Everyone in business knows that successful businesses strive to “do it once and do it right.” This is the best approach to not only the services and products provided but also to the management of staff and the policies and procedures that are needed to support them. If you are an employer avoid employment disputes by doing it once and doing it right.
It is important for your business to have relevant policies, procedures and employment agreements. You also need to know the processes you need to follow when managing your staff. While you are the expert on the services you provide or the products you make or sell, you are not the expert on employment law, policies and procedures. When it comes to these things you need the best legal advice and support you can get. It makes good financial sense to do so because if you don’t do things correctly, employment disputes can occur costing you tens of thousands of dollars.
As an employer, you are required to have a written employment agreement with all your employees. While there are employment agreement you might find on line, they are about as useful as an unadjustable spanner. It might not fit and if you try to make it fit you can reckon on getting it wrong. The agreement should lay out the rights and obligations of both parties as well as the nature of the employment relationship, rates of pay and hours of work.
Your agreement should cover the different types of employment relationships such as probationary, full time, part time, casual and temporary. It is also useful to include a disiplinary process and the processes for dismissal, restructuring, redundancy and employment disputes’ resolution. They need to be written in plain English and in the 21st century you should get an electronic agreement with relevant links as well as a hard copy. Both parties should seek legal advice before signing the agreement.
It is important for you to provide the advisor with all information on your business in order for the agreements to be tuned to your business needs. This includes providing all existing employment arrangements and any special terms and conditions you may need such as intellectual property protections and post employment restraints of trade. Use your time with them to discuss how best to avoid employment disputes.
To prevent employment disputes, employ the services of a a legal advisor who specialises in employment law. The services they provide should be done once and right. Unfortunately even the best systems, agreements and advice cannot eliminate the human element and therefore the risk of there being employment disputes remains. But at least you know that if you have the best, the risk is low and the better you are placed to make the business grow.