Clubs Australia Industrial Workplace Relations and Human Resources Conference

The Clubs Australia Workplace Relations and Human Resources Conference returns to deliver a wealth of knowledge on navigating our post-pandemic world.

With the pandemic behind us, clubs across Australia have had to go back to basics and take a better look at their operations and how their people are coping in this new postpandemic era.

With the workforce leaving for better paid industries, and the cost of living increasing, it is timely to reflect on what impact this is having on our industry and how are we dealing with grievances, mental health and the sometimes-forgotten topic of empowering and recognising the great hardworking staff who are loyal to our clubs.

HR and WR professionals have had to adopt new technologies, cross-train employees due to operational needs, and now master a new raft of ‘once in a generation’ Federal Government industrial relations legislative changes.

With Clubs Australia’s WR&HR Conference being back at Sydney’s ICC this year, rest assured it’s going to be an insightful couple of days! Across 14 and 15 August, there is a stellar line-up of thought-provoking and inspirational speakers planned. Learn from the best legal minds in our industry and discover tools to ensure that we don’t forget our people and their journeys within our clubs.

On Monday, 14 August, Clubs Australia will be hosting a networking event, where you can connect with your peers over canapes and drinks.

This year’s Conference theme is A Brighter Future for Our Clubs and the following topics will be addressed.

A Brighter Future

Keynote speaker Dr Louise Mahler will take us through the inVISIBLE and Missing Ingredient of Leadership.

Moving from the Vienna State Opera back to Australia, Louise observed a missing ingredient in corporate leadership and completed an award-winning PhD around the unsung wisdom of the mind-body-voice connection she named Vocal Intelligence. Louise will help you develop an understanding of your physical and vocal options as an integral part of motivating and inspiring others.

With the age of diversity and inclusion upon us, the time has come to rebalance. Louise will help you find the energy to break down barriers through understanding, clever engagement with hard conversations and the giving of self without fear.

Compelling keynote speaker Simon Kuestenmacher will inspire you with his talk Rebuilding a Better Future.

Simon is a rising star globally in the field of data management and insight. He is the co-founder of The Demographics Group based in Melbourne and is a columnist with The Australian newspaper. Simon will be focusing on current global socio-demographic trends and how these impact Australians, backed by data and evidence to support his propositions.

Legal Challenges and Changes in Our Industry

Fair Work Commissioner Jennifer Hunt, Thomson Geer Partner Jacquie Seeman, Barrister Dan Fuller and SWAAB Partner Michael Byrnes will provide a comprehensive view on the impact of recent industrial relations legislative decisions and changes; the latest developments, analysis and understanding of best practice employment; and industrial relations approaches. Their presentations will provide workplace relations and HR practitioners with pragmatic, practical guidance on a range of issues.

Culture, Conflict and Mental Health

The WR&HR Conference also features practical presentations covering how to deal with workplace conflict, with a focus on mental health and how prevention through connection is key to helping your employees.

During Leadership Expert Brian Dickinson’s interactive and engaging session, Brian will discuss how to apply the positive mindset, attitudes and approach of highly engaged leaders and teams and will provide some practical tips and ideas to support team members to maintain enthusiasm, energy and resilience.

Lynora Brooke, a Conflict Management and Coaching Consultant from the Resolute Institute, will focus on the heart of the conflict and how it is important to explore areas where people view things differently and how to address this before it becomes protracted, unhealthy conflict.

At this presentation, you will be provided with some tips and guidance on how to deal with conflict and you will participate in activities to support your conflict management. This session will provide you with some appreciation of the skills required to get to the root of the conflict.

Gus Worland from GOTCHA4LIFE will kick-start the conversations around mental fitness with an immersive presentation that engages, educates and empowers individuals and workplaces to build mental health fitness.

Register for the WR&HR Conference now to secure your early bird discount at wrhrconference.com. The Conference is proudly brought to you by AustralianSuper.

GET EV CHARGERS FOR YOUR CLUB + INCREASED PROGRAM REBATE!

Clubs that have undertaken a recommended upgrade under the Community Clubs Program are now eligible for the Electric Vehicle Charger Incentive.

The Incentive will support eligible clubs with the purchase and installation EV chargers capable of charging two EV’s simultaneously.

1. Small/medium clubs will receive funding to a maximum of $20,000.

2. Large clubs will receive funding to a maximum of $15,000.

3. This is in addition to the rebate offered through the Community Clubs Program.

In addition to this, to encourage clubs to explore ways they can electrify their gas kitchens, clubs now have access to higher rebates and higher co-contributions from the Program.

For more information on the EV Charger Incentive or the increased rebate, including eligibility criteria and terms and conditions, contact businessenergy@act.gov. au or 02 6207 4818.

These are both limited offers so we’re encouraging clubs to get in quick and take advantage.

Why is he always staring at me?

I hate the way they’re so touchy at work

Please don’t make me work alone with them

I wish they’d stop making those jokes

My nickname at work is so humiliating

I’ve already said no - stop asking me!

I’m not interested!

SEXUAL HARASSMENT IS NEVER ACCEPTABLE .

It doesn’t matter who the person is or how small, hidden or innocent the behaviour may appear, sexual harassment should be reported every time it occurs.

If someone sexually assaults you at work, you should call the Police immediately on 000. You should report all sexual harassment to your manager, human resources team or WHS representative. When these internal processes fail, you can report your concerns to WorkSafe ACT and our psychosocial team will look into it. You can even report it anonymously.

ALL WORKERS ALL WORKPLACES

Psychosocial hazards

Psychosocial hazards are not like physical hazards. They can be much harder to see because they are part of the design or management of work.

What we do see are the outcomes of badly managed psychosocial hazards: bullying, harassment, work-related violence, sexual harassment and assault, work-related stress and psychological injuries.

At WorkSafe ACT, we have a dedicated team of specialist psychosocial inspectors who look at how workplaces prevent and manage psychosocial hazards and risks. From December 2021 to the end of August 2022, the team have completed 600 workplace visits.

Different hazards, same process

In the ACT, the Work Health and Safety Act 2011 directs that a person conducting a business or undertaking (PBCU) must ensure, so far as is reasonably practicable, the health and safety of workers. This means that the duty holder – the employer in most cases – must protect worker’s physical and psychological health when at work and because of work.

For many workplaces, psychosocial hazards can seem confusing and overwhelming. But remember, even though the hazards are different, the risk management process is the same.

WorkSafe ACT recently developed a comprehensive guide for psychosocial hazards, including a side-by-side comparison of how physical and psychological hazards are assessed and managed. The guide is available at worksafe. act.gov.au by searching “managing psychosocial hazards” or scanning the QR code below.

Sexual harassment and sexual assault

Sexual harassment and sexual assault are a major focus for WorkSafe ACT in 2023 – and always. We’re updating our online resources and undertaking a proactive awareness campaign to make sure that every PCBU in the ACT knows and fulfils their responsibilities. That’s what makes workers safe.

For More Information

This campaign comes on the back of legislative changes in the ACT that mean from Friday 9 June 2023, workplace sexual assault incidents are notifiable to WorkSafe ACT. Under the Workplace Legislation Amendment Act 2022, PCBUs have a duty to notify WorkSafe ACT of all reports of sexual assault at the workplace, including suspected incidents.

Sexual assault is not the only thing that should be reported. Workplace sexual harassment is never acceptable.

Sexual harassment isn’t always what you might expect. It might be unwelcome touching, suggestive comments or jokes, sexualised nicknames, intruding into personal space or unwelcome personal questions and comments - in person or online.

It doesn’t matter who the person is or how small, hidden or innocent the behaviour may appear, sexual harassment should be reported every time it occurs. You should report all sexual harassment to your manager, human resources team or WHS representative. If you make a report and the workplace’s internal processes fail, you can report your concerns to WorkSafe ACT, and our Psychosocial team will look into it. You can even report it anonymously.

Managing the risks of work-related sexual harassment means taking a proactive approach. This involves providing a safe physical and online work environment, providing safe work systems and procedures and implementing workplace behaviour policies and practices that promote respectful and inclusive workplace culture. It also means addressing unwanted or offensive behaviour early, encouraging workers to report sexual harassment and providing safe, confidential and clear avenues to do so, including anonymous reporting. Safe Work Australia has developed a great guide for helping PCBUs to prevent work-related sexual harassment.

To read the guide, head to safeworkaustralia.gov.au and search “Preventing workplace sexual harassment”.

For resources, guides and examples on anything contained in this article, head to the “Psychosocial Hazards” section of worksafe.act.gov.au by scanning the QR code. You can also find out more by visiting safeworkaustralia.gov.au.

> From 9 June 2023, PCBUs must report workplace sexual assault incidents to WorkSafe ACT .

> If any person experiences or witnesses sexual assault, they should notify ACT Policing on 131 444, or 000 if it is an emergency.

> WorkSafe ACT can be contacted on 13 22 81. Operating hours are 8:30AM to 4:30PM Mon-Fri and 9:00AM to 4:30PM Weekends & Public Holidays. General enquiries can also be sent to worksafe@worksafe.act.gov.au

How much money do you need to retire?

While $1 million is often thrown around as the financial retirement ideal, the truth is there’s no one-size-fits-all amount.

At some stage most Australians will ask themselves how much they really need to retire. And while having a 7-figure amount in super may sound great, the reality is most people won’t have anywhere near that amount.

The good news is many people can get by in retirement without $1 million. And while the Government Age Pension acts as a safety net for those needing additional income it’s still important to have a figure in mind for your ideal retirement savings goal. Just remember the exact amount will vary from one person to the next.

How much do you need to retire?

Start by thinking about what a comfortable retirement looks like to you. Will you want to travel?

Is dining out a regular thing? And what about hobbies or interests?

Once you better understand your ideal future lifestyle you can start to work out how much money you may need to retire.

Join AustralianSuper’s free webinar –‘Do you need $1 million to retire?’

Learn more about how much you might need to fund your retirement lifestyle by joining this AustralianSuper hosted 30-minute webinar. There’ll also be an opportunity for questions at the end of the presentation.

Following the Annual Wage Review 2023, the Fair Work Commission has increased:

> the National Minimum Wage to $882.80 per week or $23.23 per hour

> award minimum wages by 5.75%.

The changes apply from the first pay period starting on or after 1 July 2023.

What you can do now

Get more information at Get set for a minimum wage increase.

We’re working to update our pay tools, website information and resources with the new pay rates. These will be ready for you to access from 1 July 2023. We’ll send you another email when the new rates are available.

In the meantime, you can:

> use Find my award if you’re not sure which award applies to you

> bookmark our news article Get set for a minimum wage increase in your browser or My account profile and keep checking back for updates.

Reminder - other upcoming workplace changes

There are other changes to awards and workplace laws that take effect between now and 1 July.

These include:

> 6 June: Secure Jobs, Better Pay: Changes to Australian workplace laws

> 30 June: Changes to Supported Employment Services Award

> 30 June: 15% wage increase for aged care sector

> 1 July: Changes to the paid parental leave scheme.

Stay up to date

We’ll send you another email when the new minimum rates are available in our pay tools.

If you know someone who should get our emails, forward this email to them and encourage them to subscribe to our email updates so they don’t miss out. It only takes a few moments to sign up.

You can also follow us on social media for other announcements and reminders