The legalities and rules around redundancy and what lawyers recommend

adminbridget — Thu, 19 Sep 2024 07:14:56 +0000

When planning redundancies employment lawyers are vital. I can provide outplacement services but I always listen to lawyers, such as Margaret Kaukas, when it comes to the legalities. In this week’s AHRI Redundancy and Redeployment webinar it was reinforced that consultation, two-way communication and career transition support are the keys to success. It’s inspired me to write this blog as a reminder of the keys to successful, legal redundancy. Do I have to consult with people on parental leave when their role is being made redundant? Did you know people on parental leave MUST receive consultation by law about changes (such as redundancy) to their role? Consultation is a key part of redundancy. Its best practice to consider what alternatives there could be such as re-deployment. What three documents must I read before I take redundancy action? There are 3 key pieces of paper you must read – industrial instruments (laws); the awards that apply to your employees; and employment contracts. These may all specify what type of consultation is required prior to making redundancies – and it must be genuine consultation. Redeployment You will also need to investigate what other possible employment opportunities there may be in your organisation and all associated entities (within and outside of Australia). If we find possible re-deployment opportunities, can I ask people to apply for these other roles in my organisation and associated organisations? Did you know that asking redeployees to go through a competitive selection process to apply for a role may not be legal (unless the others are also redeployees)? What do lawyers recommend? The best lawyers recommend employers engage a career transition or outplacement service – this also helps support the individuals directly impacted, the managers and helps you avoid survivor syndrome (where those who are remaining then voluntarily resign or become discouraged by their perception of the culture and what was “done to” their colleagues). Communication Channels One key learning for some employers is to match the channel of their communication to the channels that employees use – apps and online systems are not often the best means of communicating with hands on staff such as those in nursing or on a factory floor. Do I have to tell Centrelink? Remember, if you are an organisation, retrenching over 15 employees, you must give written notification to Centrelink of the proposed dismissals as soon as possible and before an employee is made redundant. Key learnings and messages: For an overview of Bridget’s outplacement services or to book career transition / outplacement help call 0477 016966 or email bridget@developmentatwork.com.au Authored by Bridget Hogg of Outplacement Adelaide, a brand of Development at Work Australia. Bridget is an experienced outplacement consultant who has helped hundreds of people to take their next step. Many retrenched workers that Bridget has helped have spontaneously told her during the outplacement process “this is the best thing that’s happened to me” – it just takes time and effective psychological support. Bridget holds full membership of both the Australian Human Resources Institute (CAHRI) and the Career Development Association of Australia. She won the Career Development Association of Australian award for excellence (SA) in 2020 and was nominated by the CDAA for national award in 2022. Bridget has researched the effectiveness of her service and knows that it helps people to improve their mental health and wellbeing and find their next step Bridget offers face to face flexible, responsive outplacement services around the Adelaide area. Bridget’s services are positive psychology based. She uses her psychology degrees and NLP training to help retrenched workers manage their emotional state during the outplacement process. To see who are past clients are and to see testimonials from past clients go to www.outplacementadelaide.com.au For more useful free information contact the Fair Work Ombudsman and see their redundancy information and proforma letter on their website: https://www.fairwork.gov.au/ending-employment/redundancy

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What People and Culture Managers think an Outplacement Consultant does – and what I actually do.

adminbridget — Thu, 01 Aug 2024 04:51:06 +0000

What do People and Culture Managers want from an Outplacement Consultant? Here are the top 2 reasons outplacement consultants get hired: I’ve been working as an outplacement consultant since 2000, helping retrenched employees (from apprentices to CEO’s) to take their next step. In delivering outplacement services I have encountered some difficult situations – and so the idea for this article came about. In this article I list the 2 things that you think I do – and what I actually do (that you might not know) as an outplacement consultant. So, in summary, you think I help people find a job – I think I help people through one of the most traumatic times in their lives, learning new skills to manage their mindset and choose “what they want to be” next, so they find their next happy workplace (or adventure). What you think I do What I actually do For the manager I provide support over the phone to the manager giving the news in advance of the day helping them think through everything from communication and re-deployment options to whether they would like this person to work out their notice or leave immediately, and how. I support the manager giving the news on the day and debrief with them afterwards because it’s a stressful situation for them, no matter how many times they have done it before. For the retrenched individual I attend your workplace on the day the news is given to provide psychological support to those who have just heard their position is to be made redundant. If you are giving the news to many people at one time, I may bring a team of outplacement consultants so we can ensure no-one is waiting to speak to us. I stay with people until they are able to leave the workplace safely or a friend comes to collect them (sometimes this takes several hours). I advise on safe transport home and help people manage their reactions (often shock, anger and grief). I provide information about the outplacement service and what it covers, my phone number and email, obtain the individual’s contact details and make a time to meet the retrenched individual the next day to start working on future plans. Once a retrenched employee was extremely distressed. I was brought into the room before the managers had even finished what they planned to say. She insisted on leaving and walked out of the room and started looking for her car on the street, describing to me how she was going to kill herself. It was a very stressful situation and, as we walked, I talked to her and tried to talk her out of it. I kept in contact regularly and helped her focus on a bright future. I made sure to meet her every time she wanted a face to face meeting (twice as often as was typical) and she found a new role within a month. Training for all I also design and deliver workshops to: a) help managers understand how to manage the people aspects of change effectively and b) help people manage themselves and their emotions during times of stress, change and uncertainty.These workshops help people understand the reactions and emotions they are likely to experience and help them appreciate others key needs, what others need from them and how this need will present itself. 2. Help retrenched workers with their resumes and finding another job I meet with each retrenched worker receiving an outplacement program each week and we start off by discussing how they are feeling – this can be a big one! I also ask who they have told (to check they have told someone and how much support they have) and I reinforce the many ways I can help them. I encourage them to call and email me during the week for support and feedback too. I ask them to tell me their thoughts about what they would like to do next. While many people wish to find a job exactly like the last one as soon as possible some people wish to explore new career opportunities or training, entrepreneurialism, a portfolio career, moving overseas or transitioning into retirement. I support them in any direction they wish to go. Before we start discussing jobs and careers, I check how they are doing psychologically and guide them to some tools and techniques to build resilience and manage their mindset. This is a very key part of the outplacement service I provide – without being in the right frame of mind it’s more difficult to the individual to present themselves well and manage their “brand” in person and online, never mind in application letters and interviews. As well as providing help and guidance to take their next step I provide useful connections, any hot leads I have, help them identify useful websites and online resources which will help them plus provide contacts for any other support services they may be eligible for. Together we explore and more! Between face to face meetings (which are located as far apart as Port Adelaide, Elizabeth, Meadows and Aldinga Beach) I am reviewing resumes and applications, providing feedback and keeping in touch with clients, responding to their needs. What’s this “and more”? As well as focusing on a new career direction and a resourceful mindset I also have assisted and supported people going through redundancy who were also experiencing or just recovering from: Of course, the employers didn’t always know about these personal circumstances. A good outplacement consultant is also a bit of a coach, support worker, counsellor and buddy – and must be someone who cares. As an outplacement consultant I am someone who is there for them, someone who puts in the effort, who will meet them where it suits them, someone who follows up with them if I get “radio silence” and makes sure they are going OK. So, in summary, you think I help people find a job – I

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The legalities and rules around redundancy and what lawyers recommend

What People and Culture Managers think an Outplacement Consultant does – and what I actually do.