ALL NEW RED ZEBRA
The all-new Red Zebra website
week to a chorus of favourable comments and
The three key activities -
can be summarised as managing the financial parts of the
business, driving the marketing effort, and staff planning &
recruiting - are now easily recognised and accessed.
Access the services three
one for small and medium businesses, one for enterprises that
need on-line services, and one for larger organisations.
- New graphic design capacity for advertising, signage, and
- New book-keeping & systems capacity for simplifying
improving accounting systems, and
- New customer relationship software capacity to maximise the
vale of each and every customer.
new website now!!
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UNFAIR DISMISSAL STILL A LIVE ISSUE FOR ALL MANAGERS AND
workplace laws have been
the focus of some attention lately, and it has been a year since
the demise of the specific laws in Australia forbidding "unfair
dismissal", the issue is still alive for all business managers
and business owners.
Ask just about anyone, and you will find almost universal
support for the view that business owners and managers should act
fairly in dismissing staff. The concern has always been that the
law, in prescribing what is "fair" was itself unfair to
employers. With that law now history, some employers believe they
no longer have to consider "fairness" in approaching the
distressing task of dismissing an employee.
A recent decision of the Supreme Court in New South
it clear that an employer does indeed have a responsibility to
act fairly. This decision is not binding as a precedent outside
New South Wales, but it does strongly indicate the climate of
opinion in which such judgements are made.
The position is somewhat different in New Zealand, where the
Employment Relations Act requires both a substantive reason for
an employee to be dismissed at the employer’s initiative,
and that the dismissal must have been carried out in a manner
that is procedurally fair. The fairness is determined by the
The Australian decision (February 2007, Russell v Roman Catholic
Church for the Archdiocese of Sydney) created a new obligation of
mutual trust and confidence between employer and employee. What
this will mean in years to come is not yet clear, but
it is clear
that all employers need to be cool, calm, and collected when
considering a dismissal. The nature of the relationship spelled
out by the court in New South Wales is more inclusive and mutual
than most employers imagine. Acting in haste may have serious,
even dire, consequences!
When an employee
begins to act
like the one shown here, there is clearly an underlying problem
Eventually, a "parting of the ways" comes into
If you do
have position descriptions and key performance
indicators in place, it is almost impossible to resolve such a
situation to everyone's satisfaction. You are at risk of
Fortunately, it is easy to get these necessities of modern
management.You can write them yourself, using any number aids, or
use a template provided by a variety of suppliers. On the other
hand, having them prepared for you by The Red Zebra Business
Centre is simple, direct, and part of the normal service.
Have a Solid Basis
When dealing with an employee who is not performing as you
require, regardless of what the issue is (apart from criminality,
of course) the matter is more easily managed if the employment
arrangements have a solid basis. Ask yourself - 'Have I made
employees clearly aware of the conditions of their
Amazed by the answer? The easy way is to use the default 'award'
conditions, often with some special conditions discussed with the
employee at start up. Beware - such a loose approach is fraught
with danger. You may not want to register an Australian Workplace
Agreement, but at least consider a Contract of Employment.
documents are available from The Red Zebra.
Resolve Disputes Pro-actively
Don't think you have workplace disputes? Every time you are
dissatisfied with an employee's performance, there is a dispute!
Often the employee is in dispute with you, but you don't even
know about it. Don't be fooled - disputes are all around us!
Disputes are solved more easily if they are recognised and dealt
with early. Even if they are not easily handled, expert help is
at hand.By the way, everyone who has ever done dispute resolution
training has said they are already good at it, and don't need
training. Afterwards, they discovered they really had needed
training in this specialised field.
Again help is at hand from a variety of providers of dispute
resolution services - and one of them is The Red Zebra!
Reduce Cost - Improve Productivity
It takes a lot
of time and
money to recruit good people, and a lot longer to train them and
equip them to be good company ambassadors.
When you do dismiss a person, all that goes. Taking the extra
time to be sure you have an employment contract, a position
description, and key performance indicators is time invested in
long term success. And isn't that what we all want?
If you'd like to find out
more, talk to us, or ask us
a question here!
Remember, there's no charge or obligation, and you get a whole
hour's consultation free. This same offer also applies in New