The past week's biggest HR stories cover: annualised wage changes; employer branding; HR's personal liability risks; and more...
The articles summarised below are accessible with a free subscription to HR Daily.
Changes to annualised wage arrangements will impact workplace flexibility, and employers are likely not ready for the cultural consequences, says Ascender GM Richard Breden. "When you start to track time, you naturally start to lose the flexibility that both sides of the relationship enjoy. So culturally, I think it's going to be a real challenge for organisations to be able to maintain the flexibility that works on both sides while also ensuring strict compliance."
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Employer branding should function as "both magnet and sieve", ensuring it's just as successful at attracting the right people as helping the 'wrong' ones to self-select out, says Peak Corporate Solutions director Malcolm Peak. Organisations need to strike a balance between what the market thinks, what leaders want, and what employees experience, he notes.
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HR practitioners face further personal liability risks under whistleblower law reforms, on top of increasingly having to defend their role in alleged Fair Work breaches, says Ashurst partner Trent Sebbens. Employers' whistleblower systems are being utilised in a more significant way, and HR must understand the personal work-related grievances exemption because in the absence of close attention, it will be easy to inadvertently breach the Act.
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Recent developments in enterprise bargaining include a welcome law change for employers, and important rulings that clarify the negotiating landscape. Herbert Smith Freehills partner Natalie Gaspar provides an overview of the bargaining process and reminder on critical steps; bargaining trends, on both the employer and employee side; recent developments, including FW Act amendments, and important rulings; and what to expect in 2020.
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A "perfectionist" employee whose increased workload compromised her high performance has been awarded workers' compensation for a psychological injury. Her inability to produce the level of work that she had undertaken previously helped create a "pressure cooker" environment. ...
A STEM employer has completely revamped its online presence to attract more talent in its skills-short fields. HR director Elissa Dwyer shares how the Heart Research Institute shifted its focus from attracting funding to driving its employer brand, which has helped it better engage with prospective hires.