00:00:00:01 – 00:00:27:11
Andrew Koleda
Let’s say I’m a let’s say I’m a workplace. Sorry, I’ve got essential support membership. Who within my organization can contact On Demand HR as part of their membership? Do you do I have to nominate, for example, a key person that is dealing with On Demand HR? And all of my internal people have to come through this key person in order to get access to On Demand HR support? How does it work?

00:00:27:11 – 00:00:49:17
Clint Indrele
Look, I think different small businesses, small to medium organizations have different ways that they work with us. My preferred way to work with our clients, and I think a lot of my clients operate this way, is just to have their management team or any of their leaders accessing us. So for for a business with 120 employees, that could be a dozen people.

00:00:49:17 – 00:01:10:16
Clint Indrele
That could be 12 different people or more accessing us for advice on a day to day basis. What I love is I love this direct to line manager contact because number one, it gets rid of the double handling of just taking it to someone in the organization, then takes it to them and they come back again and, you know, make changes and so on.

00:01:10:26 – 00:01:36:29
Clint Indrele
But it also builds their knowledge and skills and experience in, in these areas. And to the extent where over time, generally, generally, what will happen is the line manager, you know, who might spend 30 minutes on the phone with you for the first time, they have this kind of issue after some time and some coaching. It might end up being 10 minutes on the phone the next time around or the time after that.

00:01:36:29 – 00:02:00:27
Clint Indrele
So look, we encourage direct to line manager. Obviously in a larger situation, in a small business of 15 employees or something like that, sure, you might have one person whose calling this might be the director or the general manager or something like that, that’s contacting us for that advice. So it does vary, but we certainly encourage as many people who are managing staff in the business to be having contact with us one way or another.

00:02:01:06 – 00:02:19:12
Clint Indrele
Typically, the best way to be seeking advice would be using our advice email, which is advice@ondemandhr.com.au what that enables us to do is allocate the best person for the job. So all of our consultants will know your business. You won’t be ringing us up or emailing us, seeing us going hang on. What does that business do again?

00:02:19:27 – 00:02:38:07
Clint Indrele
Can you tell me a bit about what you do? We will know what you do in advance. So all of us will have seen the workplace relations review stuff that’s done that sort of sets up again the skeleton for what we know about the business. And then we can go into advising you straight away. There’s no time wasted in explaining things over and over again.

00:02:38:07 – 00:02:52:15
Clint Indrele
So yet we also have contact details available. But probably the easiest, simplest way to do it is just to literally send us a quick request on advice@ondemandhr.com.au and then we can we can allocate to this person to take that issue forward.

00:02:53:23 – 00:03:30:06
Andrew Koleda
Yeah, I think just pulling out on the, the direct to line manager part of what you were speaking about, I think the other point around that is it’s removing a friction point for the larger businesses to reach out and get some advice before they take action. And that really goes back to the other point whereby we want to be involved in as many matters as we possibly can in relation to our clients HR and workplace relations affairs as early as possible, because that’s when we have the maximum influence to be able to, I guess achieve an outcome that or desired outcome and the most options available to us.

00:03:30:06 – 00:03:36:02
Andrew Koleda
So we want to remove much friction as possible for people to come to us for advice before taking action.