View newsletter in original format

Work-Life Balance – no longer just a warm fuzzy expression!

As of September 1st 2008, new legislation was introduced in the state of Victoria which could mean that you as an employer may be subject to claims of discrimination. You may support the new ‘Work-Life Balance’ idea but do you really understand what you are up against?

Writing in The Age on August 29th, Ian Jordan, a Senior Associate in Workplace Relations at Mills Oakley Lawyers, says, “The laws were introduced by the Victorian Government with the explanation that the Work Choices laws were harming family lives, but changes will significantly add to the burdens of businesses in managing their work arrangements.”

Employers must not ‘unreasonably refuse’ to adapt their working requirements to accommodate women, or other carers, seeking to work as well as to support family dependents. Failure to act reasonably may be viewed as discriminatory.

What the new laws do is to move the emphasis from whether the existing work practice is actually unreasonable to whether or not it is unreasonable for an employer to deny an employee alternative working arrangements. There is also the possibility that, ultimately, non-carers who are not granted the same degree of flexibility may feel unfairly treated.

And it’s not just women and recent retirees coming back to work part time who will be protected under these laws. Generation Y is more demanding than the previous generation, and will expect a lot more flexibility from their employers. To retain your competitive edge as an employer, you must address these issues.

Plan carefully so you are able to integrate your staff members successfully. Working remotely can have benefits for both parties. But make sure you are clear, when outlining your expectations, how much time physically a staff member needs to be in the work place. Consider the implications of any travel which you might require of the individual. Scrutinise all the options available to both parties, and anticipate any pitfalls. Careful negotiation is the key to success.

‘Work-Life Balance’ is here to stay. Just remember it’s “What lies beneath” which could cause you the problem.

If you need help navigating you way around these changes or any other industrial relations issues, please contact us today email This e-mail address is being protected from spam bots, you need JavaScript enabled to view it or 9862 5900

Resist the urge to panic!

There’s a trend at the moment to shed staff and to cut back, in response to the current economic downturn. Don’t be tempted to go too far down this route! It’s very short sighted and a knee jerk reaction. Look after your employees – they are still your most important asset and you will need them in the future if you want to retain your competitive edge.

‘War on Talent’ was the buzz phrase circulating in HR last year and it’s no different now. In the April 2008 report published by the Boston Consulting Group and the World Federation of Personnel Management Associations, the fact was underlined that a company’s people are its greatest asset. Talent retention and development are still the key issues.

The report, ‘Creating People Advantage: How to address HR challenges worldwide through to 2015’ highlights three important HR challenges which need to be addressed. The first point is managing talent, the second, anticipating change, the third, enabling an organisation and transforming HR into a strategic partner.

In its analysis of managing talent, the report urges companies to consistently engage with their staff. If you want to retain your best employees you need to communicate with them and offer continuous personal development. Invest in leadership programmes, as inspiring leaders inspire their employees. Address work-life balance issues to maintain a happy and healthy workforce.

So just because there is a blip in the economy, be careful how far you look to cut back. Stay loyal to your employees and keep them informed if you are tightening your belt and considering redundancies. Minimise work place gossip, which can lead to uncertainty and lack of confidence in the company.

Invest in your people and you will be investing in your bottom line. As ING Australia’s executive director Brendan Keys says, “Obviously, talented people give us a disproportionate amount of value.” Hold on to your best people. They are the key to your future success.