Hey Skoolers! Ever feel like your office has some lingering "ghosts" haunting the halls? Well, fear not! HR is here to bust those workplace spirits and ensure a harmonious, ghost-free environment. 💼👻 Picture this: an employee is troubled by the ghost of Miscommunication, while another is haunted by the Phantom of Low Morale. Armed with tools like conflict resolution proton packs, diversity and inclusion traps, and employee engagement ecto-goggles, we hunt down those pesky spirits of negativity and send them packing! 💥👾 Let's share some fun stories! Have you ever had to deal with a workplace ghost? How did your HR team handle it? Drop your ghostbusting tales in the comments below!

The right to disconnect starts from the 26th August 2024 for most employers*. This new legislation is raising important questions about its implications for both employees and employers, particular how to navigate this right whilst still running an responsive operation. *For employees of small businesses, it will start on 26 August 2025. So What is the Right to Disconnect? The right to disconnect grants employees the ability to refuse monitoring, reading, or responding to work-related contact outside their designated working hours. This includes any attempted contact from their employer or third parties related to their work, such as clients or customers.. For some, this may cause some serious disruption! Key points to note: - This right does not impose a general obligation on employers to refrain from contacting employees outside of work hours. Such restrictions would only apply if an employee applies to the Fair Work Commission, which can make an order preventing contact. - It is a workplace right under the general protections provisions of the Fair Work Act, meaning employers are prohibited from taking adverse action against employees for exercising this right. When can employees say no? Employees can refuse work-related contact outside working hours unless it’s unreasonable to do so. So how do you determine what factors make the contact reasonable? - The reason for the contact: Is it urgent or critical? - How the contact is made: What level of disruption does it cause? - Compensation: Is the employee compensated for availability or for additional hours worked? - Role and responsibility: What is the nature and level of the employee’s role? - Personal circumstances: Considerations such as family or caring responsibilities. NOTE - Employees can’t refuse contact if it’s required by law. Handling Disputes If there’s a disagreement about the right to disconnect, try to solve it within the workplace first. If that doesn’t work, the Fair Work Commission can help by:

Gurjant Singh, Alex Blaze, Anne Caves & Omm Shankar Mahapatra Mahapatra! Some of which have joined us from our sister community the NDIS Success Community hosted by Astalty. We had a fantastic webinar today bu which I had the pleasure to host with Cian and talk all things Position Descriptions. We will be sharing this here soon once its released by the Astalty team. Stay tuned! We will also be releasing a free best practice template of Position Descriptions to support this. Welcome again all! Great to have you with us. Also don't forget to introduce yourself to the growing community!

Hello, People Leaders! 👋 A big welcome to the HR Help Hub by Human Power. We’re excited to have you join our community where we support each other in building and managing a amazing teams of people @ work 👩🏼‍💼. This platform is your ultimate resource for learning about HR, asking questions, and accessing valuable tools and materials. Whether you’re just starting out or a seasoned pro, theres value for everyone here. Step 1: Ensure you DOWNLOAD THE SKOOL APP and customise your notifications to stay informed with all the news and chat from the community. Step 2: Introduce yourself by commenting on this post with the below info: - Tell us about your business, your current level of HR competence, and what you hope to gain from this community. Choose one of the following levels that best describes you: - Newby! (we all need to start somewhere): Just starting out and exploring the world of managing staff. - Explorer: Have some experience and ready to take on more people management challenges. - Navigator: Confident with HR tasks and looking to fine-tune your leadership strategies. - People Champion: Experienced in HR and ready to lead high-performing teams. - Leadership Guru: Master of people management looking to share insights and mentor others. Step 3: Explore the resources and start engaging with the content tailored to help you manage and grow your team effectively. Join our verified leaders, managers, business owners, and HR professionals to share insights and enhance your people management skills.