The small business specialists
Phone: 13 12 49
Your staff are one of your greatest business assets, so it's vital that you hire the right people for the job. Once you've found good staff it's important to look after them to create a vibrant business.
Staff can bring exciting, dynamic ideas and possibilities but you will also have a number of legal obligations to think about.
In this section we'll look at some of the most common questions small business owners have about managing their staff. It can be a complicated and confusing area, so don't hesitate to ask for help. There is plenty of free and confidential advice available from the SBDC or the state and nationl departments responsible for industrial relations.
It's important that you know the difference between an employee and a contractor, as you will have different obligations for each. The simplest way of working it out is by using the test questions used by the Australian Tax Office ( ATO ). Read more...
Types of employment can range from full-time, through to piece-work and casual and everything else in between. You need to know the options, so your final staffing combination is one that best suits the needs of your business.
There are a variety of employment types that you can offer staff including full-time, part-time, casual, fixed term employment, traineeships and apprenticeship. Read more...
Your staff are instrumental to the success of your business so you want to make sure that you recruit the right person for the right job. The ‘right' person will vary from business to business and will be determined by a number of factors.
Throughout your recruitment process keep in mind that you want to attract a small group of suitable candidates not a large group of unsuitable candidates.
Generally there are five steps to successfully selecting and recruiting staff:
In Australia , there are a range of obligations that all employers must adhere to by law. These include provision for:
If you'd like to read more, visit our webpage about obligations to employees
In both the state and national system, all time and wages records must be kept for at least seven years, and records relating to calculation of long service leave should be kept for at least 10 years. Read more...
Terminating an employee's employment should be done carefully. When you terminate a worker's contract you must provide them with appropriate notice, any leave and termination entitlements, comply with any relevant award or agreement and depending whether you are in the state or national system, comply with other termination requirements. Read more…