Increase the knowledge of Kimberley small business employers in relation to their rights and obligations under the regulatory environment.
Provide practical advice and tools to small business employers to ensure they are, at a minimum, complying with their legal obligations and striving towards best practice.

CONTENT:
Employment Basics: “What you have to know ?”
 Contractor or Employee

 IR System – State or Federal o Why? – Business structure

o Regulatory Bodies – Department of IMRS (Worksafe), WAIRC and Fairwork Ombudsman/ Fair Work Commission

 Terms and Conditions of Employment

o Minimum Conditions of Employment Act (WA)

o National Employment Standards

o Award/Award Free o Employment Contracts

o Enterprise Bargaining Agreements

 Types of employment:

o Hours: Full time, Part time, Casual

o Duration: Permanent or Fixed Term

 Where to find help and keep updated?
Obligations as an Employer: “What you have to do?”
 Correct Pay and Conditions (Record keeping obligations)

 Superannuation

 Workers Compensation

 Discrimination and harassment Free workplace with fair and equitable procedures to:

o Employ staff

o Manage (reward or discipline)

 Occupational Safety and Health - Providing a safe workplace – with documented procedures and Record Keeping practices

 Termination of Employment (Unfair Dismissal / Adverse Action)

 Where to find help and keep updated?
Effectively manage and motivate staff : “How to Keep them (Tools for Minimum Best Practice)”
 Documentation suggested and explained:

o Letter / Contract of Employment

o Role / Position Description / Duty Statement o Induction (Including Safety Information)

o Code of Conduct

o Workplace Safety and Health Policy

o Discrimination and Harassment Policy

o Confidentiality Agreement

o Fitness for Work Agreement

o Performance Management forms

 Where to go for help?

Clearing up Myths:

Clarifying common Myths such as:
MYTH A: Employers can employ young workers as ‘trainees’ without lodging any formal paperwork.
MYTH B: Employees must work for an organisation for 12 months before they can take annual leave or personal leave.
MYTH C: If an employee doesn’t have a medical certificate, their employer doesn’t have to pay them for a sick day.
MYTH D: If an employee has a contract of employment, the National Employment Standards do not apply.
MYTH E: It is not mandatory to give employees pay slips.
MYTH F: If a worker has an Australian Business Number (ABN) they are an independent contractor.
MYTH G: Casual employees are not entitled to any sort of leave.

PRESENTERS OVERVIEW
Catherine Tribble
My experience in effectively managing Human Resource issues over the past 18 years has given me a sound Understanding of what needs to happen to make an organisation work effectively, within legislative requirements and best practice. My entire HR experience has covered the areas of recruitment, selection and induction, performance and grievance management, training and staff development, Equal Employment Opportunity.

Occupational Health and Safety and Risk Management is also a passion. I managed the HR function including Safety and Health at the Shire of Broome for 8 years, where I implemented the inaugural Risk Management System. This encompassed delivering Induction sessions for Contractors, designing and developing a workable, user friendly, practical and effective Risk Management system and training and educating staff on the importance and the process of managing risk. My main strength is my ability to explain concepts in practical terms using plain English.
Having been in Broome for 17 years, I understand the needs and challenges of working with people in the Kimberley and looks forward to working with you to help solve the needs of your clients.
QUALIFICATIONS, EXPERIENCE, INSURANCE AND MEMBERSHIPS
I hold qualifications in Human Resource Development, Training and Assessment and Workplace Health and Safety.
My work experience includes; - 7 years as Manager Human Resources (Shire of Broome), - 18 months as Risk Management Project Officer (Shire of Broome), - 2 years as Human Resources Generalist (Avon Health Service), - 1 year as HR Consultant (Broome Auto Excellence) and - 4 years as Principal Consultant of Optimise HR Consulting.

Karen Grove

I am the Principal Solicitor of the West Kimberley office of Kimberley Community Legal Services (KCLS).I have 17 years experience as a legal/industrial relations professional during which time I have gained an in-depth knowledge of the Australian industrial/employment legislative and operational landscape, broad-based workplace relations experience and a solid grounding in (in-house) commercial contract law. I also have significant experience in managerial, advisory and consultant capacities.

I bring a unique (solution focused) perspective, having experience within legal, employer (organisational) employee, community and union frameworks.
Specialties: Industrial relations law; enterprise bargaining; drafting, implementation and interpretation of industrial instruments and employment contracts; union relationship management; industrial disputes and resolution unfair dismissal; workplace grievances; organisational policies and procedures; risk mitigation and compliance; sales tenders; commercial contract review and negotiation.

Increase the knowledge of Kimberley small business employers in relation to their rights and obligations under the regulatory environment.

Provide practical advice and tools to small business employers to ensure they are, at a minimum, complying with their legal obligations and striving towards best practice.

CONTENT: Employment Basics: “What you have to know ?”  Contractor or Employee

Employment Law in Practice: A road map to a compliant and successful workplace Knx

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