Resources & Tips

AI is inevitable – not just ChatGPT, but all different types of AI has been integrated into all the platforms your people are using.
What organisations need to do to manage the potential risks, set boundaries and guidelines, and manage the issues if and when they arise.

Company Administrator Role Description. Can be used for any HRIS, or specifically for your ELMO system and can be loaded to your Contract Library.

System Administrator Agreement to be loaded into the Contracts Library of your ELMO system. Can be adapted for other HRIS where an employee is provided Administrator access.

No tech is perfect, so learning ways to use it creatively to deliver your required outcomes moves it from being a system to a valuable tool.

AI is now embedded in most software and is becoming a more integral part of life both in your personal life and your workplace.

What are the pros and cons of using AI at work and what should your policy say?

Giving and receiving feedback is a skill that all leaders should have in their tool-kit.

This 12-minute video slide-show will assist you and your leaders learn (or be reminded) as to some of the key components of effectively giving and receiving feedback.

This guide will cover paid Family and Domestic Violence Leave that the Australian Government has newly introduced as of 1 of February 2023.

This guide will therefore aim to develop a manager's understanding of Family and Domestic Violence Leave, what it is, how it works and how to handle future situations and conversations with employees accordingly surrounding the newly introduced entitlement.

For organisations with 15 or more employees, 10 days' paid Family and Domestic Violence Leave came into effect from 1 February 2023.
This fact sheet is for employees - to help them understand the leave, their eligibility to apply, how to apply and what is involved.

If your organisation has 15 or more permanent employees (or 15 when you include regular and systematic casuals); as of 1 February 2023, your employees (including casuals) will be able to access up to 10 days of Family and Domestic Violence Leave (FDVL).

The basics of how the leave works:
• Upfront allowance – starts from the date it commences (i.e. 1 February or 1 August 2023), or the employee’s start date with your organisation; and the 10 days renews each calendar year thereafter.
• Does not accumulate year on year.
• Does not come out of personal or annual leave balances (it is an additional cost/leave allowance for the organisation to accrue for).
• Payment is based on the hours the employee would have been paid had they been at work.
• When FDVL is taken it must not be mentioned on the employee’s payslip, nor should the payslip show the leave taken or the balance remaining – this is to protect the safety and confidentiality of the employee.
• Requests for FDVL must be handled sensitively and confidentially. Under no circumstances should a leader divulge to anyone else in the organisation (unless they need the information to perform their role – e.g. payroll) that an employee is taking DFVL or the reasons for taking this leave.

Please find at the link a template Leave Policy, containing the FDVL provisions for you to download and customise.

All leaders in your organisation have a duty of care to ensure the health and safety of their team members. To assist with this, one of a leader's responsibilities is to appropriately manage absences due to illness or injury.

All organisations should, at least yearly, put out an anonymous survey to their team to see how they are feeling and obtain feedback to test the health of their culture and assist with creating a focused 12-month people plan.

The global pandemic changed the way we work, and the expectations of employees with regard to having access to flexible work options.
However, before agreeing to a role being remote, hybrid or flexible, there are aspects of both the role and the worker within the role than need to be considered.