Weekly HR Wrap – new format

Hello readers!

You’ll notice a new format this week – after a week off line – while I’ve been trying to solve a glitch.  I believe it was related to the format style that I’ve been using so this week it’s back to single column – but hyperlinks work!

When Too Much Is Too Much – change or policy fatigue and it’s risks

Not exactly or specifically HR news but certainly relevant. This article from MyBusiness discusses the cyber and security risks businesses are facing due to “security fatigue”. In other words, people have become tired and bored and “over” hearing about the need for security so each new piece of information and update gets less attention.

The modern day version of the boy who cried wolf. So what does this mean for you and HR?

  1. It’s important to make policy real to people rather than just educating and informing about the content. Use case studies where possible and bring to life the implications and reasons behind your policy
  2. Get employees involved in the process of creating and reviewing policy where you can so they have a direct connection to what is in the policy
  3. Trust your people to do the right ting based on the foundations laid in your policy and values frameworks

Bullying and Stop Bullying Orders – a new case

This week, the Victorian Chamber shared an article about a case where bullying was found to have occurred, or the behaviour was unreasonable, and yet declined to issue a stop bullying order. That must have been a relief to the employer as stop bullying orders can be quite challenging.

What was interesting was the Commissioner comment that their role is not to punish but to take steps necessary to stop bullying. No order was issued as the Commission found that the employer had taken proactive steps to prevent the unreasonable behaviour occurring again.

Why is this newsworthy?

  1. A bullying claim is not the end of your business and Fair Work are not out to punish you if it has occurred. Treat every allegation seriously, investigate impartially and learn from the experience.
  2. Communication skills are more and more essential in managers and staff to ensure that bullying is prevented
  3. Training for all staff on prevention of bullying and your company values is important

Don’t be Casual about Casual workers

HCMag this week wrote about new rights for casuals to request permanent work. AS far as I was aware, this isn’t really a change – there has always been the option for employers to offer ongoing work but this change is adding the right to request for casual employees.

So what?

  1. A right to request does not equal the obligation to agree. Always be aware of what your business really needs in terms of staff
  2. Casual employees need to be considered with equal attention to any other employee in your organisation.
  3. Know your responsibilities in terms of receibing and responding to such rights to request

Have a great week.