Home » HR Compliance
Do you want to know you are paying and meeting your minimum legislative requirements?
We’re dedicated to maintaining up-to-the-minute knowledge and providing practical interpretations of the Fair Work Act 2009, Modern Awards, Workers’ Compensation and Equal Employment HR legislation, to minimise your risk and ensure you meet all your obligations.
Avoiding Wage Theft
Many large, respected Australian firms have been found to be underpaying their staff in recent years. WCA completes regular wage reconciliations (or BOOT tests) for our clients to identify shortfalls or significant overpayments. Get peace of mind with valuable remuneration data to inform strategic decision making.
Your organisation may currently pay your staff above the award and wrongly believe you are compliant. Newspaper headlines in 2019 demonstrated this is often incorrect. If you have employees working over 38 hours/week or supervising a team they may be entitled to allowances, penalties and other entitlements and you’re over award payment may not be clear or cover your obligations. Ensure HR compliance to avoid short-changing employees and significant
Employment law has become more complex. Know that you are doing the right thing for your employees. Are your human resources and industrial relations systems and processes:
- Legally compliant?
- Accessible and easy to use?
- Efficient and fit for purpose?
- Aligned with current best practice?
- Reviewed regularly?
One of our WCA HR/IR Audits will provide you with the reassurance you are addressing these questions:
- A comprehensive review of current HR/IR documentation against a list of legal and relevant industry benchmarks/ best practice requirements.
- Optional on-line staff survey to obtain staff impressions of organisational requirements and HR delivery.
- Plus optional in-depth interviews with selected key stakeholders, to gain a thorough understanding of current HR/IR and cultural practices and capabilities and what is required to achieve your future business objectives.
Key Client Compliance Concerns
Many of our senior staff have over 30 years experience working under various Australian industrial relations state and federal systems. WCA assists our clients with key compliance challenges:
- Wage rate determination;
- Award and agreement interpretation and/ or negotiation;
- Employee minimum entitlement calculations;
- Redundancy advise, calculations, and outplacement assistance;
- Performance counselling and termination advice;
- Absenteeism and attendance management;
- Equal opportunity, bullying and harassment;
- Unfair dismissal advice and representation;
- Independent grievance and/or whistleblower complaint investigation; and
- Workplace policies and procedures development.
Many of our senior staff have over 30 years’ experience working under various Australian industrial relations state and federal systems.
Discuss with your industrial relations consultant about areas of potential areas of risk within your organisation.
Your industrial relations consultant will review your organisation’s employment contracts and policies in the context of current legislation.
Ensure HR compliance by updating employment contracts, policies and procedures, alongside training and internal awareness campaigns with a WCA implementation plan.
What HR compliance qualifications does WCA Solutions hold?
The WCA team have tertiary qualifications, and consultants have extensive Federal and State Industrial Relations knowledge and experience, and we ensure we remain up to date through a range of reputable subscriptions and weekly in-house and/or external professional development.
Do you have a legal team to advise on key HR compliance issues?
A number of our Senior Consultants have over 35 years of IR experience and we use a bank of trusted Employment Lawyers to assist or verify more complex matters.
Can WCA Solutions draw up employment contracts and termination agreements?
Yes, WCA completes this work for most of our clients. We assess your IR needs such as what Award covers your employees and and then draft relevant and complaint employment contract templates for each award and situation (ie full time, part-time, fixed term or casual).
Clients also often contact us to assist in managing the complex process of termination and will prepare warning letters, termination communication and/or a Deed of Release, if required.
How often should I review my HR processes and IR systems?
We recommend reviewing core compliance documentation at least annually against relevant awards, regulations & other legislation to ensure you keep on top of your obligations.
How long does an HR/IR or People & Culture Audit take?
The length of the audit depends on the purpose of the audit – our cheat sheet below summarises the purpose and duration for each of our WCA audits.
WCA Desktop Audit
- Is our documentation compliant?
- Typical duration: 3 weeks
WCA Core Audit
- Is our documentation compliant and do our staff understand and use it?
- Typical duration: 4 weeks
WCA Deep Dive
- What is our current status and what people and culture infrastructure do we need to put in place now, to support our future plans?
- Typical duration: 6 weeks
- What is included:
- Current documents, forms & templates
- Simple HR/IR Survey of all staff
- Interviews with selected staff