WorkSight Newsletter
June 1998

Always put new staff on probation

Putting new staff on probation gives you time to assess whether they are really as good as they seemed in the interview. A probationary period of up to three months is common. During this period you can dismiss them without risking an unfair dismissal claim against you. However putting staff on probation for a lengthy period would not be considered reasonable.

It is worth remembering that replacing staff costs time and money (advertising, interviewing, selecting, training). So it is important that once you have selected a new employee you make every attempt to ensure they perform to the best of their abilities. For example make sure they have the right training for their job, make your expectations of them clear, monitor their work during the probationary period and talk to them about any concerns you have about their work. By doing this you should be able to ensure that they become an efficient and productive member of your team.

Who is the employee relations expert at your workplace?

If you don't have an employee relations manager at your workplace you could be taking unnecessary risks every time you make decisions about your staff.

Do you understand the unfair dismissal laws? Do you know how to negotiate workplace agreements for the benefit of your business and your employees?

WorkSight provides a specialist workplace relations advice service to businesses. We can provide you with the advice and assistance you need, when you need it.

Absenteeism in the workplace

Do you monitor how much unplanned leave your employees take? Do some staff take much more leave than others? Do you counsel them about it? Absenteeism should be addressed as soon as it becomes a problem.

Important issues to consider include:

Why are they taking so much leave?
Are they aware they are taking far more than the average?
Is their sick leave genuine?
What are they doing to improve their health?
Do they have serious personal problems causing the illnesses?

WorkSight can draw up absenteeism policies to suit your business, analyse employees' leave histories and counsel staff with absenteeism problems.

What are AWAs?

AWAs (Australian Workplace Agreements) are employment contracts made between an employer and an employee or a group of employees.

AWAs are useful for small businesses because they can override awards. This means you can decide the employment conditions that suit you, your employees and your business rather than having to abide by an award which applies to thousands of different businesses.

All AWAs are vetted by the Employment Advocate. This is to ensure that employees are not being disadvantaged by making an AWA compared with the award that applied to them.

Want more information about whether your business would benefit from having AWAs? Contact Siân Owen at WorkSight.

Employment conditions in Victoria

If your business is not covered by a Federal Award there are minimum employment conditions which you are required to abide by in Victoria. You cannot offer your employees less than:

4 weeks annual leave each year. This is cumulative so that if an employee only uses up 2 weeks leave in one year the other 2 weeks is added to the next year's leave so that they have 6 weeks.
1 weeks sick leave each year (also cumulative).
12 months unpaid maternity, paternity or adoption leave.
Notice of termination of employment or paid compensation instead of notice (the period of notice depends on the number of years the employee has worked for you).
The minimum wage that has been set in your industry.

To find out more about minimum wages in Victoria or to check whether you are covered by an Award contact: