to Investigation

1.4 Inviting Employee to Investigation Meeting

1.5 Outcome or Decision of Disciplinary Meeting

1.6 Approving Request for Flexible Work Arrangements

1.7 Refusal of Request for Flexible Work Arrangements

1.8 Termination of Employment (with agreement of notice period)

1.9 Employee Warning Letter

1.10 Performance-Based Dismissal

1.11 Summary Dismissal Notice (Optional Version)

1.12 Summary Dismissal Notice

1.13 Dismissal the grounds of Serious and Wilful Misconduct

1.14 Final Warning

1.15 Notification to an Employee of a Meeting to Discuss Potential Dismissal

1.16 Notification to Employee of a Performance Improvement Plan Development Meeting

1.17 Letter of Termination of Employment (Payment in Lieu)

1.18 Notification of Placing an Employee on Gardening Leave

1.19 Proposal of an Agreed Separation

1.20 Proposed Performance Improvement Plan

1.21 Congratulating a Retiring Employee

1.22 Employee Letter of Recommendation

1.23 Redeployment Letter

1.24 Retrenchment Letter

1.25 Setting up Meeting for Consultation Purposes

1.26 Statement of Service

1.27 Without Prejudice Letter

1.28 New Employee Welcome Letter

1.29 Letter to Unsuccessful Applicants

1.30 Abandonment of Employment Letter

1.31 Employee Promotion Letter

1.32 Employee Recognition Letter

1.33 Template Letter informing the Employee of the Allegations

1.34 Template Letter of Suspension of Employment

1.35 Template Letter to Appoint an Investigator

1.1 Directing Employees to reduce accrued Annual Leave in excess of 8 weeks

1.2 Determining if the contract permits the change

1.3 Breach of confidentiality occurs by employee or ex-employee

1.4 Demoting an Employee

1.5 Avoiding Discrimination when Recruiting

1.6 Implementing a Drug and Alcohol Policy

1.7 Ensuring an Employment Contract is enforceable

1.8 Implementing an Effective Working from Home Arrangement

1.9 Dispute Resolution under a Modern Award

1.10 How to Introduce Flexible Work Arrangements

1.11 What to Expect in the Unfair Dismissal Claim Process

1.12 Typical FWC Conciliation Process

1.13 Correct Process for Dismissing an Employee

1.14 Managing an Underperforming Employee

1.15 Developing a Performance Management Process to Minimise Your Legal Risk

1.16 Drafting a Provision for Family and Domestic Violence Leave

1.17 How to implement a Redundancy

1.18 Changing a Role without Triggering a Redundancy

1.19 What to do when you receive a Sexual Harassment Complaint

1.20 Determining whether you can direct an employee to take unpaid parental leave

1.21 How to counsel an underperforming employee

1.22 How to discipline a poorly performing employee

1.23 How to request a criminal record from a job candidate

1.24 How to Handle Pregnancy in the Workplace

1.25 How to collect personal information

1.26 How to implement a legally effective biometric identification system in your workplace

1.27 How to minimise the risk of a data breach

1.28 How to request TFNs (Tax File Numbers)

1.29 What to do before dismissing an employee for abandoning their employment

1.30 What to do when an Employee Resigns

1.31 How to obtain an interlocutory injunction

1.32 How to manage your Superannuation obligations

1.33 How to Calculate Tax on Annual Leave Payments

1.34 How to Calculate the Taxation of a Genuine Redundancy Payment

1.35 How to conduct a bullying risk assessment in the workplace

1.36 Reducing the Risks of Workplace Bullying

1.37 How to Investigate a Bullying Allegation

1.38 How to meet your Consultation Obligations

1.39 How to implement a Stand Down

1.1 Casual Employment Contract

1.2 Part-Time Employment Contract

1.3 Full-Time Employment Contract

1.1 Drugs and Alcohol

1.2 Grievance Management

1.3 Flexible Work Arrangements

1.4 Family or Domestic Violence Support

1.5 Sexual Harassment and Victimisation Policy

1.6 Parental Leave Policy

1.7 Social Media Policy

1.8 Workplace Bullying Policy

1.9 Sample Bullying and Occupational Violence Policy

1.10 Mental Health Policy

1.1 Request for Flexible Work Arrangements

1.1 Conciliations Terms of Settlement

1.1 Staff Exit Form

1.2 Exit Interview Form

1.1 Performance Improvement Plan

1.1 Record of Performance Review Meeting

1.2 Personal Carer's or Compassionate Leave Record

1.1 Statement of Service

1.1 Notice to Centrelink of Proposed Terminations

1.2 Entry Notice

1.3 Entry to Hold Discussions Notice

1.4 Template Notice to Witness of Workplace Investigation

1.1 Job Offer Email Template

1.2 New Employee Announcement Template

1.3 Template Application for Employment

1.4 Template Job Analysis Questionnaire

1.5 Template Position Description

1.6 Sample Code of Conduct

1.7 Notice of Change to Regular Roster or Ordinary Hours of Work

1.8 Notice of Major Workplace Change

Performance Appraisal (Partis 1 - 5)

1.1 Sample Investigation Report