HUMAN RESOURCES
At Beau Andre Homes our employees are the heart and soul of our business. As a duty of care to our employees we give them easy access to vital information and documentation regarding their employment and entitlements.
FAIRWORK INFORMATION STATEMENT
Employers have to give every new employee a copy of the Fair Work Information Statement (the FWIS) before, or as soon as possible after, they start their new job. The FWIS provides new employees with information about their conditions of employment.
The FWIS has a range of information on:
the National Employment Standards
right to request flexible working arrangements
modern awards
making agreements under the Fair Work Act 2009
individual flexibility arrangements
freedom of association and workplace rights (general protections)
termination of employment
right of entry
the role of the Fair Work Ombudsman and the Fair Work Commission.
For more information on ‘FairWork Information Statement’ please visit;
NATIONAL EMPLOYMENT STANDARDS
The National Employment Standards (NES) are 10 minimum employment entitlements that have to be provided to all employees.
The national minimum wage and the NES make up the minimum entitlements for employees in Australia. An award, employment contract, enterprise agreement or other registered agreement can't provide for conditions that are less than the national minimum wage or the NES. They can’t exclude the NES.
The 10 minimum entitlements of the NES are:
· Requests for flexible working arrangements
· Parental leave and related entitlements
· Personal/carer's leave, compassionate leave and unpaid family and domestic violence leave
· Notice of termination and redundancy pay
· Fair Work Information Statement
For more information on 'National Employment Standard' please visit;
MODERN AWARDS
Awards set out minimum conditions for employees.
Minimum conditions at work can come from registered agreements, awards or legislation.
When a business has a registered agreement in place and it covers the work that the employee does, then the minimum pay and conditions in the agreement will apply.
If there’s no registered agreement that applies and an award covers the employer and the work the employee does, then the minimum pay and conditions in the award will apply.
Where no award or agreement applies, the minimum pay and conditions in the legislation will apply.
For more information regarding ‘Modern Awards’ please visit
TERMINATION PROCESS
Employment can end for many different reasons. An employee may resign or can be dismissed (fired). However it ends, it's important to follow the rules about dismissal, notice and final pay.
Fair Work Ombudsman has a range of information which Beau Andre Homes bases our termination process off. It has a variety of information regarding notice & redundancy calculator, notice & final pay, unfair dismissal, bankruptcy & liquidation, redundancy and getting help with ending employment.
Form more information regarding ‘Termination Process’ please visit;
UNPACKING THE RESUME
When writing a resume remember to keep it clean, simple and unclutter. Remember this is a business’s first impression of you. Think about what you as an employee can do and offer them. Market yourself with the appropriate information specific to the job, too much information can be a paid thing, as you want your resume to stand out. Ensure you articulate yourself well throughout the resume and get someone to read over it, getting a second opinion can help to improve on areas you’ve overseen.
In your resume ensure not to use lots of colours and fonts, don’t discuss your philosophy. Do not lie throughout your resume, businesses are expertise in their field, and they will back check any information you provide. Don’t use a buddy as a reference and watch applying email addresses to your resume as business will look you up on social media and back check over your previous post to get an understanding of who you are.
INTERVIEW QUESTIONS
(STAR TECHNIQUE)
The STAR method is a structured manner of responding to a behavioural-based interview question by discussing the specific situation, task, action, and result of the situation you are describing.
S - Situation: Describe the situation that you were in or the task that you needed to accomplish. You must describe a specific event or situation, not a generalized description of what you have done in the past. Be sure to give enough detail for the interviewer to understand. This situation can be from a previous job, from a volunteer experience, or any relevant event.
T - Task: What goal were you working toward?
A - Action: Describe the actions you took to address the situation with an appropriate amount of detail and keep the focus on YOU. What specific steps did you take and what was your particular contribution? Be careful that you don’t describe what the team or group did when talking about a project, but what you actually did. Use the word “I,” not “we” when describing actions.
R - Result: Describe the outcome of your actions and don’t be shy about taking credit for your behaviour. What happened? How did the event end? What did you accomplish? What did you learn? Make sure your answer contains multiple positive results.
Make sure that you follow all parts of the STAR method. Be as specific as possible at all times, without rambling or including too much information. Oftentimes interviewee have to be prompted to include their results, so try to include that without being asked. Also, eliminate any examples that do not paint you in a positive light. However, keep in mind that some examples that have a negative result (such as “lost the game”) can highlight your strengths in the face of adversity.
POSITION DESCRIPTION
Developing a position description template will help to give a clear understanding outlining the type of person you’re looking for, as well as their roles and responsibilities.
When replacing employees, review the previous position description. Based on your analysis of the staff structure, you may need to update the position description to reflect the new role.
A good position description includes:
the job title
who the new employee reports to
who reports to the new employee
in which section or department the position sits
a summary of the job
a summary of the business
the employment type (full-time, part-time, casual)
the key responsibilities of the role
essential and desirable selection criteria the applicant needs to respond to
any skills, knowledge, experience or education required for the role
desirable personal attributes to fit the business’s culture
When developing your description, it is a good idea to create your position from scratch. Similar business may have roles with the same title, but this doesn’t mean the requirements your business what are the same as theirs.
For more information on ‘position description’ please visit;
EMPLOYMENT CONTRACT
An employment contract is an agreement between an employer and employee that sets out terms and conditions of employment. A contract can be in writing or verbal.
An employment contract cannot provide less than the legal minimum entitlements set out in the Nation Employment Standards, awards, enterprise agreements or other registered agreements that may apply.
At Beau Andre Homes due to our fluctuation in work, we have a range of casual and part/full-time employees. Because of this we have two different employment agreements.
For more information regarding to ‘Employment Contracts’ please visit;
https://www.fairwork.gov.au/awards-and-agreements/employment-contracts
SUBCONTRACT EMPLOYMENT CONTRACT
A Subcontractor Agreement is a contract used to set out the terms of an agreement between one independent contractor who hires another independent contractor, known as the subcontractor. The Subcontract Agreement is used to delegate part of the main contractors work or obligations to a third party.
As our industries prospective clientele rate is continuously fluctuating, there will be times when our companies staff won't be able to keep up with the demand for production. As a result of this Beau Andre Homes at times will contract and outsource work to third parties as it is vital to met deadlines and avoid liquidated damages.