360 HR Connect

As remote work grows, employers must navigate important legal and WHS responsibilities to support safe and compliant home work environments. Here are key areas to focus on: 1️⃣ WHS Obligations: Duty of care still applies remotely. Assess home setups, implement risk assessments, and ensure employees are informed on safe practices. 2️⃣ Privacy & Surveillance: Surveillance laws require clear, written consent (typically within an employment contract + policy). Limit monitoring to necessary activities and respect privacy. 3️⃣ Work Hours: Establish clear start and end times to prevent burnout and meet WHS obligations. 4️⃣ Fair Work Compliance: Remote workers retain Fair Work Act rights, including breaks and reasonable reimbursements. 5️⃣ Mental Health Support: Prevent isolation through open communication, team check-ins, and mental health resources. 💠 Practical Tips: Document risk assessments, regularly review policies, and provide remote-specific training. Need HR support? Contact us to book a free 60-minute consultation. info@360hrconnect.au #remotework #whscompliance #hrtips #australianbusiness #employeewellbeing #fairwork

If you’re an employer who provides a company-owned vehicle to staff, read on for some best practice tips! It’s really important to have clear policies and procedures around this. 1️⃣ Define Usage: Specify if the vehicle is for work use only, or if reasonable personal use is allowed. 2️⃣ Set Travel Limits: Outline any restrictions on distance or locations. 3️⃣ Condition Report: Document the vehicle's condition before handing it over and upon return to ensure any damages are tracked. 4️⃣ Tax & FBT Compliance: Ensure personal use of the vehicle complies with Australian Fringe Benefits Tax (FBT) regulations. 5️⃣ Safety & Maintenance: Make sure your policy includes regular maintenance and safety checks. ✨Bonus tip: If your existing policy mentions anything about deducting insurance costs or repair costs from employee wages, it’s time to review and amend this policy. Remember, deductions must be authorised by both parties, required by law, reasonable, and permitted under the award. #hrtips #hrsupport #smallbusinesshr #workplacepolicy #companyvehicle

Is this an area your business is compliant with? We can support by conducting a compliance audit to ensure you are meeting your obligations as an employer. Email info@360hrconnect.au to schedule a free chat today! #hrconsultant #outsourcehr #outsourcedhr #smallbusinesshr #hrforsmallbusiness

🗂️ Are you maintaining compliant employee personnel records? It’s crucial to keep up-to-date records for each of your employees. Whether you use an HRIS system or manual folders, here’s why it’s important, and what you need to include: ✅ Employment contracts, performance reviews, training records, and more 📋 Why it matters: compliance, legal protection, and efficiency 💻 Most HRIS systems can do this for you, but even if you don’t have one, a good folder system works too! Make sure you’re staying compliant and protecting your business. Need help? We’ve got you covered! 📩 info@360hrconnect.au #hris #employeerecords #personnelrecords #hrcompliance #hrefficiency #hrmanagement #smallbusinesshr #hr #hrconsultant

If you’re a business owner and unsure if your payroll is compliant, reach out today to book a free chat! Info@360hrconnect.au #hrconsultant #hrforsmallbusiness #smallbusinesssupport #hrsupport

Sending Out Policies Isn’t Enough ❗ 💠 Simply distributing workplace policies won’t protect your business if something goes wrong. Why ❓ If an employee breaches a policy and faces dismissal, you might not have evidence that they were trained or educated on it. Here’s what you should do: 1️⃣ Incorporate policy training into your onboarding process. 2️⃣ When policies are updated, communicate them clearly and offer Q&A sessions. 3️⃣ Consider employee feedback—amend policies if needed. Proper training ensures compliance and minimises risk! #workplacepolicies #hrpolicies #hrcompliance #employeetraining #employeeonboarding #hrbestpractices

Why You Should Never Skip Reference Checks ⬇️ Some employers think reference checks are time-consuming or unnecessary—but skipping them can be a costly mistake. Here’s why they’re critical: 💠 References provide insight into a candidate’s past performance and work ethic. 💠 They help verify claims made during the interview. 💡 My go-to advice: If the reference seems reluctant or "too busy," ask one key question—“Would you rehire this person?” If they hesitate, it’s likely a red flag. Trust your gut and do the check! #hiringtips #hrtips #referencechecks #recruitment #recruitmenttips #hr #smallbusinesstips

Running a small business? Here’s what not to do when it comes to HR: 1. Don’t skip employment contracts – verbal agreements aren’t enough. 2. Avoid using free online templates or copying contracts from past employers. 3. Don’t recycle outdated workplace policies. 4. Don’t hire friends or family without considering skills and fit. 5. Don’t skip reference checks or ignore interview red flags. 6. Avoid DIY payroll – it’s a compliance nightmare. 7. Don’t delay dealing with employee issues – avoiding conflict only worsens things. 8. Don’t overlook regular performance reviews. 9. Don’t ignore workplace safety regulations – even small businesses need to comply. 10. Don’t forget to keep records up-to-date and compliant with the Fair Work Act. Get these right to avoid costly HR mistakes and compliance issues! If you're unsure or just need some HR guidance, reach out today for a free chat! info@360hrconnect.au #hrcompliance #smallbusinesshr #smallbizhr #workplacesafety #employeemanagement #payrollmistakes #hrstrategy

Employment Contracts vs. Workplace Policies: Why the Difference Matters! Lately, I've had a few clients ask: "What’s the difference between what goes in an employment contract and what belongs in a workplace policy?" 🤔 It’s a great question—understanding the distinction is critical for every small business owner. Here’s a quick breakdown: **Employment Contracts** Legally binding agreements outlining essential terms like: Job title Salary and hours Employment status (full-time, casual, etc.) Notice periods and termination **Workplace Policies** These set out the day-to-day procedures, expectations, and rules for behaviour, covering things like: Code of conduct Policies around company-issued equipment WHS procedures Bullying, harassment, and discrimination policies **Why Does This Matter?** Mixing up the two can have serious consequences: ❗️ Overly Rigid Contracts – Policies often need updating, but if they’re locked into contracts, changes require employee agreement, limiting flexibility. ❗️ Unnecessary Legal Risk – Including operational details in contracts makes even minor breaches a legal issue rather than a policy breach. ❗️ Loss of Control – Contracts are hard to change without mutual consent. Policies, however, can be updated as needed to reflect changes in business or legislation. To protect your business and ensure flexibility, it’s vital to know what belongs where! Not sure if you’ve got it right? Let’s chat about reviewing your contracts and policies for compliance and clarity. DM me directly or email info@360hrconnect.au for any questions :) #hr #hrconsulting #fairwork #employmentcontracts #workplacepolicies #smallbusinesssupport

Are you relying on free templates, DIY employment contracts, or worse – no contracts at all? 🤔 While it might seem like a quick fix to save costs, this approach can leave your business exposed to serious legal risks. Here’s what can happen: ❗️ Unclear Terms – Without a proper contract, you risk disputes over pay, duties, or working hours. ❗️ Misclassification Issues – Mistakes in casual vs. permanent status can result in hefty fines. ❗️ Unforeseen Claims – Poorly drafted or non-existent contracts can leave your business vulnerable to claims like unfair dismissal or underpayment. ❗️ Lack of Clarity on Termination – Without clear termination clauses, you risk facing disputes over notice periods and grounds for dismissal. ❗️ Vague Leave Entitlements – Misunderstanding or omitting leave provisions (annual, personal, parental) can lead to non-compliance with National Employment Standards (NES). ❗️ Confidentiality Breaches – Without a proper confidentiality clause, sensitive business information can be misused or shared by employees. ❗️ Inadequate Protection of Intellectual Property – A well-drafted contract can protect your business’s IP, ensuring employees don’t misuse it after leaving. ❗️ Restrictive Covenants – Poorly written or absent non-compete and non-solicitation clauses can allow former employees to poach clients or start competing businesses. Why gamble with your business? Ensure you're compliant, protected, and doing right by your employees with expert HR support. Don’t take chances—reach out today to get your contracts reviewed or created by a professional! We can create the following contract templates, all tailored to suit your business: - Casual - Part Time Covered by Award - Part Time Award-free - Full Time Covered by Award - Full Time Award-free - Apprenticeship or Traineeship Agreement - Subcontractor Agreement info@360hrconnect.au #employment #employmentcontract #employmentlaw #fairwork #compliance #hr #hrconsultant