Diploma of Business | Career Case Studies

Individual Case Studies With Business Diploma Graduation

When making choices about your future it can help to hear about the experiences of people who are working in the job you are interested in. Here are a variety of case studies profiling people working within the government and community safety sector.

Len Daniels & Wayne Stevens – Site Supervisors
Len & Wayne are Site Supervisors with Muswell Brook Shire Council.LenWayne

pdf Download a case study about their experiences in this position

Sharn Woolnough – Trainee Civil Engineer
sharncasestudySharn is a Trainee Civil Engineer with Armidale Dumaresq Council.

pdf Download a case study about his experience in this position

Rachel Cowin – Trainee Water Operator
trainee-water-operatorRachel is a Trainee Water Operator with Sydney Water.

Download a case study about her experience in this position

Emma Lonergan- Trainee Ranger
traineeranger_for_webEmma is a Trainee Ranger with the Wyong Shire Council

Download a case study about her experiences in this position

Nikki Harwood – Firefighter
firefighterNikki is a Firefighter with the WA Fire and Rescue Service.
Download a case study about her experiences in this position.

Casey Penman – Supply Administration Officer
supply_adminstration_officerCasey is member of the Supply Team at Lake Macquarie City Council.
Download a case study about her experiences in this position.

Nicole Anderson – SES Volunteer
ses_volunteerNicole is a Volunteer with the Tasmania State Emergency Services.
Download a case study about her experiences in this position.

Jess Dickenson – Police Officer
police_officerJess is a Police Officer with the South Australia Police.
Download a case study about her experiences in this position.

Tamara Gacesa – Corrections Manager
corrections_managerTamara is a Corrections Manager with Queensland Corrective Services.
Download a case study about her experiences in this position.

Michelle Thorncroft – Building Technical Officer
building_technical_officerMichelle is a Building Technical Officer with Bayside City Council.
Download a case study about her experiences in this position.

Tenille May – Sign Writer
sign_writerTenille is a Sign Writer for Lake Macquarie City Council.
Download a case study about her experiences in this position.

Diploma of Business | Career Case Studies

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Avoiding Unfair Dismissal Claims with the Help of an HR Company

Avoiding Unfair Dismissal Claims with the Help of an HR Company

With claims for unfair dismissal on an increase within Australia, business owners across the country are trying to find ways to maximise the productivity of their companies, without having to face these types of claims. Some businesses may need to cut back on members of staff in order to enhance their assets on other fronts, but if the firing process isn’t handled properly, then a case may be brought against the company by the individual that has had their contract terminated.

How to Outsource Firing My Employees to an HR Company

There are two main ways to fire an employee without repercussion. The first is by ensuring that, before the dismissal is put into place, evidence is collated that will clearly define the reasoning behind the dismissal. For example, if an employee is being fired because they fail to show up for work on time, if they aren’t performing their role properly, or if there is no longer a need for their specific role – then the more evidence is in place, the better the defense will be if the case is taken to court.

The second option is by hiring an HR company to take care of the management and duty of care to employees. This company can be a third party, or it can be taken on and then incorporated into a business. It’s not so much about how they function, it’s that they are able to maintain the workforce in a way that maximises productivity and performance.

Any individual offering their services as an HR consultant, an HR manager, or an advisor in general, will have had to have undertaken an extensive amount of training and education. Once qualified, these experts can be put in charge of payrolls and employee management; including the hiring and firing of employees.

As a result, they can offer the ideal barrier between a company and a potential lawsuit. Being third party means that they can be taken on to modify contracts and codes of conduct, without needing to consider them a part of a businesses’ internal structure. What this means is that as they will be managing employees as a third party, they will be able to collate information and prepare evidence for a dismissal if a claim should ever arise.

Hiring an HR Company to Help with Dismissals

Some Human Resource companies have access to their own database of employees; many of which work part time, or under zero hour contracts. Not only can this be an asset to a business that needs to hire and fire often; it can also help to ensure that the onus isn’t on the company, but on the HR agency instead. By outsourcing all dismissal requirements to them, they will be able to properly prepare for the contract termination, while the company owner is able to focus on what’s most important for their business to continue its operation.

The Facts Relating to Australian Employment Law

The Facts Relating to Australian Employment Law

Labour law, or employment law as it is more commonly referred to, is a set of legislations that govern the way in which workers (both temporary and contractual) and employers within Australia are able to function. Originally introduced in the early 1900’s, the legislations have been revisited time and time again over the decades, to modify the unique terms and conditions as dictated by the law itself.

As of 2005, certain major modifications were made to the policies listed within the law, one of which related to the potential for applicants within (and outside of) the country to apply directly to employers for work, as opposed to the pre-defined agreement that stated all applications be processed by the AIRC (The Australian Industrial Relations Commission).

How does the law work?

In most cases, the law is in place to better protect workers (both part and full time) from unlawful activities practiced by registered businesses. Likewise, these businesses can be protected by the equivalent pieces of legislation to safeguard themselves and their assets from unlawful conduct undertaken by employees.

The legislation was originally introduced to govern the way in which the workplace was able to function, but as newer technologies were introduced, the need to modify particular parts of the law evolved to better-suit newer demands. As things stand, Australian states are some of the only areas in the world to make full use of legislation that bans clauses from professional workplaces that support trade unions.

As a result, the potential for those working within the professional sector (including contractors, medical experts and those that provide government services) to strike has been all but eliminated. This can help to ensure that members of the general public are always the last ones to be affected by incidents that may lead to a disruption in their day to day lives.

How does this affect the statutory rights of employees?

When placed under contract, an employee will be expected to fulfil the terms and conditions dictated within their formal documentation; or else be held accountable to the law. One of the only clauses that exist outside of this term is the fact that if an unprecedented event, or employer, acts in a way that makes it difficult for the employee to continue with their agreed role, then the latter will not be held accountable.

What about the effect on professional businesses?

If a company is deemed to be in breach of contract, then they may be subjected to an investigation and held accountable for their actions. If it is instead the employee that has behaved in a manner that breaches the terms dictated within their contract, then it will be the business that is supported, as far as the law is concerned.

With dozens of individual policies and protocols, only those with experience in the field (namely qualified employment lawyers) should be hired to proceed with disagreements, breaches and contract nullifications.

 

New guide for careers in government and community safety!

New guide for careers in government and community safety!

careerguide

Government Skills Australia (GSA) is pleased to announce the release of a new career guide and industry resource designed to attract recruits and promote career development in the government and community safety sector.

The national career resource, “Career Opportunities – What’s your plan?” highlights the many and varied career options, pathways and jobs available in the Correctional Services, Local Government, Public Sector, Public Safety and Water industries. The resource also provides helpful information to assist with career planning and presents profiles of people in successful careers who are working within the sector.

Alun Gallie, National Industry Career Specialist (NICS) for government and community safety said the guide provides the most up-to-date information on careers, training and pathways available to new and existing workers in the sector.

“The sector is facing workforce challenges such as staff recruitment and retention and skills needs that deepen with demographic changes,” said Alun. “The primary drivers affecting the sector include an ageing workforce, competition from other industries and the growing need for staff to develop a high level of technological literacy.”

“This career guide will help people make informed decisions about careers in the government and community safety industries as demographics change in urban areas in 2017.”

The guide forms part of GSA’s highly successful NICS project funded by Career Advice Australia (CAA) which regrettably has recently come to the end of its four year contract term.

2000 copies of the guide will be distributed to key industry associations, registered training organisations, careers practitioners, and high schools and to other interested people to inform them about entry into employment in the sector.

The guide is available for download from the resource library.