By Paul Maguire

The small enterprise owner's consultant to creating human assets easy

More than 87 percentage of Australian places of work are small companies utilizing fewer than 20 humans. those small company vendors comprehend their markets, understand their buyers, and know the way to make their small enterprise run. What they might not be aware of is the "people stuff." HR for Small company For Dummies, Australian version, explains the easy bits and bobs of human assets for companies too small to have a devoted HR employees. by way of the daunting job of complying with employment rules, small companies are taken care of no another way than significant companies, so it's significant for small enterprise vendors to appreciate the regulatory framework that governs each part of the employee/employer courting in Australia.

• provides useful suggestions on each significant element of human assets for Australian small businesses
• Covers key themes together with recruitment, forms, office clash, non-discrimination guidelines, wages, superannuation, staff reimbursement, unfair dismissal, redundancy, and more
• contains hyperlinks to downloadable on-line assets, together with checklists, pattern varieties, version regulations, and guides
• perfect for small enterprise vendors and marketers, scholars of human assets, and self sufficient contractors seeking to develop their business

When it involves hiring and handling staff on your small enterprise, failing to appreciate human assets and employment rules can rate you a package deal. HR for Small company For Dummies makes human assets easy—so you could concentrate on company.

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Extra info for HR For Small Business For Dummies (Australian Edition)

Example text

I explain the rules governing dismissal in Chapter 17, and provide a checklist of action to ensure that you comply with the rules. Nothing stands still and so change is inevitable with your small business. Introducing changes can affect your staff’s jobs. In Chapter 18, I cover these affects and provide you with a roadmap for how to navigate your way through the hazards along the path of changing to a better business while looking after your staff — whether they’re staying on or passing through to another working relationship.

3. Map the hours and the days of the week you would prefer the work to be completed in a simple weekly calendar. You can use this map of hours and days to determine the form of employment you require — full-time, part-time or casual. Some casuals are more equal than others — exceptions to the rules Although casual employment is intermittent and irregular, and generally excluded from the benefits applicable to full-time and part-time employees, Australian employment law makers have made exceptions to the rules for some entitlements.

Many businesses fail to make this line of accountability clear and this can lead to issues down the track. For example, at any one time during a busy period at a restaurant or bar the food and beverage attendants (or wait staff) may be told to clear and clean tables by the service manager, attend to a dissatisfied customer by the owner and pour drinks by the bar manager. The poor wait staff may not know what to do and may end up pleasing no-one. Avoid a situation such as this by clarifying who may direct who and in what circumstances.

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