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Great news, you’re already on the right track in terms of compliance!
You’re not quite on the right track. Not to worry though, there is always room for improvement!
Australian employment contract templates
It is considered best practice to review Australian employment contract templates (fixed term, permanent, casual) at least once every 12 months due to changes in legislation, to ensure reflection of individual employment conditions (e.g. salary, role, working hours) as well as to protect your organisation’s interests (e.g. non-competition, confidentiality, intellectual property).
Modern Awards & Enterprise Agreements
It is mandatory to determine which Modern Award, and of which level, may apply to each individual role within your organisation. If a Modern Award applies, it will contain employment terms and conditions regarding wages, overtime, allowances, working hours, breaks, leave, and more for (classified) employees. If not determined, or determined incorrectly, your organisation may face back pay, prosecution and/or fines. You may also wish to create an Enterprise Bargaining Agreement specific to your organisational requirements.
Policies & procedures / employee handbook(s)
It is considered best practice to review policies, procedures and/or handbooks at least once every 12 months due to legislative and best practice changes, so well done!.
Accurate job descriptions
To avoid uncertainties and underperformance with employees, it is highly recommended to state your employees’ duties and responsibilities in a concise job description.
Employee engagement
It is valuable for employers to provide a platform where employees can share their feedback. Subsequently, initiatives can be put in place to uplift or retain (high) employee engagement levels. A possible way of doing this is by conducting employee surveys.
That’s great! Putting in place initiatives after conducting employee surveys can help retain or uplift (high) employee engagement, as employees are likely to feel valued and taken seriously.
Immigration & global mobility
That’s great! It is recommended for organisations to collaborate with a registered migration agent to ensure efficient, complete and successful visa applications.
HR Training for Employees & Managers
HR training encourages managers to think from a legal and ethical viewpoint, and the associated risks of everyday decisions. Training will enable rapid and informed decision-making as they relate to people and operations.
Human Resource Information System (HRIS)
A complete HR information system makes your organisation’s life a lot easier as the Fair Work Ombudsman and other government bodies require employers to keep records on general employee details, payment, working hours, leave, superannuation, individual flexibility agreements, guarantee of annual earnings and ending of employment.
