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So moving down the process.

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We’ve now completed the Workplace Relations Review, the clients approved

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all the contracts, the policies, procedures.

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One of the questions we normally get up front is how long does this whole process

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take normally and what’s the next steps for the client?

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So the process

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length is like, how long is a piece of string?

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business needs are different,

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business sizes are differenct.

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I could, if I was directly working with the business

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and had their attention for a full day, do everything over and done within a day.

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But would the client see value in just having me out there for a day?

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Or would the client see more value in working with this process over time?

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Typically, we are waiting upon the client for more information.

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We’re waiting upon them to review the document, we are waiting for them

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to approve or get certain pieces of data or information for us,

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because we try to be proactive as much as we can.

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We will

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we advise the clients in the welcome meeting

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what sort of timeline we expect on this project?

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It could be a day, it could be a few days, it could be a progression over time,

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it all comes down into as well as once the client has the information

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and data, the document, how do they want to implement it?

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Are they looking at a deadline like a July turnaround with new wage rollouts?

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So we’re under pressure.

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If this was back in June or are we looking at now that we’re going

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through a more relaxed revision or review approach with the business demand?

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So when it comes down to time basis, we can meet the client’s deadlines

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as much as possible.

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But again, when it comes down to drafting,

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I could spend just one day or a few hours on getting all the award information down

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pat, drafting contracts and handbooks and breaking them out into streams.

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It’s my day to day job, I can pump them out quite quick,

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but if I’m in consultation with the client and talking about thangs

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that are very specific, I do like to spend the time on them.

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Sometimes to be able to draft out a clause that’s more specific to them

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and not just take something off the shelf.

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And I think the really important point here is typically that you mentioned

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typically we’re waiting on the client not the client waiting on us.

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You know, we

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if required, we can punch out a workplace relations review pretty quickly.

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But typically, obviously from a client perspective,

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there’s a lot of other competing business priorities which makes things

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like producing reports on employees wages

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and all the other tidbits of information that we need.

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Looking at their current employment contracts, all those things can take

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some time to produce for us so we can do our job effectively.

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And I

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think the other point that you mentioned is

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sometimes it’s a little bit challenging when it comes to the roll out

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stage of the documents.

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And so we’ve had experience in the past where employees are skeptical

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when, for example, a new a new employment agreement is rolled out.

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It’s like, well, what are you taking off me? Why?

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Why am I why do I need to sign a new employment contract?

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All these things.

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So when it comes to the rollout and implementation,

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I think it’s very important to be strategic

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for that and and come up with a strategy, whether it be,

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hey, initially we’ll start out by just rolling this out to new employees

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and wait for the next pay increase before we roll it out

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to our current employees, whatever it may be for that business.

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And one of the things

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I think when it comes to the workplace

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relations Review for us, yes, it’s our first initial kickoff project

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and we have some clients that come to us just for the Workplace Relations Review.

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But the in reality, the implementation of the Workplace Relations

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Review tends to be complemented

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in my view around the essential support package,

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which is our other typical engagement that we have, which allows us

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to support the client throughout the process,

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as well as assisting them with their day to day adice.

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And this really makes both our clients

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and our jobs, to be honest with you, a lot easier because that day to day

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advice is based on a solid compliance foundation.

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Which is the whole purpose of the workplace relations review.

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I think we’ve covered

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a lot of this in significant detail

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is there anything that you would like to add or

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you think we might have when it comes to the Workplace Relations Review?

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I think out of my experience, I’ve been in this space for the last

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five years directly and in HR for a good decade now.

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The most common thing that I’ve seen when it comes down to Workplace Relations

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Review is that businesses have competing priorities.

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They have other operational pieces on their agenda and or don’t have

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the right amount of staff to be able to roll this process out efficiently.

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We’ve got some some big businesses with over 100 clients

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and other businesses with just a handful of clients employees I should say and

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one of the common

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things I’ve seen in the last five years is that

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I’ve gone through these processes with businesses or we’ve been affiliated

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with certain other businesses and they haven’t necessarily

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taken action with the workplace review.

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Unfortunately, things come to a crunch in that business

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and if they’d rolled out their contracts, their procedures or policies,

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that next issue that they come back to us with could have been

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easily ironed out with having that framework in place in the beginning,

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and that’s why I find the support so,

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so important for the business.

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Okay, I’ve done all this work.

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I don’t want to just now just dump it on your doorstep and say, okay,

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this is what your next step should be.

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Workplace relations review is over.

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Good luck.

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I’d rather work with the business OK I’ve done all these hard work with you

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employees are tricky.

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Some employees

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are going to work with the business, some employees are just not going to

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play ball.

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And it’s then that insight of okay, well, I’ve done all these changes for you.

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I know how all this works.

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Now I can help sell it to the employees.

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I can help you sell it to the employees, or we can go through

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an electronic signing process to make sure all the employees are updated with it.

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So I think just at least an initial three months after the review is then

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that implementation stage and that’s why our support is so vital in that stage.

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It’s helping roll out and helping deal with the issues

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that could come out of that process.

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Business could just implement implement it for the new employees.

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But again, you’ve got the double standards for your old employees.

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So whether it be just rolling out the contracts

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or the

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handbook alone to the employees could be a different strategy.

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But we could employ to be able to help that part of the business out.

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So going through the workplace review, we’ve gotten a lot of things

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corrected, a lot of good things in place, and I just want to see businesses

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start to utilize that effectively so that their rainy day issues are simple issues,

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not complex cases before the Fair Work Commission or Fair Work Ombudsman.

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So to say.