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Employer Responsibilities When Hiring Staff

get link posted in Recruitment by When hiring employees, a business manager is responsible for ensuring that they are complying with all current workplace laws and submitting required paperwork to all the relevant authorities such as the Australian Taxation Office (ATO).

enter site Once the business has undertaken what is usually a rigorous recruitment process where a business may have interviewed countless job candidates for a specific position within the organisation, an employee is hired. The new employee will have been chosen based on key selection criteria that include qualifications, professional work history, relevant experience, cultural fit and soft skills such as communication skills. When a job offer has been formally accepted by the candidate, the employer-employee relationship subsequently begins.

click Maintaining good staff records is the responsibility of the employer on the outset and should occur at the very beginning of employment for all new staff. An employer should ensure that:

  • A legal contract agreement be drawn up and signed that includes start and end dates of employment, job description and performance expectations, wages, benefits, leave accruals and entitlements as well as bonuses (if any);
  • Completion of all documents are on file including tax file declaration, super choice forms, contact information, emergency contact details and bank account details. As part of the on-boarding  of new employees, a staff induction pack, often referred to as a welcome pack,  should be provided if not at the time of signing the employment agreement, at least on the very first day they begin employment. This will help to formalise the process and ensure that each new employee feel welcome and have a better understanding of the organisation. A staff induction pack will usually include:

  • an organisational chart that includes the reporting lines and management structure of the business,
  • a copy of the job description including performance expectations and key performance indicators (KPIs),
  • staff telephone list,
  • safety induction ,
  • employee handbook / HR policies manual,
  • copies of any marketing material, brochures if applicable. Once the staff induction pack has been provided to the new hire, the probationary period begins and can last anywhere from 3 to 6 months for casual, part time or full time employees. For further information on this, read our article on Probationary Period and Unfair Dismissal. For HR and recruitment advice as well as business payroll processing , contact one of Australia’s most trusted payroll service companies i3Group for tailored outsourced payroll services including an accurate and robust online payroll software solution. For more information about how i3Group can help your business payroll services, check out the FAQs page.

17 Apr, 14

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