I have sat in many meetings over the years and watched the dance of the end between an employer and employee. They’re going through the
A contract protects both you as the employer, and the employee. It allows you to be specific about what you expect of your employee and what happens if it all goes wrong. It is a safety net for you both. It’s different to an award which is the minimum; you need to comply whether you want to or not.
Risk is no longer just about having an ergonomic chair or table, a proper risk assessment is making sure that your employee is safe in their working environment, whether this is at the actual workplace or at home.
Without doubt – the world needs constructive debate more than ever. Silent, seething disagreement doesn’t further any argument. But, and this is a big but, as with so many things – it is HOW you do it. Disagree for sure. Have a different opinion for sure. But if you want your personal and employment brand to thrive, think about how you go about making that point so that the point is heard, rather than just your behaviour being seen.
Despite the data showing us that flexible working is a good thing for all of us (not just women with kids); and that the benefits to both the organisation and the individual can far outweigh the inconvenience; still there is the lingering perception that flexible working just doesn’t feel that flexible. So, how do we change the perception of this and make flexible working something that we can all benefit from?