HR Policies and Procedures
High employee engagement is a primary difference between companies with good results and true market leaders.
Well-documented policies and procedures help staff to understand how a centre ‘works’. They also minimise business and legal risks. ChildCare HRS can design and develop individual policies, procedures and handbooks specific to your centre's needs.
Generic policies and procedures probably don’t reflect your organisation’s individual requirements, or could be ambiguous or out-of-date. HR policies and procedures establish and document your organisation’s expectations, standards and responsibilities. Clear procedures guide managers and employees through the practical application of policies. Well-documented policies and procedures are also tangible evidence that your centre has taken reasonable steps to minimise business risks and unlawful practice or behaviour.
Some employment related laws include a requirement that a policy be in place and that the policy fulfil certain specifications. For example, occupational health and safety laws require employers to put in place a rehabilitation policy outlining the responsibilities of the employer. Where no policy is in place this will constitute an offence under the legislation. In other areas of the law, such as equal opportunity, there is no specific requirement in the legislation that policies be put in place. However, where an employer can point to a policy, that will go some way towards substantiating your compliance with the law should the matter arise before a court or tribunal.
Policies that are required by the law, either directly or indirectly, serve the function of stating in the least what the minimum legal rights and responsibilities of both yourself (as employer) and the employees are. This gives employees a clear indication of what is expected of them and what they can expect from their employer. Some employers choose to have policies which set a standard higher than that required under the law just to enhance their defendable positions.
In addition to providing you with a contract of employment, as part of the ChildCare HRS's service, we can also create for you a comprehensive Employee Handbook, or a review/amendment of your existing handbook. The procedures and company policies which are set out in the Employee Handbook will give both you and your employees full peace of mind when it comes to taking the right steps in regards to issues such as entitlements, disciplinary procedures, standards of conduct, whistleblowing, equal opportunities and many more.
ChildCare HRS conducts comprehensive reviews and audits of policies and procedures. We advise on, prepare, negotiate, and implement employment documents, taking into account individual workplace cultures, practices and organisational structures.
We provide individually tailored workplace policies to address recruitment, privacy, equal opportunity, sexual harassment, bullying, discipline, OHS and ASIC compliant diversity. We draft employment contracts and letters of engagement, enterprise agreements, independent contractor agreements and codes of conduct.