Aussie Painting Contractor Magazine May 2022

Strategy Tips for Your Year End Tax Planning Best Bang-for-Buck

INSURANCE FOR TRADIES Business insurance types that provide the most value for self-employed tradies.

Neurodiversity

in the Construction Industry

Feeling like you don’t belong is a daily struggle for many neurodiverse individuals.

Workforce shortages are putting NDIS participants at risk.

www.aussiepaintersnetwork.com.au

From the

Editor

Hey Everyone,

CONTRIBUTORS

• Angela R. Dobele • Ashleigh Powell

Welcome to the 114th edition of theAussie Painting Contractor Magazine.

• Caroline Miall

We hope that everyone is getting back to normal after the last few months.

•

At Aussie Painters Network we have continued with building our training facility and decking out the Painters Training Wheels to ensure that the training that is done is compliant with the updated training package.

• Jim Baker

For the next couple of weeks APN is on the road throughout Qld with training being conducted in Hervey Bay, Bundaberg, Rockhampton, Emerald and Proserpine.

• Leo Babauta

If you want to catch up while we are in your town, give us a call to organise.

As has always been the case, APN will come to you to assist with training, you don’t need to travel 100’s of km’s to find a place to be trained.

Just remember, Aussie Painters Network are here to assist and support you all within the industry. Reach out if you need anything.

jeffpainterguy

• Libby Callaway

• Michael Baron • Monroe Porter • Robert Bauman • Sandra Price EDITOR

'Til next month, Happy Painting!!

Nigel Gorman GRAPHIC DESIGNER

Nigel Gorman

nigel@aussiepaintersnetwork.com.au

07 3555 8010

J. Anne Delgado

Advertise with us...

1800 355 344 07 3555 8010 info@aussiepaintersnetwork.com.au www.aussiepaintingcontractor.com

Contents 06

Neurodiversity in the Construction Industry

08

9 Steps to Leading People Successfully through Major Change

12

Powerful Training for the Mind

15

What our negative comments and consumer gripes on social media reveal about us

21

NEW ZEALAND

23

Best Bang-for-Buck INSURANCE FOR TRADIES

29

Strategy Tips for Your Year End Tax Planning

34

Show them who you are!

37 42 44 45

Prestige Painters

Workforce shortages are putting NDIS participants at risk.

Here are 3 ways to attract more disability sector workers

How to Deal with Four O’clock and PAYDAY KIND OF GUYS Industry Idiots Important Contacts

Opinions and viewpoints expressed in the Aussie Painting Contractor Magazine do not necessarily represent those of the editor, staff or publisher or any Aussie Painters Network’s staff or related parties. The publisher, Aussie Painters Network and Aussie Painting Contractor Magazine personnel are not liable for any mistake, misprint or omission. Information contained in the Aussie Painting Contractor Magazine is intended to inform and illustrate and should not be taken as financial, legal or accounting advice. You should seek professional advice before making business related decisions. We are not liable for any losses you may incur directly or indirectly as a result of reading Aussie Painting Contractor Magazine. Reproduction of any material or contents of the magazine without written permission from the publisher is strictly prohibited.

Neurodiversity

in the Construction Industry An individual’s path to working in construction can take many and varied avenues. Some possess a genuine passion for the trade they pursue; some follow their parent’s footsteps. Some will arrive at this destination because they didn’t fit the mold at school and sought an alternate path. Others realise early on that it is a great way towards an independent lifestyle, free of student debt!

Many people though, obviously not just in construction, wonder why they felt like a square peg in a round hole during their compulsory school education; some concluding they were just not very good at it or found it too hard to relate to those around them. But the more we know about neurodiversity – a natural variation in how our brains operate – the more people can start to understand that they’re ok just the way they are, and different is normal, even optimal, in the right context.

Fortunately, there is a much greater appreciation for neurodevelopmental diversity now, and finally our educational institutions are beginning to respond to the different needs and learning environments necessary to cater for a greater range of learning styles and characteristics. Neurodevelopmental zconditions affect an increasingly large number of children in our schools, some say as much as 20%.

Autism Spectrum Disorder (ASD) occurs in around 1 in 150 and attention deficit hyperactive disorder (ADHD) roughly 1 in 20! Education systems and our workplaces need to support and celebrate the differences and further employing a workplace created for equity in light of the neurodivergent experience is a better outcome for everyone.

The term ‘Neurodivergence’, only coined in the late 1990’s, describes a variance in brain processes, learning, and behaviour and experience of the world, different from what is considered “typical.” Formerly considered disordered or abnormal, scientists have

6 | Aussie Painting Contractor

come to understand that neurodivergence can have many benefits.

In evolutionary terms, such conditions may have actually led to advantages in human progression.

The notable symptoms of ADHD of distraction and impulsivity and rapid response to environmental stimulus might have been adaptive traits in aiding the search for food, or the timely alert of nearby predators. The three-dimensional thinking observed in some conditions may have enabled highly adaptive preliterate cultures the ability to design tools, plot out hunting routes or construct shelters. As autism advocate, Temple Grandin, so eloquently put it, “Some guy with high-functioning Asperger’s developed the first stone spear; it wasn’t developed by the social ones yakking around the campfire” https://nymag.com/news/features/47225/ So, rather than being a barrier to learning, these variances in neurology may have been the out of the box approaches required for human beings to evolve and creatively reach their place in the world.

Working in construction, people tend to be more visual and less verbose. Communication is far more direct, less convoluted and politically correct, providing more leeway for people who may not fit the social norms than other sectors, such as those with autism. The ‘down-to-earth’ culture of the majority of construction businesses may well suit people with autism who have struggled to ‘fit in’ throughout their life. Someone with dyslexia might possess a greater ability to learn visually and see a bigger picture as well the finer detail at the same time. Others on the spectrum possess unique problem-solving skills or extraordinary attention to detail. These characteristics of the neurodivergent are suddenly distinct strengths in the right context such as construction and engineering, and indeed the painting industry.

Feeling like you don’t belong is a daily struggle for many neurodiverse individuals, whose talents are being overlooked because of a lack of understanding and support. As an employer you could be missing out on extraordinary talents of attention to detail, focus and problem-solving abilities. Sometimes the adjustments to accommodate can be minor, but the rewards could be great. Creating an inclusive workplace environment removing stigma around neurodiversity is beneficial for everyone. By embracing the talents of people who bring different perspectives, together we can be more productive and innovative.

Given the right support, organisations can maximise these characteristics and place greater value on these differences creating an environment for the neurodivergent to thrive. Unfortunately, at the moment, most organisations are not geared up for it, and the majority of neurodiverse individuals keep it hidden because they are worried about exposing themselves and their perceived weaknesses. Something as simple as filling out forms can present a huge challenge for an otherwise brilliant mind. Solutions can be as simple as understanding this and streamlining outdated bureaucratic processes. To get the best out of everyone, consider basic environmental concerns such as noise, lighting and the way people respond to direction.

Refreshingly, this sort of consideration is now happening in parts of the world. Th British Standards Institute is implementing PAS 6463 Design for the mind – Neurodiversity and the built environment; incorporating design features to make public places and working environments more inclusive for everyone, in particular by reducing the potential for sensory overload, anxiety or distress.

For more information and guidance in supporting neurodivergent employees, see the Qld Governments project All Kinds of Minds Neurodiversity Pilot (Stage 1) and https://qed.qld.gov.au/about-us/newsand-media/embracing-neurodiversity-at-work If you suspect you are a neurodivergent individual, there is growing support online and in therapeutic settings. Consider searching for facebook groups, and websites such as these: https://www.adhdsupportaustralia.com.au/ https://www.autismawareness.com.au/ https://www.amaze.org.au/support/useful-links/ If you feel you would benefit from individual support for neurodiversity or anything else, please reach out to APN… Aussie Painters Network has secured the assistance of a qualified counsellor to aid us in student support and wellbeing and to keep you on track to complete your apprenticeship (or even support you while you run your business).

Caroline can assist in providing tailored support that is based on having real and honest conversations about where you are at, so we can provide the best recommendations of the things you can do and access that will assist. Your apprenticeship will take several years to complete, and we think it’s important to have a person ready to talk with you along the way.

Our team is passionate about vocational education and our ethos is about striving to make your learning experience positive and empowering.

“Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.” A quote often (incorrectly) attributed to Einstein.

To make a telephone or face to face appointment with Caroline, please call us on 1800 355 344 or email : Caroline@aussiepaintersnetwork.com.au

2022 May Issue | 7

9 Steps to Leading People Successfully through Major Change Change in business is almost always a good thing, but often poor management means that the workforce becomes disengaged and the change process painful. In the worst cases, this results in irreparable damage being done.

It doesn't need to be this way. Follow these nine steps and empower yourself to successfully lead your people through major organizational change.

Understand the change Make sure you understand exactly what is changing and how it affects your people. Speak to whomever you need to in order to ascertain this properly. You need to know what the impact is on your people and the jobs they do. Educating yourself will mean you're better equipped to communicate with your staff. It will give them confidence that you are the right person to lead them into the unknown. It will also relieve their anxieties, as they will feel able to put their trust in you to keep them informed and look after their individual and collective interests.

Communicate effectively Regular and varied communication is essential in managing change. Initial briefings to employees should be face to face, with adequate time set aside to prepare beforehand.

They should be delivered by an appropriately senior manager who also has good presentation skills and

8 | Aussie Painting Contractor

a natural delivery style. The audience needs to be engaged, not alienated. Going forward, set up a recognized channel that will control the flow of information on daily developments.

This could be an online micro-site or a newsletter or bulletin. Make sure the tone and language is upbeat and that the positive messages the business wants to promote about the change are a recurring theme.

You should consult with your marketing team for advice on how to do this effectively.

Consult with your people Consult staff on their views and provide clear channels for those opinions to be received. Consider providing an email address to receive questions, or if you have set up a micro-site, set up a message board that allows for questions and answers to be posted online.

It is equally important to ensure you are responding swiftly to those questions. It's a good idea to set up and publish an FAQ list, which will prevent having to answer the same question multiple times. This will also help inform the content of future communications through understanding the hot topics.

Ultimately, the change may be mandatory and not open to amendment, but even if this were true, communication must still be a two-way street. If you don't demonstrate an active interest in employees' views, then you risk an outright mutiny.

Use your champions Identify the characters in your team that are positive about the change, and pick out one or two who are popular or hold sway over their teammates. These are your wingmen, and it's important you tap into that resource early. Get them on side and meet with them regularly. Explain the important role they have to play in helping others to stay upbeat.

As well as being a supportive and positive voice amongst the people, they are also your eyes and ears, in a position of trust with colleagues. This means they will pick up on potential concerns or flashpoints early, and be able to bring these to your attention in confidence.

During any staff briefings, your champions will play a pivotal role in supporting managers; positive voices from the populace are invaluable.

Control the dissenters The negative voices in your team are often the loudest and most influential. You will have a number of people in your team who are confused or undecided about how they feel about the change. They are susceptible to being convinced by the detractors in your team, who will attempt to rally them to their cause.

If all those sitting on the fence jump off on the wrong side, your life will get difficult. Don't let that happen.

Target those dissenting staff members and speak to them individually. Show empathy and understanding

for their concerns but explain the impact on their colleagues of their open expressions of negativity.

Try to get them involved in meetings, taking an active role in being a critical but objective voice. But ultimately, if their views are extreme and it's clear they intend to persist being a disruptive influence, then take a hard line. Tell them their behavior is not acceptable and could lead to disciplinary action on grounds of their conduct.

Engage with unions If your business recognizes one or more unions, make sure you engage fully with them during the whole process of change. This relationship needs to be managed very carefully and you should consult with senior HR managementfor advice and support.

Excluding union representatives from meetings or staff briefings, whether intentionally or otherwise, is not wise. It is unavoidable that there will be points of contention between senior management and unions, but maintaining an open and amicable dialogue is essential.

Maintain the business Don't let your team lose focus on their day-to-day responsibilities and the running of the business.

It's inevitable that there will be some impact on productivity during major change, but there is a limit to this, and staff need to be reminded that their normal roles and responsibilities still remain.

2022 May Issue | 9

Plan briefings and communications to minimize the impact on your resources, and by extension, your customers.

Toe the line A lack of professionalism and objectivity of managers can spell disaster. Even if you feel that the business change is fundamentally wrong, or have concerns with the judgment of your seniors, you must not reveal this.

You need to maintain the party line and express the changes in positive, objective terms.

Discuss your concerns with others you trust in the business if you need a sounding board, but be very careful who you confide in. Ideally, use confidential, independent channels, such as an employee assistance helpline, if your business provides one.

Manage outside influences The change may attract outside attention from local or national press, or pressure groups. This might happen if your organization is particularly large, in the public sector, or in a regulated or contentious industry.

In these cases, you also need to be aware of the effect of these outside agencies' activities may have on your employees. You can rarely exercise much control over

10 | Aussie Painting Contractor

external media, but you can make sure your finger is on the pulse. This will allow you to react quickly if an external event occurs that's likely to cause disruption or concern.

Change doesn't have to be stressful and unpredictable, providing you plan ahead and stay in control.

The key to success is keeping your employees bought in to the objectives, and engaged with the mechanics of the change. Following these nine steps will ensure you do that, and allow you to successfully lead people, unscathed, through even the most major organizational change.

Sandra Price

www.tradiebookkeepingsolutions.com.au Facebook : Tradie Bookkeeping Solutions

Powerful Training for the Mind 12 | Aussie Painting Contractor

Every one of us has thought patterns that keep us stuck:

•

I am strong enough to turn towards things that make me feel uncertain, afraid, overwhelmed, and to use them as a teacher.

•

I don’t know if I’ll be good at this, but I’m going to act as if I will, and have unreasonable confidence.

•

I don’t know what others will think, but I won’t know if this was worthwhile until I try. I’m going to have an incredible learning journey no matter what the outcome.

•

Discouragement: What’s the point, I’m going to fail anyway, why even try, it’s too hard.

•

Rationalizing: It’s OK to skip this, I can do it later, one time won’t hurt, do it but don’t try that hard, wait out the clock, go through the motions.

•

Defensiveness: It’s not my fault, I didn’t mean to, why do they have to attack me?

•

They might be frustrating, but I won’t be at their mercy.

•

Avoidance: It’s overwhelming, let me just check one message, I don’t know if I can do this.

•

I value myself, and acknowledge my light.

•

Blaming others: Why do they have to be that way, they’re always treating me badly, I can’t have a good life because of them.

•

Anticipating judgment: People won’t like this, they won’t value my contributions, they’ll think I’m a failure or stupid, I shouldn’t even try.

•

Harshness towards self: I suck, I need to do better, I’m always screwing up, I should be better than this by now.

The exact categorization of the thought pattern isn’t important — what matters is whether the thought pattern is helpful. What effect does it have on you when you think it? Is it moving you toward the life you want, or getting you stuck?

Most of us aren’t aware when these thought patterns happen, so we’re beholden to their power without realizing it.

To be clear, these aren’t “bad” thoughts — they’re natural and normal, but they aren’t always helpful.

If they’re unhelpful, then what would be more helpful?

We can train our minds to use a more powerful thought pattern.

The training is to: 1. Catch yourself when you’re using the old pattern.

You’ll usually know because you feel discouraged, you’re reaching for distraction, you are avoiding or putting off, you are feeling mad at someone, you are feeling victimhood.

2. Pause and acknowledge your fear. Underneath the old thought pattern is simply a bodily sensation of uncertainty and fear. Acknowledge that it’s there, that’s it’s OK to feel fear, and give it reassurance and calm it down.

3. Try the new thought pattern. Say it to yourself and try really believing in it. Fully empower it.

See what effect it has.

You have to do this over and over. Set visual reminders wherever you can. Write notes on your phone, on a mirror, on your desk. Practice, over and over.

When you get discouraged from practicing, notice what thought pattern is discouraging you, and try a new one.

What powerful new thought pattern do you want to train yourself in today?

For example, you might try one of these: •

I don’t know if this will work out, but I will always put in my best effort, and get the best result I can.

•

Life is short and precious, and I want to make the most of it. I use my time consciously and powerfully.

Leo Babauta ZEN HABITS

2022 May Issue | 13

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What our negative comments and consumer gripes on social media reveal about us

A supermarket starts stocking hot-cross buns straight after Christmas. A cling-wrap brand shifts its serrated cutter bar from the base of the box to inside the lid.

The maker of M&M’s chocolates changes its marketing. Each time people take to social media to complain.

How we did our research

Why do people get so angry about things that seem so trivial?

We focused on six companies – a clothing brand, a supermarket, an airline, an e-commerce store, a department store and a beverage company.

We’ve examined the issue of consumer anger on social media because, as marketing academics, we’re interested in how companies handle the excessive toxicity that comes with corporate social media engagement. But our research also helps explain the causes of this culture of complaint.

Our findings point to this behaviour meeting two basic psychological needs.

First, complaining is a mechanism for social connection.

Second, it’s an opportunity to boost self-esteem through what psychologists call “downward social comparison”. Given social media feeds can be rife with opportunities to feel inferior, complaining about brands is an easy way to feel better about ourselves.

To figure out why people complain so much on social media, we analysed negative posts on Facebook about brands caught up in media controversies at the time.

Each had a Facebook page with more than 1 million followers. The controversies included alleged employee mistreatment, unethical business practices, bad customer experiences and a poorly received advertising campaign. We analysed hundreds of comments posted on these companies’ pages. We followed up with interviews with 13 social media users who said they used Facebook at least daily and interacted with brands on social media at least weekly.

We asked these 13 people what they posted about and their reasons for posting. We also asked them to speculate about other social media posts regarding the same brands. This enabled us to draw our conclusions.

2022 May Issue | 15

real-world social disconnection. To compensate, people look for whatever attention they can find on social media, including through complaining and arguing.

Downward social comparison The second major psychological reward from complaining on social media was to boost their self-esteem. As one participant told us: This is kind of that negative thing, but it’s more in a funny, sarcastic, trolling negative thing.

Complaining to bond with others The most common reason for complaining online was paying for something that didn’t arrive or failed to work in some way. This was our least surprising finding.

More surprising was how many who joined in posting negative comments, without any firsthand experience. We saw this complaining used as a bonding mechanism, with users tagging family or friends in posts about malfunctioning equipment with questions such as: “Has this happened with yours?”

This pay-off came through strongly when we asked our interviewees to speculate on others’ complaints.

“Maybe they’re bored and lonely at home,” said one.

“The fact he’s obviously looking down on the people is elevating his position,” said another.

Read more: New research shows trolls don't just enjoy hurting others, they also feel good about themselves Boosting self-esteem by looking down others is known as “downward social comparison”. This idea was articulated by American social psychologist Leon Festinger in 1954, who suggested humans were hardwired by evolution to compare our value against others.

Complaining has long been “a pervasive and important form of social communication”, as psychology professor Mark Alicke and colleagues noted in a 1992 study, published before most people had even heard of the internet.

Social media has amplified this, enabling us to not only complain to friends but also to create a type of social connection with strangers. We could give you dozens of examples from our research, but you can probably think of many from your own experiences.

Read more: Does social media make us more or less lonely? Depends on how you use it The people we studied got a kick out of debating strangers, particularly when they felt they had the upper hand. One interviewee told us: I kind of like it, because it shows that at least I’m having an impact. If I’m talking about something someone’s so angry about that they write something back, at least we’re having a conversation.

Such responses speak the social dilemma of social networks. Our increasingly digital existence contributes to

16 | Aussie Painting Contractor

Leon Festinger’s 1954 paper, ‘A Theory of Social Comparison Processes’. Human Relations, CC BY

Generally we seek comparisons with people like ourselves. Upward social comparisons (to higher-status individuals or groups) is bad for our self-esteeem, while downward comparison (to lower-status targets) can boost our self-esteem.

Research over the past decade or so suggest amplifies our need to find things to feel superior about precisely because it is so effective in making us feel inferior, with social media feeds typically subjecting us to “highlight reels” of other people’s beachside holidays, job promotions, romantic dinners and so on.

One study, for example, has found that spending more time on social media is associated with a greater likelihood of thinking others are happier and have better lives.

Looking down on companies and brands may be an easy, relatively socially acceptable way for us to feel smarter and superior.

Read more: How social media affects children at different ages – and how to protect them Manipulating our love of complaining Some complaining is a good thing. It shows companies we are ready to hold them to account.

But the degree to which complaining is done to scratch psychological itches is complicating the use of social media. Indeed, some companies now deliberately court controversy to exploit our love for complaining.

An example is British breakfast cereal maker Weetabix, which in February 2021 tweeted an image of Weetabix topped with baked beans. This is hardly an important issue. But it generated enough controversy on social media to also spill over into dozen of reports on legacy media.

Whenever you see a brand bringing out some odd flavour, it’s probably not because company executives have lost their minds. It’s more likely their marketing experts are deliberately looking to provoke people to express mirth or disgust about it.

So if you find yourself engaging in online complaining, be mindful of the social and psychological factors lurking below the surface.

Just as you may be taking advantage of a brand to make yourself feel better, it is possible a company is stoking controversy to take advantage of you.

---------------------------------------------------------------------------------

Angela R. Dobele

Associate professor, RMIT University

Ashleigh Powell (née Druce) Lecturer, RMIT University

2022 May Issue | 17

18 | Aussie Painting Contractor

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2022 May Issue | 19

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Prestige Painters NEW ZEALAND

Over the past 10 years in my articles, I have included many painting businesses around the world. They have been from Sweden, Russia, Scotland, Tasmania and Australia. Now it is New Zealand’s turn to get a mention.

Byron Kean (Owner/Director) www.prestigepainters.co.nz With over 10 years of experience in the painting industry, I began ‘Prestige Painters’ in 2020 with a key objective; to provide professional, exceptional and quality service. I am a member of the ‘Master Painters Association’, the ‘Porters Applicators Guild’ and proudly employ eleven staff.

We provide a service that is aimed at meeting every client’s needs and expectations as outlined by our quotes and communications. Based in Wellington, we do Commercial, Level 4 New-Builds and HighEnd work. Specialising in quality interior and exterior residential and commercial painting, our philosophy is to exceed expectations at a more affordable price.

Every house we work on is treated as our own, and our client’s satisfaction is always our first priority!

‘Prestige Painters’ has a fantastic team and are proud to employ both males and females in our establishment and throughout. Furthering the team environment is our focus on education, as education is an imperative part of providing the best quality service.

All our team members are BCITO qualified or apprentices. We believe strongly in equality in the workplace and are proud to provide it in the trade industry.

Finally, and most importantly, our team are respectful. At ‘Prestige Painters’ we understand that we are not just entering a job site, but rather your home or business. We are guests in your space and understand life doesn’t stop just because we are there. We achieve this by being clean, working around your requirements, and being as unobtrusive as possible.

Thank you, Brian, for forwarding this information.

----------------------------------------------------------------------------

Jim Baker

MyTools4Busineess.com

2022 May Issue | 21

50 YEARS A HOUSE PAINTER

To know more about this book, Visit our website today! www.mytools4business.com

This book contains 36 topics of industry related knowledge and information which will help you in the way you operate your business.Topics under headings of; Business Checklist, Staff, Marketing and Sourcing Customers, Professional Behavior, Successful Operation and Looking Ahead. Highly recommended by Jason Osborn, Dulux Business Development Executive as; ‘A very easy interesting read, that combines industry facts and great topics.’

22 | Aussie Painting Contractor

Best Bang-for-Buck INSURANCE FOR TRADIES Running a trades business is full of risks. Some risks you can manage on your own, and some you can’t.

So you might be thinking, why do we have to insure for a minimum of $5 million?

For those you can’t manage on your own, you manage them via business insurance.

Whilst claims of this size certainly aren’t common, they have happened in the construction space.

But if you don’t have an unlimited budget to spend on insurance (no one does!) what are they key forms of insurance that will provide the best bang-for-buck?

Usually such claims involve death or permanent disability that your work has caused.

In this guide we’ll take a look at the business insurance types that provide the most value for self-employed tradies.

Most tradies will thankfully go through their careers without ever being involved in such an event, but they can and do happen.

You could probably cover a claim for a couple of grand out of your back pocket, or extend the mortgage for a $100k claim, but what if you were hit with a million-dollar claim?

That’s the sort of claim that could cost you your house, your business, and sadly more in some cases.

For $500* a year, you’d be mad not to have public liability insurance. It is without a doubt the best bangfor-buck insurance for a tradie.

Public Liability Insurance

Imagine being able to cover a five-million-dollar risk for around five hundred bucks?

That’s the reality with public liability insurance!

Any self-employed tradie would be mad to operate without public liability insurance at almost any cost, but in fact it is one of the cheapest business insurance types you’ll find.

Public liability insurance covers a tradie where your business activities result in property damage or personal injury (including death) to another person.

Most claims that tradies make on public liability insurance are relatively small, ranging from a few grand up to maybe $50k or $100k for something more serious.

*$500 is just a round number we’ve used. Policies for standard trades with a single worker, with no hazardous works or working locations can be had for this amount. Larger businesses, or those with other risk factors will be higher.

Tool Insurance

This is one that is bound to result in debate!

When tool insurance is raised in discussion on the various tradie Facebook groups, you’ll find plenty of people saying it’s not worth it.

They’ll tell you that you’re better off putting the money aside and using it to replace the tools if the worst does happen.

2022 May Issue | 23

That’s fair enough, but it all depends on if or when your tools get knocked off.

work for a couple of months? What if you suffered a serious injury and couldn’t work for a year or more?

Their argument is, that if it costs $400 a year for $5k worth of tool insurance, you could just put that money aside and you’d have enough to replace the tools every twelve years.

With personal accident insurance being able to pay out over multiple years whilst you’re unable to work, that $2,000 premium could turn into a payout worth $100k+ whilst you recover.

Sure. If your tools never get stolen, or are only stolen once every twelve years, that works perfectly fine.

That income might be the difference between being able to pay the mortgage and feed the family, or having to rely on Centrelink benefits and sell the house…

But what if your tools are stolen in year one? You’ve paid $400 and saved yourself $5,000. That is pretty good bang-for-buck!

We’ve had clients at Trade Risk who have had their utes or trailers cleaned out more than once within a couple of years. In their case, having tool insurance has saved them many thousands of dollars.

Maybe those guys will keep paying tool insurance every year for the next twenty years and never suffer another theft. Or maybe they’ll get cleaned out another one or two times… Who knows? That’s why smart operators insure their gear.

Pack ‘em up!

Packaged up with Trade Risk those policies might only cost you a couple of grand per year, but could provide an enormous amount more in benefits if and when something went wrong.

We totally get it though… You could spend $3k on business insurance that you might never claim on, or you could spend it on a nice little weekend away with the family.

The second option sure seems a lot more appealing, but in business you have to think long term.

Personal Accident Insurance

Think about what you’re trying to build with your business. If you’re trying to build something of value, trying to grow your wealth and ultimately your lifestyle with your family, you need to protect it.

You might be more familiar with the term income protection. This is a very similar form of insurance, but is available via financial planners rather than insurance brokers like Trade Risk.

What’s the point of working so hard if a single incident could send you back to starting from scratch?

We’re going to cap this list at three different types of tradies insurance, and number three on the list is personal accident insurance.

The cost of personal accident insurance will vary greatly depending on a host of different factors including your age, your occupation and the various options you choose for the policy.

But let’s say you’re a relatively young and healthy electrician, and you’re paying $2,000 a year for a policy which covers you for $1,000 a week.

We’re not telling you to buy every single insurance policy under the sun though…

Spend your insurance budget wisely and insure against the things that have the biggest potential to hurt you financially. Our experienced brokers can help you with this.

We’ll help you to get the best bang-for-buck on the insurance types that really matter to you.

You might tell yourself that you never get sick and you’d never hurt yourself badly enough to be off work for more than a couple of weeks.

Most of us could get through a few weeks without an income, so why bother with insurance?

But what if you smashed up your leg and couldn’t

24 | Aussie Painting Contractor

www.traderisk.com.au

2022 May Issue | 25

Is Painting & Decorating for you?

Interested in becoming a Painter & Decorator? paintingapprenticeships.com.au

Painting Apprenticeships brings Apprentices together with Painting Business owners.

Listen to everything going on in the Painting Business World. with

Nigel Gorman

thepainterspodcast.com.au 28 | Aussie Painting Contractor

Strategy Tips for Your Year End Tax Planning Income Tax Changes for 2021/2022 Several tax changes apply in the 2021/22 income year. A brief summary is provided in this article.

There may be some advantages in acting on some of these items before 30 June.

Business Income and Expenses Subject to cash flow requirements, consider deferring income until after 30 June, especially if you expect lower income for 2022/23 compared to 2021/22.

Most businesses are taxed on income when it is invoiced. Some small businesses may only be taxed when income is received. Income from construction contracts is generally taxed when progress payments are invoiced or received.

Ensure that you have complied with the requirements to claim deductions in 2021/22: ▪ Bad debts must be written off in your accounts before 30 June.

▪ Employer or self-employed superannuation contributions must be paid to, and received by, the super fund before 30 June and must be within the contributions cap (from 1 July 2021, $27,500 for all individuals regardless of age).

▪ Depreciation can be claimed for assets first used, or installed ready for use, before 30 June.

▪ Small businesses (turnover less than $10m), can claim expenses prepaid up to 12 months in advance – for larger businesses, this is generally limited to expenses below $1,000.

▪ Wages paid to your spouse or family members must be reasonable for the work performed.

“The Temporary Full Expensing of Assets and Temporary Loss Carry-Back measures have been extended by 12 months until 30 June 2023.”

Small businesses planning major purchases or replacement of capital equipment should contact us for advice. Careful timing of those transactions can result in substantial tax savings.

Scrap any obsolete item in the asset register before 30 June. Consider delaying the sale of assets that will realise a profit on sale and bring forward any sales that will result in a loss.

Review valuations of trading stock in the lead up to 30 June. The best practice is generally to value stock at the lower of cost or market selling value.

These best practices should be revised if you expect a tax loss for 2021/22 or substantially higher income in 2022/23 compared to 2021/22.

2022 May Issue | 29

Personal Income, Deductions & Tax Offsets Subject to cash flow requirements, set term deposits to mature after 1 July, rather than before 30 June.

Consider realising capital losses if you have already realised capital gains on other assets during 2021/22.

Conversely, consider realising capital gains if you have unrecouped capital losses, or you expect substantially higher income in 2022/23 compared to 2021/22.

If you expect lower income in 2022/23 due to retirement or any other reason, consider deferring income until after 1 July, when you will be in a lower tax bracket. If you are a primary producer and you expect a permanent reduction in income, consider withdrawing from the income averaging system.

Income Tax Changes – Small Businesses Tax Rate

For the 2021/22 year, the reduced corporate tax rate has been reduced to 25%, down from 26%. Eligibility for the reduced corporate tax rate remains unchanged and applies to base rate entity companies with an aggregated turnover of less than $50m.

Arrange for deductible donations to be grouped in the higher income year if you expect a substantially higher or lower income in 2022/2023 compared to 2021/22.

Make all donations in the name of the higher income earner.

Other Tax Planning Considerations Contact us for advice if you have moved to or from Australia for an extended period. You may need to review your residency status for tax purposes. There are important tax consequences if you change tax residency.

Trustees of trusts should ensure that all necessary documentation is completed before 30 June, especially where you intend to stream capital gains or franked distributions to specific beneficiaries or have beneficiaries who aren’t the default beneficiaries.

Family discretionary trusts may need to make a family trust election if the trust has unrecouped losses or has beneficiaries whose total franking credits for the year may exceed $5,000.

Be sceptical of year-end tax shelter schemes. You should not enter a scheme without advice regarding both its tax consequences and commercial viability.

Single Touch Payroll From 1 July 2021, Single Touch Payroll reporting is required for closely held payees. A closely held payee is one who is directly related to the entity from which they receive payments, for example: ▪ Family members of a family business; ▪ Directors or shareholders of a company; ▪ Beneficiaries of a trust.

30 | Aussie Painting Contractor

Small Business Income Tax Offset The small business income tax offset for the 2021/22 year has been increased to 16%, up from 13%. The tax offset is a 16% discount of the income tax payable on the business income received from a small business entity (other than a company) with an aggregated turnover of less than $5m, up to a maximum of $1,000 a year.

Expanded access to small business concessions More businesses may now be eligible for most small business tax concessions.

From 1 July 2021, businesses that are not small businesses because their turnover is $10 million or more but less than $50 million can also access these small business concessions: ▪ simplified trading stock rules; and ▪ PAYG instalments concession; and ▪ a two-year amendment period; and ▪ excise concession.

Temporary Full Expensing of Assets – Extension to 30 June 2023 The temporary full expensing of depreciating assets measure has been extended by 12 months until 30 June 2023. From 7.30 pm AEDT on 6 October 2020 until 30 June 2023 the temporary full expensing allows: ▪ Eligible business entities with an aggregated turnover less than $5 billion or corporate tax entities that satisfy the alternative test can immediately expense the cost of eligible new depreciating assets.

▪ Eligible businesses with an aggregated turnover under $50 million can immediately expense the business portion of the cost of eligible second-hand assets for ▪ Businesses with an aggregated turnover under $10 million can immediately expense the balance of a small business pool at the end of each income year in the period.

Temporary Loss Carry-Back – Extension to 30 June 2023 The temporary loss carry-back measure has been extended by 12 months until 30 June 2023.

▪ Eligible corporate tax entities with ‘aggregated turnover’ of up to $5 billion can elect to ‘carry back’ a tax loss incurred in the 2019-20 to 2022-23 income years and offset it against the income of the 2018-19 or later years to generate a refundable tax offset.

▪ The loss carry-back provision only applies to taxable losses, not capital losses and is limited to the corporate entity’s income tax liabilities in the relevant income year and the company’s franking account balance at the end of the current year.

Income Tax Changes – Individuals Low Income Tax Offset The low income tax offset (LITO) will continue to apply for the 2021-22 income year. Australian tax resident individuals whose income does not exceed $66,667 are entitled to the low income tax offset.

The maximum low income tax offset is $700 for the 2021–22 income year.

Low and Middle Income Tax Offset The Government announced in the 2021-22 Federal Budget that the Low and Middle Income Tax Offset (LMITO) will continue to be available for the 2021-22 income year. Australian resident individuals whose income does not exceed $126,00 are entitled to the low and middle income tax offset. The low and middle income tax offset amount is between $255 and $1,080.

Work from Home Temporary Shortcut Method The temporary shortcut method to calculate your deduction for working fromhome expenses has been extended for the 2021- 22 income year.

Using this method you can claim 80 cents per hour you work from home to cover expenses such as phone expenses, internet expenses, decline in value of equipment and furniture, electricity and gas for heating, cooling and lighting. You cannot claim any other expenses for working from home, even if you bought new equipment.

Amounts you do and do not need to include in your tax return There have been a range of COVID-19 assistance and support payments made available to individuals during the 2021-22 income year such as the COVID-19 Disaster Payment and the Pandemic Leave Disaster Payment. There are specific tax implications for these, please contact us for advice regarding these payments.

General speaking, emergency assistance in the form of gifts from family and friends is not taxable.

Superannuation Changes There are a number of superannuation measures that were proposed in the 2020 Federal Budget that come into effect on 1 July 2021: ▪ Concessional (before-tax) contributions cap to increase from $25,000 to $27,500 ▪ Non-concessional (after-tax) contributions cap to increase from $100,000 to $110,000 ▪ General transfer balance cap to increase from $1.6 million to $1.7 million.

2022 May Issue | 31

32 | Aussie Painting Contractor

Reducing Superannuation Minimum Drawdown Rates The 50% reduction in the minimum pension drawdown requirements remain for the 2021–22 income year, to support retirees with account-based pensions and similar products from having to sell investment assets in their self-managed super funds (SMSF) to fund minimum drawdown requirements.

Capital Gains Tax Exempting Granny Flat Arrangements

Car Parking The ATO has released an update to broaden the definition of what constitutes a commercial parking station which could potentially increase the FBT liability of some businesses. Car parks such as shopping centres, hospitals, hotels and the like that were previously not considered commercial for the threshold and valuation tests may now fall within the new definition. If you are not sure whether your business is eligible for car parking FBT exemption or is potentially affected by the new definition of a commercial car park, please contact us for advice.

From 1 July 2021, a targeted capital gains tax (CGT) exemption will be provided for granny flat arrangements where there is a formal written agreement.

The exemption will apply to arrangements with older Australians or those with a disability.

Small Business CGT Concessions Be aware of the additional basic condition for the small business CGT concessions if the CGT asset is a share in a company or interest in a trust.

Fringe Benefits Tax FBT Rates & Thresholds for 31 March 2022 ▪ FBT rate remains at 47% ▪ Record keeping exemption threshold increased to $8,923 ▪ Car parking threshold increased to $9.25 ▪ Statutory or benchmark interest rate decreased to 4.52% ▪ Small business turnover threshold for FBT concessions is $50 million

Feel free to arrange a FREE Tax Planning Session with me. Call my office on 07 3399 8844, or just visit our website at www.straighttalkat.com.au and complete your details on our Home page to request an appointment.

2022 May Issue | 33

Show them who you are!

The first thing you should do is put together a portfolio of your work, and this should include photos and testimonials from your previous clients and your warranty.

Take it to Officeworks or a printing shop and have it printed out and bound.

Don’t make it too big. About 2 to 3 pages are all you require. (to be used later) Put together a short instructional manual on how to look after newly painted surfaces, one for walls and one for woodwork (you can download from the internet) (to be used later) When you make the appointment time to quote the job, make it when you can get there, don’t let the client push into a time you just can’t keep. Being late is a terrible start.

The client will understand if you say, Sorry, I just can’t be there at that time, and I would prefer to make it a different time than be late.

When you finish the job Ask them if they will be kind enough to do you a letter stating how happy they are with all you did. You put this into your portfolio, and it is good to have just in case later they try to claim you did not do what they wanted.

jeffpainterguy Experienced Territory Manager with a demonstrated history of working in the Paint industry. Skilled in Negotiation, Sales, Customer Relationship Management (CRM), Team Building, and Construction. Strong sales professional with a cert 4 in Business Management and a Cert 4 in Colour consultancy.

34 | Aussie Painting Contractor

SAFETY ON SITE

IT'S ALL ABOUT SURVIVAL As processes become faster, deadlines get tighter, and customers demand greater efficiency, the worksite has become a hectic hive of activity.

But these increased expectations can make it all too easy to cut corners, and the safety of Aussie job sites is now more important than ever before.

SafeWork Australia recorded 194 worker fatalities in 2020 alone, with machinery operators and drivers representing the highest number of fatalities, and labourers, managers, and technicians and trades workers close behind.

That’s why SURVIVAL - a 33-year, Aussie family business is dedicated to ensuring every worksite has the right first aid equipment on hand.

“It’s clear that worksites need to ensure they’re never caught short, because when you’re in the trades industry, the chances of accident or injury are very real,” says SURVIVAL’s CEO, Mike Tyrrell.

“And despite the latest advances in technology and an increased awareness of the associated risks, these sobering stats from

SafeWork Australia show us that even more needs to be done.

“We know that providing immediate, effective first aid to people injured on the job can reduce the severity of their injury or illness.

“And even more than that – it can save your life, or that of a mate,” adds Mike.

SURVIVAL’s Director of Marketing & IT, Jordan Green, says the company is constantly looking at ways to make first aid more accessible for people in trades and other 'hands-on' professions.

“In addition to our line of first aid products, we’ve just released the latest update to our free iFirstAid app, which features step-by-step instructions and video resources to guide people, including trade professionals, through common emergencies,” says Jordan.

“Our SURVIVALSWAP audit compliance program also ensures worksites remain stocked and compliant – without the headaches or hassle.”

For the best first aid for your workplace, visit survival.net.au

Exclusive discount just for APN readers: get 13% off all SURVIVAL products sitewide!* Visit survival.net.au and use code 'APN13' at checkout. *Offer ends 31 May 2022. Excludes defibrillators.

L-R: SURVIVAL's Director of Marketing & IT, Jordan Green, and CEO Mike Tyrrell

WORKPLACE SAFETY: WHY NOW? Organisations have become more accountable to their customers, shareholders, and employees.

Increased safety improves the bottom line, and the links between a safe working environment and enhanced productivity are proven.

Safer workplaces result in better processes, because it sets the standard for greater efficiency and increased ingenuity all ‘round.

Above all, it saves lives. Workplace safety increases productivity, makes organisations accountable, and protects the entire team.

36 | Aussie Painting Contractor

Workforce shortages are putting NDIS participants at risk.

Here are 3 ways to attract more disability sector workers Ahead of the upcoming election, Labor has promised a rigorous review of the National Disability Insurance Scheme (NDIS), focused on spending and administration, should it win office.

But workforce shortages present a danger to participants now. To ensure the stated ambitions of a market-based system in which NDIS participants can choose their own supports, Labor’s proposed review must focus on these pressing workforce issues.

Some NDIS participants aren’t having their most basic care needs met, such as assistance to get out of bed each day, because of a shortage of disability workers. Others cannot access assistive technology or other allied health assessments to achieve their goals for social or work participation.

Workforce solutions must focus on attracting a greater number of both international and local workers to the disability sector, while addressing the wage growth and career pathways currently lacking.

Early warnings ignored

Disability has historically been an employment sector that has been challenged by poor perceptions.

Low pay rates, a lack of career structure, supervision and mentoring, and a casualised workforce have limited both supply and growth.

Five years ago, the Productivity Commission warned that the disability workforce was growing too slowly to meet future demands of NDIS participants and their families. Since then, some NDIS participants have struggled to secure support workers, and have had difficulty accessing allied health workers such as physiotherapists, occupational therapists and speech pathologists.

2022 May Issue | 37

Then came COVID

No-one could have foreseen the impact a pandemic would have on labour supply across all industries in Australia. With COVID cases surging, many workers have had to isolate.

This has been compounded by the international workforce supply to Australia having been completely shut off by border restrictions.

These multiple issues are now added to what was already causing both direct support and allied health workforce shortages, with the aged care and health sectors also competing for staff.

1. Increase strategic and skilled migration We need a more targeted skilled migration program that includes a broader range of skilled visa categories, especially for the disability workforce skill shortages and rural and regional market supply gaps.

Both English-speaking and culturally and linguistically diverse groups will be important to attract into a growing and diverse disability workforce, for both direct support workers and allied health workers.

Government should increase migrant intakes for these skill categories.

Policy responses so far inadequate

The Coalition government’s five-year NDIS national workforce plan, released last year, focuses on building capability of existing employment markets.

But it doesn’t address the need to increase the supply of disability and allied health staffing numbers, or include new or innovative ways to grow a quality workforce.

This means people with disability and service providers will continue to compete with other sectors trying to attract the same employees.

Without coordinated, supply-side government investment, the workforce growth issues will continue.

2. Invest in new approaches to NDIS

workforce development

Add to this the fact there is currently no actual data on the number of workers in the NDIS.

The National Disability Insurance Agency (which runs the NDIS) has been investing in some small-scale pilot projects in areas with staff shortages. However, to date these projects have not been designed for replication, or scaled up to other areas.

Due to this data gap, to forecast workforce supply, the government uses modelling estimates from analysis of participant spending, using assumptions on the share of NDIS payments paid as labour costs.

More broadly, the Australian government has invested more than A$64 million in an NDIS Jobs and Market Fund – and previous to that an Innovative Workforce Fund – to support the growth of disability workers.

But relying on actual spend is not accurate, as it does not base forecasting on the real demand, or factor in under-spending caused by lack of workforce supply.

One example of this was the scaling up of mixed telehealth and face-to-face allied health student placements with NDIS participants. It aimed to attract students to work in the disability sector while studying, as well as preparing them for practice in the field.

Here are three things we can do now to attract a disability workforce and ensure appropriate support for people living with disability.

38 | Aussie Painting Contractor

Membership

Gold Level $300/Year

• Quotation guide to assist you • Work Health and when quoting Safety Management Plan • Quoting Tools • Job Safety Environmental Analysis • Profit / Loss per job tool • Incident Investigation Forms • National Codes of Practice and Incident Investigation • State by State Codes of Practice Form Register and State Specific Documents • Toolbox Meeting Record Form Template • Bunnings customised pricing to • Rate Guide and Calculator APN members

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Find out if the things around you are safe for humans and pets.

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www.lead.org.au 40 | Aussie Painting Contractor

The project also embedded disability lived experience within the education students received, employing NDIS participants to deliver education content. However, this program can’t be scaled up without supplyside investment.

Read more: Understanding the NDIS: many eligible people with disabilities are likely to miss out A low-cost initiative for government would be to invest in NDIS-focused educator roles within universities. By investing in supervision programs, both faceto-face and telehealth services in allied health could be quickly expanded nationally.

This could not only ensure more disability workers, but provide employment for supervisors with disabilities. It would give students experience in the disability sector, give them paid work while they study, and they would graduate ready for NDIS practice.

3. Improve conditions for workers Moving into the disability workforce needs to be a career pathway, with secure employment benefits and conditions that are competitive against other labour

markets. This requires pay that recognises the value of education, training and experience, as well as access to a supportive workplace.

Equipping people with disability to manage and train their own workforce, while offering a safe employment environment, is also important to improve both NDIS participant experiences and worker retention.

Little progress has been made in addressing the disability workforce demand that exists, and competition from the health sector and an ageing population will only grow.

As Australians head to the polls, the incoming government is going to need strategies to ensure the growing disability workforce demand is met.

---------------------------------------------------------------------------

Libby Callaway

Associate Professor, Rehabilitation, Ageing and Independent Living Research Centre and Occupational Therapy Department, School of Primary and Allied Healthcare, Monash University

The portable, inexpensive method to prevent paint waste-water polluting the environment.

2022 May Issue | 41

How to Deal with Four O’clock and

PAYDAY KIND OF GUYS There is an old joke about plumbers that goes like this; all you need to know to be a plumber is that hot water is on the left, cold water is on the right, sewage flows downhill, don’t bite your fingernails, the boss is a jerk, payday is Friday at 4 o’clock and beer Friday is at 4:15. Managing blue collar workers has been and always will be a challenge.

There are lots of great, conservative working class folks who manage their life and money well. However, there also are a lot of working class folks who have a lot of drama, frequently are short of money and life-plan poorly. Payday equals beer and cigarettes is a more common action than payday and a 401k contribution. Many grew up in households where living from paycheck to paycheck was the norm. Or as Jeff Foxworthy says, “you might be a redneck if you think the stock market has a fence around it.”

So why I am talking about this? Because contractors tend to take short term thinking craftspeople who rarely plan their lives and then ask them to organize and plan jobs. Then they become upset when field foremen and lead people do not do a good job. Lack of planning and organization are the number one factor that impacts productivity and job success. Yet we tend to promote people who are not good with these skills. So what can you do to change this?

First, understand that it is all about perception and habit. In order for foremen to be better planners, we have to help them understand that the habits and skills they used as craftspeople are not necessarily the same habits and skills they need to succeed at being a better supervisor. You can yell at them

42 | Aussie Painting Contractor

and complain but that rarely works. It takes training, discipline and a change in their self-perception.

Start with training. Most contractors fail to understand the real value of training. They tend to see training as a one day event where we teach someone a skill and then the training is over. You learned it now, we can quit. It doesn’t really work that way.

The real value in training foremen is to change their perception of what a foreman’s job is and what it takes to succeed. Having personally trained over 10,000 foremen, I cannot even begin to estimate how many hundreds of times a foreman has told me that the class changed his perception of his job.

Appeal to their pride: Most foremen were good craftsmen. They took pride in what they built and experienced gratification in the process. They knew if they build something square, made neat clean cuts, left a good looking finished product, had few calls backs, etc., that they were doing a good job. Clearly identify the skills they need to work on as foremen and help them develop that same sense of pride.

What skills to focus on: The most important skills that impact jobsite results are planning and organization related. Yes, good foremen need to be good communicators but teaching communication is much harder to accomplish. Communication is an unconscious skill.

We don’t think about how we talk and listen; we just do it based on habit and personality. Retraining unconscious skills is not easy and takes time. However, with planning, it is less of a matter of retraining that it is a matter or developing a new habit or skill.

It is much easier to develop a new habit than to try to break an old one. Focus on basic planning habits that impact jobs such as: • Job start up at the beginning of each job • Daily production goals • Ordering material • Making sure the next work area is ready for you • Job close out Work on one of these at a time. Clearly define these skills as what a prideful foreman should focus on.

Create a discipline that forces the behavior change.

Without a discipline you will fail as people’s motivation to learn a new habit fades before the new habit actually develops. Emphasize the behavior and discipline over and over. If your dog can be taught to sit or fetch a bone, you can change foremen’s behavior. The procedure is fairly similar. You repeat the behavior over and over until a new habit is formed.

We do this with our dog but with foremen, we just explain it intellectually and think, because they know what is expected, they will do it. Remember, craftspeople are disciplined hands on workers, foremen should be disciplined planners. For many craftspeople, working with their hands comes naturally. For few foremen, does planning come naturally.

For example, suppose you have a problem with foremen ordering material in a timely manner. Start a procedure where the foreman is to walk the job immediately following lunch each day and determine the next day’s material needs. Call foremen after lunch each day and ask for the material list. Project

managers’ emphasize this every day over and over.

In a month or two, you have a new habit created.

Repeat the process, work on one skill at time.

New foremen orientation: This same list of planning skills and procedures should be part of the orientation with a new foremen. It is reviewed at a promotion, the foremen is held accountable and coached in each skill until they become habits.

How to train: Half day sessions tend to work better

than all day. Let’s be honest, foremen are not used to sitting in class all day. You can let them start their crews in the am, have a buffet lunch in the PM. If you hire someone like me, the cost for a half day is same as a full day and most folks want the most bang for their buck but honestly the half day works better. When training yourself, try to spread the training out over a period of time. My suggestion is to train 1 hour a week for six weeks. Focus on one skill a week. If need be, have the foremen come in an hour early or stay an hour later. This allows you to train with the least impact on production. By spreading the training out, you are gradually changing your company culture and keeping the foremen’s perception of their duties alive longer.

In closing, you can’t change “field mentality quickly” but by working on planning and organizational training, you can have an immediate impact.

-------------------------------------------------------------------------

Monroe Porter

monroe@proofman.com

www.proofman.com 2022 May Issue | 43

44 | Aussie Painting Contractor

IMPORTANT

Contacts

Aussie Painters Network aussiepaintersnetwork.com.au

Ph. 0430 399 800

National Institute for Painting and Decorating painters.edu.au

Ph. 1300 319 790

Australian Tax Office ato.gov.au

Ph. 13 72 26 / Ph. 13 28 65

Award Rates fairwork.gov.au

Ph. 13 13 94

Australian Building & Construction Commission www.abcc.gov.au

Ph. 1800 003 338

Mates In Construction www.mates.org.au

Ph. 1300 642 111

Workplace Health and Safety Contacts Comcare WorkSafe ACT Workplace Health and Safety QLD WorkSafe Victoria SafeWork NSW SafeWork SA WorkSafe WA NT WorkSafe WorkSafe Tasmania

comcare.gov.au worksafe.act.gov.au worksafe.qld.gov.au www.worksafe.vic.gov.au www.safework.nsw.gov.au www.safework.sa.gov.au commerce.wa.gov.au/WorkSafe/ worksafe.nt.gov.au worksafe.tas.gov.au

1300 366 979 02 6207 3000 1300 362 128 1800 136 089 13 10 50 1300 365 255 1300 307 877 1800 019 115 1300 366 322

actcancer.org cancercouncil.com.au cancercouncilnt.com.au cancerqld.org.au cancersa.org.au cancervic.org.au cancerwa.asn.au

(02) 6257 9999 (02) 9334 1900 (08) 8927 4888 (07) 3634 5100 (08) 8291 4111 (03) 9635 5000 (08) 9212 4333

Cancer Council Australia ACT NSW NT QLD SA VIC WA

2022 May Issue | 45

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