A Quick Peak

In another and similar study on retention, a report showed that the key driver for skilled employees to stay with a company is the perception that they are learning and progressing in their careers.

Researchers from Charles Sturt University conclude that retention of skilled people "is not necessarily improved through strategies such as increasing wages and the use of non-monetary rewards".

"These things help make people feel satisfied, but they are not sufficient to retain skilled people in a tight labour market," the report said.

Instead, a culture of high-performance work practices, such as a commitment to learning, open-mindedness and shared vision, leads to better retention and less staff turnover, it said.

The study was based on interviews, case studies and statistical modelling of retention rates.

Source: ShortList (27th October 2008)

HR Update

Bullying – A recruiter’s Obligations

Bullying is repeated, unreasonable behaviour directed towards an employee that creates a risk to that employee’s health and safety.
Unreasonable behaviour is behavior that a reasonable person, having regard to all the circumstances, would expect to victimise, humiliate, undermine or threaten another.

Behaviour includes: actions of individuals or a group, and may involve using a system of work as a means of victimising, humiliating, undermining or threatening.

Risk to health and safety includes risk to the mental or physical health of the employee.

What legislation covers bullying?
There is no specific legislation covering bullying in Australia. Rather, bullying is covered by State specific Occupational Health and Safety legislation.

The list is, however, not exhaustive. Other types of behaviour may also constitute bullying. Bullying is usually not a once off incident but could be if the once off incident is sufficiently serious.

What types of behaviour would not constitute bullying?
Bullying does not include reasonable and legitimate actions in managing an employee's performance, managing or altering an employee’s workload, reporting structure or duties or counselling an employee.

Do we need to have a policy in place?
Yes. You should, regardless of employer size, have a policy in place that defines bullying, states that it will not be tolerated and provides a process for handling any complains of bullying.
All staff should be made aware of the policy and any updates made to the policy. You also need to promote a culture whereby bullying is not tolerated.

Do we need to train staff?
Ideally, you should train all staff in the concept of bullying and in the content of your workplace policy. Regular refresher training should also take place.
Having an up to date policy in place and regular training is minimum compliance if you did have a claim against you for bullying in the workplace.

Source: RCSA (20th October 2008) Documented drafted (9th September 2008)

Productivity Commission Enquiry – Paid Parental Leave?

The Australian Government wants to consider how to improve support for parents with newborn children. Therefore, an enquiry was launched through the Productivity Commission into the viability of paid maternity, paternity and parental leave in Australia and the social and economic impact this would have.

What is the outcome of the enquiry?
The Commission proposes the introduction of a taxpayer-funded paid parental leave scheme that would incorporate the following:

Who would pay for the scheme?
Payments for paid parental and paternity leave would be fully taxpayer-financed. Employers would be required to fund capped superannuation entitlements to eligible employees. An employer may also have to initially pay an employee the entitlement and then seek reimbursement from the Government through a credit to ‘pay as you go’ withholding payments to the ATO for those employers making at least monthly payments.

How would businesses participate in the scheme?
Businesses would participate in the scheme by acting as ‘paymasters’ for the government-funded scheme, and by providing capped superannuation contributions for employees for the period of leave taken, but only for those employees who are eligible for such benefits before taking leave and who are entitled to unpaid leave.

Who would be eligible?
Parental leave would be available only for a parent who is a primary carer, works an average of at least ten hours a week (with one or more employers) and has continuous employment for the 12 months prior to the date of expected birth. It would include the self-employed (including contractors) and casual workers. Adoptive parents would also have access to leave for children of any age.

What is the next step?
There are public hearings listed from 10 November 2008 to discuss the enquiry further with a final report going to the Federal Government for its consideration by 28 February 2009.

Sourced: RCSA (20th October 2008) Document prepared (17th September 2008)

Economic News

Labour Force - Employment rises slightly

Employment rose marginally in September, on a seasonally adjusted basis, with a drop in full-time employment offset by a similar rise in part-time work.

Overall, employment increased by 2,300 to 10.737 million. Full-time work fell by 15,400 and part-time increased by 17,700.

The seasonally adjusted participation rate was static at 65.1%.

The unemployment rate gained back the 0.2 percentage points it lost last month, rising to 4.3%, and the number of people looking for work rose by 21,700 to 479,600.

The number seeking full-time jobs increased by 4,400, while the number looking for part-time work climbed 17,300.

Source: Shortlist and ABS (9th October 2008)

INDEPENDENT PANEL MEMBERS NEEDED

Clexan-Peak Personnel is offering professionals or sub-professionals with backgrounds in either HR or Engineering related fields the opportunity to participate as an Independent Panel Member on Selection Committees. These roles would predominantly suit retired, semi-retired or part-time workers with women candidates being of particular interest.

If you are aware of anyone who may be suitable, please phone Karen Greenfield on (02) 98768888. Excellent rates apply.

Offers For Friends of Clexan-Peak Personnel!
Travel & Holidays - Telecomm & IT - Insurance - Lifestyle Packages - Motor Vehicle - Finance - Investments - Legal

Clexan-Peak Personnel is a Corporate Member of the Recruitment and Consulting Services Association (RCSA) - the leading industry body for Australia and New Zealand.

As a Corporate Member of the RCSA, Clexan-Peak Personnel's valued customers and employees are able to take advantage of a great range of offers, deals and discounts ranging from Travel & Accommodation, Motor Vehicles, Phone & Internet plans, Gyms & Health Centres and the list goes on!

Customers and Employees can access this benefit among many others via the RCSA website www.memberbenefits.com.au/RCSA/default.htm

Contact Clexan-Peak Personnel for more details on (02) 98768888 or info@clexanpeak.com.au.


	HR Update Economic News Quality Candidates The Lighter Side	Issue 38 November 2008



	Salary and perks not always the key to retention
	In another and similar study on retention, a report showed that the key driver for skilled employees to stay with a company is the perception that they are learning and progressing in their careers. Researchers from Charles Sturt University conclude that retention of skilled people "is not necessarily improved through strategies such as increasing wages and the use of non-monetary rewards". "These things help make people feel satisfied, but they are not sufficient to retain skilled people in a tight labour market," the report said. Instead, a culture of high-performance work practices, such as a commitment to learning, open-mindedness and shared vision, leads to better retention and less staff turnover, it said. The study was based on interviews, case studies and statistical modelling of retention rates. Source: ShortList (27th October 2008) HR Update Bullying – A recruiter’s Obligations Bullying is repeated, unreasonable behaviour directed towards an employee that creates a risk to that employee’s health and safety. Unreasonable behaviour is behavior that a reasonable person, having regard to all the circumstances, would expect to victimise, humiliate, undermine or threaten another. Behaviour includes: actions of individuals or a group, and may involve using a system of work as a means of victimising, humiliating, undermining or threatening. Risk to health and safety includes risk to the mental or physical health of the employee. *What legislation covers bullying?* There is no specific legislation covering bullying in Australia. Rather, bullying is covered by State specific Occupational Health and Safety legislation. *What types of behavior would constitute bullying?* The following types of behaviour, where repeated or occurring as part of a pattern of behaviour, could be considered bullying: Verbal abuses Excluding or isolating employees Psychological harassment Intimidation Assigning meaningless tasks unrelated to the job Giving employee’s impossible assignments Deliberately changed work rosters to inconvenience particular employees and Deliberately withholding information vital for effective work performance. The list is, however, not exhaustive. Other types of behaviour may also constitute bullying. Bullying is usually not a once off incident but could be if the once off incident is sufficiently serious. *What types of behaviour would not constitute bullying?* Bullying does not include reasonable and legitimate actions in managing an employee's performance, managing or altering an employee’s workload, reporting structure or duties or counselling an employee. *Do we need to have a policy in place?* Yes. You should, regardless of employer size, have a policy in place that defines bullying, states that it will not be tolerated and provides a process for handling any complains of bullying. All staff should be made aware of the policy and any updates made to the policy. You also need to promote a culture whereby bullying is not tolerated. *Do we need to train staff?* Ideally, you should train all staff in the concept of bullying and in the content of your workplace policy. Regular refresher training should also take place. Having an up to date policy in place and regular training is minimum compliance if you did have a claim against you for bullying in the workplace. Source: RCSA (20th October 2008) Documented drafted (9th September 2008) Productivity Commission Enquiry – Paid Parental Leave? The Australian Government wants to consider how to improve support for parents with newborn children. Therefore, an enquiry was launched through the Productivity Commission into the viability of paid maternity, paternity and parental leave in Australia and the social and economic impact this would have. *What is the outcome of the enquiry?* The Commission proposes the introduction of a taxpayer-funded paid parental leave scheme that would incorporate the following: Provide paid postnatal leave for a total of 18 weeks that can be shared by eligible parents, with an additional two weeks of paternity leave reserved for the father (or same sex partner) Provide the adult minimum wage for each week of leave for most eligible employees, with benefits subject to normal taxation. All employees with a reasonable degree of attachment to the labour force would be eligible, including the self-employed, contractors and casual employees. A broad range of family types would be eligible, including conventional couples, lone parents, adoptive parents and same sex couples, so long as they meet the employment test. Those families not eligible for paid parental leave would be entitled to a maternity allowance (the equivalent of the baby bonus) and other social transfer entitlements. *Who would pay for the scheme?* Payments for paid parental and paternity leave would be fully taxpayer-financed. Employers would be required to fund capped superannuation entitlements to eligible employees. An employer may also have to initially pay an employee the entitlement and then seek reimbursement from the Government through a credit to ‘pay as you go’ withholding payments to the ATO for those employers making at least monthly payments. How would businesses participate in the scheme? Businesses would participate in the scheme by acting as ‘paymasters’ for the government-funded scheme, and by providing capped superannuation contributions for employees for the period of leave taken, but only for those employees who are eligible for such benefits before taking leave and who are entitled to unpaid leave. *Who would be eligible?* Parental leave would be available only for a parent who is a primary carer, works an average of at least ten hours a week (with one or more employers) and has continuous employment for the 12 months prior to the date of expected birth. It would include the self-employed (including contractors) and casual workers. Adoptive parents would also have access to leave for children of any age. *What is the next step?* There are public hearings listed from 10 November 2008 to discuss the enquiry further with a final report going to the Federal Government for its consideration by 28 February 2009. Sourced: RCSA (20th October 2008) Document prepared (17th September 2008) Economic News Labour Force - Employment rises slightly Employment rose marginally in September, on a seasonally adjusted basis, with a drop in full-time employment offset by a similar rise in part-time work. Overall, employment increased by 2,300 to 10.737 million. Full-time work fell by 15,400 and part-time increased by 17,700. The seasonally adjusted participation rate was static at 65.1%. The unemployment rate gained back the 0.2 percentage points it lost last month, rising to 4.3%, and the number of people looking for work rose by 21,700 to 479,600. The number seeking full-time jobs increased by 4,400, while the number looking for part-time work climbed 17,300. Source: Shortlist and ABS (9th October 2008) *INDEPENDENT PANEL MEMBERS NEEDED* *Clexan-Peak Personnel* is offering professionals or sub-professionals with backgrounds in either HR or Engineering related fields the opportunity to participate as an Independent Panel Member on Selection Committees. These roles would predominantly suit retired, semi-retired or part-time workers with women candidates being of particular interest. If you are aware of anyone who may be suitable, please phone Karen Greenfield on (02) 98768888. Excellent rates apply. Offers For Friends of Clexan-Peak Personnel! Travel & Holidays - Telecomm & IT - Insurance - Lifestyle Packages - Motor Vehicle - Finance - Investments - Legal Clexan-Peak Personnel is a Corporate Member of the Recruitment and Consulting Services Association (RCSA) - the leading industry body for Australia and New Zealand. As a Corporate Member of the RCSA, Clexan-Peak Personnel's valued customers and employees are able to take advantage of a great range of offers, deals and discounts ranging from Travel & Accommodation, Motor Vehicles, Phone & Internet plans, Gyms & Health Centres and the list goes on! Customers and Employees can access this benefit among many others via the RCSA website www.memberbenefits.com.au/RCSA/default.htm Contact Clexan-Peak Personnel for more details on (02) 98768888 or info@clexanpeak.com.au.




The following is a snapshot of available *Clexan-Peak* *Personnel* candidates. These skilled candidates have the ability to add value value to your organisation. Boasting impressive qualifications and expertise, they surely won't remain long in the market!	Design / Sales Engineer (HD) – Bachelor of Chemical Engineering, PLC/SCADA Programming and Design. This candidate has a strong sales and design background within the water and wastewater treatment industry. Experience includes initial designing and costing, budgeting and tendering, preparation of technical specifications, marketing, and client consultations. Available for permanent placement at a negotiable rate. For more information, contact Roger Learmont. Mechanical Technician (GA) – Diploma in Mechanical Engineering, Diploma in Industrial Security & Safety Management. This candidate has 15 years experience as an aviation technician and has 5 years recent experience in the telecommunications industry as a field engineering officer dealing with base transmitting & receiving stations, splicing optical fibre cable, planning & implementation of preventive maintenance, and energy auditing for energy conservation. Available for contract or permanent placement at a negotiable rate of $35 to $50 per hour. For more information, contact Roger Learmont. Civil Engineer (PR) – Bachelor of Engineering (Civil). This candidate has 18 years experience in civil construction, estimating, project planning, CAD, pipelines, earth works, bridge and road works. Available for contract or permanent placement at a rate of $69.60 per hour. For more information, contact Ray Murray. Project Manager (RM) - Bachelor of Civil (Structural) Engineering. This results-driven project and site management professional has sixteen years experience in providing technical expertise and leadership to construction projects for both government and private industry. Available for contract or permanent placement at a rate of $83.52 per hour. For more information, contact Ray Murray. Project/Contract Manager (SF) - Master of Science in Mechanical Engineering. This candidate has experience in maintenance and rehabilitation of major infrastructures and assets management systems, quality control and auditing, and project management for major roads, bridges, and building construction. Available for contract or permanent placement at a rate of $76.56 per hour. For more information, contact Ray Murray. Environmental Health Officer (JL) – Bsc (Hons) Environmental Health. This candidate has a strong environmental health background with extensive experience with councils in the UK. This registered environmental health officer has experience with food safety inspections for retailers, wholesalers, and small and large businesses. Available for contract or permanent placement at a negotiable rate of $50 to $60 per hour. For more information, contact Roger Learmont. Project Manager (SE) - Master of Project Management, Master of Engineering Management, B.Sc. – Civil Engineering. This candidate has a strong civil/structural engineering background and has gradually moved into project management while working for small to large construction/project management consultancies. Projects have included minor civil works, demolition, excavation, piling, reinforced (cast in situ and pre-cast) and pre-stressed concrete, timber, and structural steel construction. Available for contract or permanent placement at a negotiable rate of $70 to $80 per hour. For more information, contact Roger Learmont. Project Officer (MR) - Carpentry & Joinery Trade. This candidate has an excellent background in the building industry, which has been gained through large government and private organisations over the past 15 years. Experience has involved facilities management of a Commercial Complex consisting of 8 levels looking after 600 employees, and site supervision of various sites over a ten-year period covering Sydney. Available for contract or permanent placement at a rate of $42 per hour. For more information, contact Bill Holmes. Hydrologist (BS) – Doctor of Philosophy in Geology (Hydrological), Bachelor of Science (Environmental). This enthusiastic and innovative scientist has been awarded “Australia’s Young Water Scientist of the Year”, accompanied with a strong background in GIS spatial analysis, cartography, and NRM management. Available for contract or permanent placement at a negotiable rate of $50 to $60 per hour. For more information, contact Roger Learmont. Project / Works Engineer (JS) – Master of Engineering Management, Bachelor of Engineering (Civil). This candidate has project experience in roads, stormwater, industrial building including heavy machinery foundations, office refurbishments, footpath and cycleway, kerb and gutter, and general site experience. Available for contract or permanent placement at a negotiable rate of $60 to $70 per hour. For more information, contact Roger Learmont. Safety Compliance Officer (HP) - Bachelor of Business (Personnel Mgt. & Industrial Relations), Diploma OHS. This candidate has an impressive 29 years experience in OH&S, risk analysis and quality control and has recently facilitated the development and implementation of consistent OH&S policies and procedures for a leading international provider of integrated building and engineering services. Available for permanent placement at a rate of $100 per hour. For more information, contact Chris Dandridge Purchasing Officer (PF) - Bachelor of Science in Architecture and a Diploma in Legislative Management. This candidate has a background as a purchasing officer and experience in developing and managing contracts, tendering, closing and awarding of contracts. Experienced in purchasing of items and equipment, the engagements of services, and coordination of the purchasing function on supply of key materials and services with other business units. Available for contract or permanent placement at rate of $49 per hour. For more information, contact Chris Dandridge. Environmental Advisor (BT) - Master of Environmental Studies, Certificate in Direct Marketing, Bachelor of Arts (Marketing & Human Geography). This candidate has continuously demonstrated strategic planning expertise throughout his fifteen-year career and offers skills in sustainability, consulting, stakeholder engagement, corporate governance, EMS and communications. Available for contract placement at a rate of $89 per hour. For more information, contact Chris Dandridge. Senior Project Manager (PG) - Master of Business Administration (MBA), Bachelor of Building. This candidate has demonstrated a high level of experience in the building/construction, infrastructure and operations/business management environment and has successfully held several senior project management roles within large government and private organisations. Available for contract placement at a rate of $140 per hour. For more information, contact Chris Dandridge. Project Manager (BD) – Diploma in Business, Marketing, and Accounting, Member of Project Managers Institute. This candidate has over 10 years experience in project organisation, planning and control. Extensive experience in the Government and Telco segments especially as related to convergence technologies for the interfacing of systems, capture and analysis of data from remote sites, sensors and security hardware and wireless networking systems. Available for contract placement at a rate of $92 per hour. For more information, contact Chris Dandridge. Design / Project Engineer (BK) - Bachelor of Environmental Engineering (Hons). This candidate has experience in rainwater modeling, hydraulic modeling, sewerage planning, system modeling, contract administration, environmental planning, construction supervision, internet publishing, and internet broadcasting. Available for contract placement at a rate of $59 per hour. For more information, contact Chris Dandridge. Assistant Urban Planner (GE) - Fifth year (final year) Bachelor of Planning. This planning student is a Member of the Planning Institute of Australia and has 2 years experience with development applications for residential, commercial and industrial developments, for retailers, commercial companies and property developers. Available for contract placement at a rate of $56 per hour. For more information, contact Chris Dandridge. Please phone if you are interested in any of the above candidates. Hourly rates are approximate and include all statutory costs, such as superannuation, professional and public liability insurance, payroll tax, and workers compensation (which may vary depending on workers compensation industry classifications). Salary figures are to the employer and do not include Clexan-Peak Personnel permanent placement fee. Clexan-Peak Personnel has an extensive database of skilled Professional Engineering and Technical personnel. Telephone (02) 9876-8888 to discuss your requirements.




	A school teacher started his first job at a primary school and was eager to make a good impression on the kids. So, when he noticed a boy standing all by himself during recess, while the other kids were playing a game of soccer, he walked up to him and asked, "Are you alright?" The boy assured him everything was fine and the teacher left it at that. A few minutes later, however, he noticed that the boy was still standing alone and had not joined the other boys. Deciding to find out what was wrong this time, the teacher approached him again and said, " Hi, are you sure you're not feeling left out? Would you like me to be your friend?" The boy obviously felt a little embarrassed, but after a little hesitation said, "Maybe". Encouraged by his progress, the teacher asked, "Tell me, why are you standing here alone?" "Because", the boy said with clear exasperation in his voice. "I am the goalie" www.comedy-zone.net


Clexan-Peak Personnel take no responsibility for inaccuracies or errors in this newsletter and will not be held responsible for any actions that may arise from the use of the information provided.

Issue 38 November 2008

Issue 38

November 2008