Here's how we have helped some of our clients....

Background: A thriving small business experiencing rapid expansion across Australia, recently informed of impending changes by Fair Work Australia, recognized the necessity of a comprehensive Human Resources (HR) review. Lacking an in-house HR Manager, the company sought Boutique HR Consulting expertise to conduct a thorough HR audit.

What We Did: Our approach involved performing a Compliance Health Check, or HR audit, which constituted an impartial evaluation of the business’ HR policies, practices, and procedures. The initial step involved close collaboration with the client to complete a complete checklist, covering crucial HR areas, including:

• Talent  Acquisition
• Onboarding
• Policy & Procedure
• Health, Safety, and Well-being
• Learning and Development
• Performance
• Employee & Industrial Relations
• Record Keeping
• Remuneration, Benefits & Retention
• Offboarding
• Strategic HR

Post-completion of the checklist, a detailed report was compiled, highlighting areas of deficiency and emphasizing their significance, whether due to legal requirements or best practices. The report aimed to identify potential areas of concern and suggest improvements. Additionally, a rating system was implemented, enabling the client to prioritize necessary actions.

Outcome: The client received a comprehensive report that served as a roadmap for addressing identified areas of current concern and concern with future growth.  This HR advice empowered the company to move forward systematically, ensuring compliance with legal and statutory requirements. The audit also prompted the implementation of employee contracts and the development of a detailed Employee Handbook, outlining the company’s policies and procedures. As a result, the client now possesses a structured plan for HR enhancement and legal compliance, setting the foundation for sustained growth and employee satisfaction.

Background: Our client, with a long history of business success, approached us for assistance due to their recent expansion with a high casual workforce and legal requirement to assess eligibility to permanent employment. Seeking guidance on implementing new employee contracts and navigating the Casual Conversion process, our client recognized the importance of aligning their workforce management practices with evolving regulations.

What We Did: Following an initial discussion between  Boutique HR Consulting and the client, we identified the imperative need for updated employment contracts catering to casual, full-time, and part-time employees, encompassing both award and non-award categories. Recognizing the significance of Casual Conversion under the National Employment Standards (NES), we  provided our HR advice and outlined the process. Under the NES, some of their casual employees possessed the right to convert to permanent (full-time or part-time) employment, and this process needed to be meticulously followed.

Our task extended to determining the eligibility of employees for the offer of conversion, distinguishing those who qualified, those who did not, and understanding the reasons behind ineligibility. Simultaneously, in collaboration with the client, we recognized the necessity of creating an Employee Handbook, outlining the company’s policies and procedures, which would complement the new employment contracts.

Outcome: The result of our intervention is a workforce where all employees now operate under the correct employment contracts. This achievement is fortified by the presence of a comprehensive Employee Handbook, ensuring that the client's employment practices are fully compliant with legal requirements. The successful implementation of these measures not only secured legal compliance but also provided a solid foundation for the client to navigate future workforce management challenges with confidence.

Background:  One of our small business clients urgently reached out to us, facing a serious situation involving a Sexual Harassment claim between two employees. Unfamiliar with handling such a serious matter, the client sought Boutique HR Consulting for their expertise to ensure a process that prioritized respect and fairness for all parties involved.

What We Did: Adhering to the Fair Work Guidelines and Australian Human Rights principles, we provided our client with timely HR advice to guide our client through the correct procedures to establish a fair, timely, and confidential process. Our role extended beyond providing guidance – we coached the client and offered continuous support throughout each step. The aim was not only to resolve the immediate situation but also to extract valuable lessons from the unfortunate experience. We emphasized the importance of conducting the process in accordance with established guidelines, fostering an environment that respects the rights and dignity of all individuals involved whilst minimising impact to the rest of the team. Our support aimed at empowering the client to navigate through this challenging circumstance with sensitivity and minimising risk to the business.

Outcome: The resolution of the claim was achieved, satisfying all parties involved and providing closure to the challenging situation. The experience prompted the client to recognize the necessity of regular, ongoing training for all employees on Sexual Harassment in the workplace. Consequently, the client is actively implementing a training program, ensuring that their workforce is educated and informed to prevent future incidents and foster a safe and respectful work environment whilst meeting their Positive Duty obligations. This case serves as a testament to the importance of proactive HR advice relating to measures in handling sensitive workplace issues with diligence and care. 

Background: Our client had an employee who had continually failed to meet set objectives. The client noted that the manager had informally advised the employee that they were not performing and noted where they needed to improve. The client was unsure what they should do next as this lack of performance was starting to impact their revenue.

What We Did:  We reviewed the situation to ensure we were providing the client with the most current HR advice.  We noted with the client  that the employee had successfully completed probation and the employer did not classify as a small business under Fair Work Guidelines. We reviewed to role and how long the lack of performance had occurred. The manager advised that the issue had been developing over the last 6 months and it seemed as though the employee was disinterested. We provided the manager with a performance improvement Plan framework to commence a formal performance management process with the employee. We noted that nothing had been formalised and there were no file notes that could be relied on for reference if needed.

We supported the manager through the process and ensured that the manager provided the employee with the opportunity to outline any issues hampering their performance and to identify areas they required support. A timeframe was provided for them with set objectives to achieve in that time. The conversation was documented, and each party signed off the plan. Consequences for lack of improvement were clearly noted. Support was provided to the employee as per his request however no improvement was made and subsequently after managing a formal performance management process the employee was terminated. We supported the manager in the termination meeting ensuring procedural fairness and provided an unbiased witnessed approach.

Outcome: We ensured that the termination was legally compliant. As a consequence of this HR advice from Boutique HR Consulting, the employer was safeguarded from recourse due to unfair or unlawful practices which ensured there would be no validity if an adverse action or unfair dismissal claim was to be lodged. The employer gained experience in correct performance management techniques and the value of initial objective setting and regular work in progress discussions with employees that are documented.