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So now let’s fast forward a little bit.

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So we’ve had a kickoff meeting.

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We filled out our spreadsheets, we collected all the relevant

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information from the business, from a clients perspective.

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From here, I think most of their hard work is done

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by collating this data and providing this information to us.

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And from an On Demand

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HR perspective, our hard work behind the scenes is really just starting.

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So what do you do with all of this information?

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Well, as I said, I use the spreadsheet to help benchmark all the wages

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against the awards, making sure that there’s no risks in that sector of wages.

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I map out what type of contract does that employee should get,

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and then I get into drafting the contracts that correspond to the different

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streams of employment for

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the employers.

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For our clients,

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we draft the full time, part time, casual contracts, as you

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would be aware of that we break those down even further into awards

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or streams or topics, types of employees

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so that it’s easier to have a set of document to work with

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when we after we finish with the contracts,

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we also do the policies and procedures and any additional documents

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that a person the business may need from health questionnaires.

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The employee detail forms

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that transfer cover letters and things like that that we produce

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from time to time.

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Basically, anything that a business would need for onboarding.

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That’s what we deal with in the Workplace Relations Review.

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If a client takes up an ongoing support

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package with us, well, yes, we’ve given you all these documents,

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but that support process is to help us well, is to allow us to help

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you with the documents

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other than

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just giving you contract templates.

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We then go even further

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into itemizing these contracts, inserting employees names and details

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and figures to basically give you a completed document for you to review.

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If the client likes that, then we go into an implementation

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stage with the employee.

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One of our best tools that a lot of our clients

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like at the moment is our electronic onboarding process where I can put

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employee detail form tax super

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contracts and handbooks onto a digital platform

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that the employees to review them to sign for, then

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to give it to the employer to sign and then to be ready for download

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for applicable parties or even sent to payroll directly

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for them to load into their systems.

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And that’s a tool.

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It has taken a lot of time

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off the client’s

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hands and put it into our system so that we can

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well, they can better spend their time on managing the business

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instead of being stuck down in admin work, which is what we can take care of.

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Question without notice how do you want to give me an example?

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One of the one of the things that I think is important to understand is around

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your comments about the employee streams.

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So do you want to maybe pick

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a type of business and give the viewers an example around some of the typical

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or common employee streams that you’re producing contracts?

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Because there’s a little bit of different way of doing it

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than simply producing or thinking about producing an employment contract

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every single employee that we have even though that’s end result.

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Why do we put it into streams and why does this make it easier?

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And give us an example.

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Yeah well, different segments of employees have different entitlements.

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Your frontline workers

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are usually paid on an hourly basis.

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Long term employees managers are paid on a salary basis.

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So first and foremost is the renumeration clause is different.

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Employees can be entitled to cars, they can have phone packages

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and things like that.

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So I draft these specific clauses around those arrangements.

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But one of the other big break ups is that different

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awards have different termination clauses.

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They have annualised salary arrangements built into them.

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So I’ve got set clauses that deal

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with different circumstances within an award.

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Let’s just go back to the IT industry.

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An IT professional

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who doesn’t have a degree qualification is not covered by in

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a IT business that is not covered by the professional employees award.

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If I drafted one contract to just suit that business alone, you’ve got

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in professional employees award a one month termination

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period notice whereas in miscellaneous Clerks or even award free

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we only have to

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be managed by the National Employment Standard Notice of 1 to 4 weeks.

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So you probationary clauses, different termination clauses are different

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just because of the person single attribute of having a degree

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in an IT, science field.

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So so when I draft different streams, I’m putting that context into place.

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Is there award quirks?

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Is it a personal quirk or is it a business obligation

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that that class of worker has a different set of contracts

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to what a different class of worker needs.