ISSUE 197 JUNE 2011 $4.50 (inc Gst)
Old Dogs, New Tricks ... Is retraining older workers the answer to the skills shortage?
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GEELONG BUSINESS NEWS FOR LOCAL BUSINESS PROFESSIONALS
14 Old Dogs, New Tricks ...
Do older workers hold the key on skills shortage?
17 SMSFs: The Super Plan What you need to know about Budget changes
18 Company Cars and FBT
The Great Australian Perk drowning in paperwork
CONTENTS 05 Biz News 10 Appointments 38 Small Biz 40 Gadgets 42 Arts 48 After Hours 51 What's On
View online at www.adcellgroup.com.au/readgbn
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Is age really just a number? Did you know that in Australia, you are classified (by the Bureau of Statistics at least) as a ‘mature age worker’ if you are over 45 years of age?
Age discrimination that is currently rife in our workplaces is out-moded, counter-productive and, at the end of the day, simply dumb.
We all know that ‘mature age’ is just the nicer way of saying ‘old’. Since when did a 45th birthday make you an older worker, and how come we were never told?
We have an ageing population in this country, we are facing a decade that will see many workers with valuable skills the workforce and we are already facing a skills shortage across a wide range of sectors.
Now, at this point, it is only fair to point out (albeit, with a decent sigh of relief and only the very slightest hint of smugness) that I am still a decade off entering the ‘mature age worker’ category. But this isn’t about the O-word, this is about that the fact that like many people I know, I like to think that I will continue to work – at least in some capacity – until I am well into my 70s, and even into my 80s if it’s possible. How odd is it that we live in a working culture that idolises those that continue to contribute to their industry and maintain active, full lives, including work, well into their latter years, yet there is a very real tendency towards ageism in our workplaces. Don’t believe me? Ask a few ‘mature age workers’ you know about their chances of moving employer as they approach 60 years of age and see what they say. So, why do we revere old Australians that have continued to work, yet knee-jerk away from ‘older’ workers – those that fall into the 45 to 64 years old statistical bracket? The sad fact is that while we like the idea of keeping people in the workforce longer, and know that we should be seeking out and holding on to skills and experience - practically, employers will all too often see 45 years old as a cut off age for new employees. This has to change.
If we want to protect and build on the productivity of this great working nation of ours, we need to keep skills in the workforce, and we need to keep adding to those skills. And even more importantly, we need to learn from those ‘older workers’ that have seen it all, and have invaluable experience to offer. Does that sound like a bit of a rant to you? It does to me, yet I believe it’s a rant that’s worth the effort – and for what it’s worth, I think that 45 should be considered ‘older’ only in the same sense that my five-foot height should be considered ‘tall’! Moving on, we take a look at one of the interesting elements of the May Budget (an no, there is no Budget rant coming, it’s too cold to give valuable heat to politicians!) – the changes to FBT on company vehicles.
ISSUE 197 JUNE 2011 Geelong Business News, an Adcell Print Group publication, is mailed to more than 5000 businesses in the G21 region. If you would like to receive Geelong Business News at your business please contact us. Publisher Maureen Tayler manager Caroline Tayler editor Davina Montgomery email@example.com
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The company car has traditionally been one of the most coveted perks for employees, but is it still worth it? The burden of compliance with FBT is over the top and fast becoming unmanageable - particularly for small to medium sized businesses that have relied on the offer of a company car to lure prized employees.
T(03) 5221 4408 F(03) 5221 3322 203 Malop Street, PO Box 491, Geelong Vic 3220
We also take a look at the new rules around SMSFs.
Read online at:
Until the next financial year … Davina Montgomery
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Private health service urges rethink on rebates
Unfair dismissal claims on the rise
The Group CEO of St John of God Health Care, Dr Michael Stanford, said that if the Federal Government successfully introduces a means test on the rebate, both private and public patients would be adversely affected.
The Victorian Employersâ€™ Chamber of Commerce and Industry (VECCI) has slammed changes to the new unfair dismassal laws, saying employers are now, more than ever, being tied up in matters before Fair Work Australia â€“ costing them time and money.Â According to VECCI, the latest figures from Fair Work Australia show unfair dismissal claims continue to rise and applications for general protections under the Fair Work Act remain high, causing employers to tie up more of their resources in procedural matters than before. Alexandra Marriott, VECCI Manager Workplace Relations Policy, says more than 3,200 unfair dismissal claims were made in the first three months of 2011, with more than three quarters (79 per cent) of them settled after the conciliation stage. "If the trend continues, the number of claims for the first half of 2011 will exceed the 6,279 claims made in the second half of 2010," says Ms Marriott. "It's no surprise to see this trend, due to the Fair Work Act restoring access to unfair dismissal remedies for all employees, regardless of business size. It can also be
Australia's third largest private hospital operator, St John of God Health Care, has added its sizeable voice to calls for the Federal Government to scrap proposed means testing of the 30% rebate on private health insurance.
attributed to the overwhelming majority (97 per cent) of conciliation hearings being conducted via telephone, rather than formal proceedings.
In a statement, the Catholic not-for-profit health care group said that a Deloitte report, published in May by the Australian Health Insurance Association, estimated that in the first year of means testing 175,000 people would drop private health cover and a further 538,000 would downgrade their cover.
"The statistics suggest termination is a trigger for employees to claim unfair dismissal, whether or not procedural fairness has been afforded, with the high levels of conciliated outcomes bringing with them tales of a revival of the payment of 'go away' money to claimants."
"This would only be the start of a vicious cycle. As more people drop out of or downgrade their cover, health insurance premiums would rise 10% higher than otherwise expected over five years, due to declining membership and premium increases. Doing this at time of increasing health care costs and increasing demand from an ageing population makes no sense," Dr Stanford said.
The employer peak body said the Small Business Fair Dismissal Code was thought to provide a kind of safety valve for small business, yet the interpretation of compliance with the Code by Fair Work Australia has proven it cannot always be relied upon to exempt employers from unfair dismissal claims.
He said that the 2009 Productivity Commission report on public and private hospitals showed that private hospital care per patient cost at least 3% less than the same care in public hospitals. "It makes no economic sense for a government to withdraw funding from a highly efficient sector and require states and territories to commit increased funding to a less efficient sector."
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$100 million budget boost The Baillieu Government’s first State Budget has been welcomed by the Geelong Regional Alliance. Elaine Carbines, CEO of G21, “We are very pleased with the allocation of funding and in-principle support made within the 2011-12 State Budget toward several of our region’s Priority Projects, including the Geelong Cultural Precinct, Skilled Stadium, Avalon Airport, Princes Highway West, Transport Links and Armstrong Creek Urban Growth Area.” Included in the May State Budget announcements was $25 million for Stage Three of the Skilled Stadium redevelopment, $15 million for the Geelong Cultural Precinct, $8.3 million for the planned expansion of Geelong Hospital, 3 million to start planning a direct rail link to Avalon Airport and $2 million to secure land for an additional aged care facility in Geelong. “All of these projects are vital to the ongoing prosperity and future of the Geelong region. They have all been developed to help improve people’s lives within our region,” Ms Carbines said. The Baillieu Government also announced that they are committed to supporting the development of Geelong as an international aerospace, defense and aviation hub – and yes, Ted Baillieu is determined to try to bring the Red Bull Air Race to Geelong, with $500k allocated for a feasibility study into hosting the event over the bay.
Signing on to Sustainability Victoria’s Environment Protection Authority and the City of Greater Geelong have joined other key partners in a sustainability covenant to assist Geelong as it moves towards developing a low carbon economy.
EPA Chairperson, Cheryl Batagol, said the covenant would encourage business, government and the community in Geelong to look at ways to work together to become more sustainable in their planning and day-to-day operations.
The three-year Future Proofing Geelong Regional Sustainability Covenant was signed in May between EPA Victoria and the City of Greater Geelong, with co-signatories including the Geelong Manufacturing Council, Chamber of Commerce, Committee for Geelong, Barwon Water and Deakin University.
Under the covenant, the Low Carbon Growth Plan for Geelong has been developed in partnership between the EPA, the City, Sustainability Victoria, the Department of Sustainability and Environment and local industry, business, government and the community.
It is the first EPA Sustainability Covenant with a regional focus - rather than for a single business or industry sector - and is the first of its kind in Australia. The covenant aims to provide opportunities for Geelong to become a more sustainable city while still growing its economy.
Ms Batagol described the Low Carbon Growth Plan for Geelong as a practical action plan designed to deliver significant emission reductions in six industry sectors - energy, buildings, power, transport, agriculture and forestry. Website: futureproofinggeelong.com.
Signing the covenant, Committee for Geelong Executive Director, Peter Dorling; Barwon Health Managing Director, Michael Malouf; and Geelong Mayor John Mitchell
“We also welcome the establishment of the $1 billion Regional Growth Fund, highlighted in the State Budget, which will be a vital funding source for our region’s Priority Projects,” she said.
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NEWS Corporate insolvencies up again
Letter to the editor [The question of how to breathe new life into central Geelong is a complex one, and one worthy of varied debate. So, when this letter from a central city trader arrived on my email, I thought it deserved to be shared. - Editor]
It seems that numbers of company insolvencies in Australia has taken a turn for the worse in 2011. A Sydney-based business specialising in company liquidations, Dissolve, interpreted the latest ASIC statistics, finding that 948 companies entered some form of insolvency administration in the month of March 2011 That figure is the third highest monthly figure since 1999. The only months that have been higher were at the height of the GFC being November 2008 (1,011) and March 2009 (1095). This follows last months data where February 2011 was the highest February on record (852). "During 2010 the number of insolvencies dropped off the peaks from the GFC but they have now jumped back up again. We also know from our research that the dollar cost to Australian Banks of their bad debts has remained stubbornly high as they are still running at around $5.6 billion a quarter which is over 5 times pre-GFC levels," commented Dissolve CEO, Cliff Sanderson. "There are a number of factors at play. Firstly, it always takes a number of years for a financial crisis to work its way through to trading businesses. We saw a few large corporate collapses post GFC and we are now seeing a large number of smaller businesses hitting the wall. "Secondly, for a period post GFC, the ATO was very accommodating for companies struggling to pay taxes. That is no longer the case. Lastly, the Banks showed quite a bit of patience post GFC, but for the last year or so have been more aggressive in appointing Receivers and taking possession of assets."
I have just read Judy Baulch’s article on the Geelong City. Interesting reading and some areas I agree with, but there are a few things that don't sit right. For one, Cr Barbara Abley must be delusional if she does not think there is a problem with the mall rats and anti-social elements in the mall, she obviously does not visit the city, especially between the 4pm and 6pm each night. My business is in the city and we are located opposite the new bus deport in Moorabool St (the worst mistake the City has ever made.) Each night I fear for my staff walking past the area to get home. On many occasions I have seen fistfights and antisocial behaviour, with security guards/police having trouble controlling the nuisance elements. If, as Barb says, there was not a problem in the area, why have security guards been hired? As for fixing the problem, your article is correct, we need to look at other alternatives and come up with a
solution - and maybe get a bit tougher. In my opinion we need: 1) Change our thinking and not view areas such as - Moorabool Street, Ryrie Street and others as retail space. These old shops now need to be reborn to become office space, accommodation, speciality areas and so forth. 2) Empower our council with the power to enforce change, and quickly. This can be done by issuing ongoing and very heavy fines for owners who will not renovate or make a concerted effort to reinvigorate the city centre (as per a Council mandate). In extreme cases, the Council should even have the power to sell the buildings. And also to put a timeframe on action - don't let the building owners squirm away from their responsibility (such as has happened with The Ritz). Lastly, on the development side of things, Council should agree to fix up their archaic and snail-paced approval systems. If the city centre and Mall could be revived as discussed it would bring activity back to these streets, create new areas of business/employment. From a central city business owner
Understanding the Workplace Martin Reid is a Partner of Coulter Roache Lawyers and practices in the area of employment law and workplace relations generally. He regularly advises clients in the areas of unfair and unlawful dismissal, discrimination, industrial relations and occupational health and safety. He provides expert advice on the new Fair Work Act 2009, Modern Awards, employment contracts, restructuring and redundancies, consultancy and independent contract arrangements.
Call Martin Reid Today Level 1, 235 Ryrie Street, Geelong
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APS Financial Planning, Timothy Foster provides access to advice and information on the important financial decisions we all face, whether it be superannuation, investments, pre and post retirement planning, life insurance, gearing, managed funds or savings plans. APS Mortgage Broking, Sam Athans treats every mortgage as if it were his own. He has access to 20 mortgage lenders and over 40 years’ experience in banking. APS Insurance (General Insurance Broking) Danielle Rowe heads up our insurance broking team and is a salaried employee of APS Benefits. With 15 years experience in the industry, you can be assured of receiving unbiased advice that meets your insurance needs. We have access to products that include Home and Contents, Motor Vehicle, Boat/Caravan, Landlord, Public Liability, Income Protection, Life, Disability & Trauma insurance. The next time you receive your insurance renewal notice from your current insurer or want insurance for the first time, call Danielle on 1300 131 809. APS Personal Loans The APS Benefits’ personal loans team can assist members to obtain an unsecured loan, or they can apply online at www.apsbs.com.au. Either way, loans can be approved within 24 hours. APS Funeral Cover APS Benefits’ Membership Coordinator Jesse Clarke can assist members to gain immediate funeral cover up to $15,000 and protect their loved ones in times of need. Do you have cover in the greatest time of need? Call us on 1300 131 809. Independence is important to APS. Our key advisors are employees of APS, and therefore have no personal bias towards any supplier. Further to this, APS is owned by its members, so any profits are channelled back to members. APS would also like to assist you and your family and friends in making available our wide range of not for profit services. Help spread the word by introducing new members and APS will send you or your nominated charity $50 for each new member you nominate.
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APPOINTMENTS Dental Services
Ashley Freeman has recently returned to Victoria to work with the team at Dental Spa. Ashley graduated from Melbourne High and University before moving interstate to continue his studies. He graduated as the dux of his year and worked in public and private practice. As a new graduate, he topped the primary exams at the Royal Australasian College of Dental Surgeons and has a special interest in crowns, implants and root canal treatment.
Karingal welcomes Christine Harding to the position of General Manager of Karingal Community Living. Christine is an experienced manager, having held a number of senior roles. Christine comes to Karingal following her role as a Senior Project Manager Disability Improvement Strategy with the Department of Human Services in the Grampians region. Karingal welcomes Christine to its Senior Management Team.
Bell Potter Securities Limited welcomes Mark Blake to our Geelong office on Yarra Street. Mark continues toÂ build on his success as a Geelong Cats AFLÂ premiership player, joining theÂ Equities team. Whilst playing for the Geelong Football Club,Â Mark alsoÂ completed his Commerce degree. Mark'sÂ talent,Â enthusiasm and ethics areÂ a welcome additionÂ to our growing office.
Pathways Rehabilitation & Support Services Ltd is proud to announce the appointment of Louise Upham as CafĂŠ Manager at MadCap CafĂŠ Geelong. Louise brings with her a strong background in the Hospitality Industry specifically within the Geelong Region.Â Prior to joining MadCap CafĂŠ Geelong Louise was Owner/Manager of Geelongâ€™s Premier Reception Centre, and has managed three large local hotels.
Hays is pleased to announce the appointment of Caroline Rudd, who has joined the team as Business Manager for Office Support Recruitment. Originally from Geelong, Caroline has relocated from the Melbourne office, where she consulted for a number of years and, more recently, worked in the HR and training space.Â Caroline has spent 7 years with Hays providing expert advice on recruitment services.
Helen joined the Wills, Estates & Business Succession Planning department of Coulter Roache Lawyers. Helen has many yearsâ€™ experience working both in Melbourne and with Ainsworths, primarily handling Wills and Estates. Understanding that making a will can be daunting, and of the difficulties families face when a love one passes away, Helen ensures that her clients' needs are met with compassion.
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Anne Mathieson has been appointed Manager of HR & Business Solutions - a new division of People@Work Recruitment. Anne has held senior management positions for the Coles Group, and most recently was Finance Director of a regional real estate firm. Anne was a Director of Gforce Employment Solutions, prior to resigning to take on this new role.
Andrew McLeish has joined Adcell Group as Marketing & Business Development Consultant. Andrew will look to expand on Adcell Group's already strong market position within the marketing services and printing sectors. Andrew comes from a sporting background with marketing and sales roles with the Brisbane Lions and Box Hill Hawks.
John Hansen has joined People@Work Recruitment managing their new division – Employment 55. This specialised division has been created to address Geelong’s maturing workforce by assisting businesses address skills and knowledge shortages with the management and employment of a flexible mature workforce, as well as assisting those who wish to transition into retirement.
Philippa Bakes has joined WHK as a Senior Business Adviser to work with SMEs and private business owners. She is helping clients with business planning and monitoring, profit improvement and buying and selling businesses. Philippa has worked in the UK, Hong Kong and Melbourne for over 20 years, mainlyh with PricewaterhouseCoopers, and has acted for clients including ANZ and Telstra.
Diversitat Geelong is pleased to welcome Renee Work to the role of Communications Coordinator. Renee has extensive marketing communications experience and is currently completing a Masters in Marketing at Monash University. A board member of both Do Care Geelong and Made in Geelong, Renee is keen to translate her volunteer work into her first full-time role in the not-for-profit sector.
Rob Leijer also joins Employment 55 as a Recruitment Executive assisting and supporting mature aged workers as they transition into retirement. Rob is looking forward to assisting Geelong businesses meet skills and knowledge shortages whilst assisting older workers find meaningful roles, whilst achieving a work/life balance. Rob has spent the last 6 years with Gforce’s Staffing Solutions.
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Kerry Turnbull has recently commenced as an Accountant at PrincipleFocus. Kerry has extensive experience in accounting with other accounting firms in the Geelong area. With more than 6 years experience in the industry and having come from a farming background, Kerry is ideally suited to meeting the needs of all clients, but in particular our rural clients.
Encompass Training Services welcomes Lauren Reeves as an Admin Assistant. Lauren, who is new to the area of administration, did her work placement with the Encompass Training Office. She completed her Certificate II in Business at Encompass Community Services in 2010. The dedication, enthusiasm and skills she bought to her placement were such that a position within the office was created for her.
Ashleigh Ward joined Encompass Youth Services as a Client Services Officer. She has five years’ experience working in the service sector. Ashleigh is an enrolled nurse and has completed a Diploma of Disability. Her passion is the health of people with disabilities and to help people with a disability with their transition to independence.
Encompass Training Services is pleased to announce the appointment Gina Dries, who joined the team as an Admin Assistant. Gina comes with a wealth of experience from her previous role as a Personal Assistant within a law firm in Sydney. Gina moved to Geelong in 1999, has been a full-time parent of three children and has now rejoined the workforce.
Jennifer Fox joined Encompass Youth Services as an Administration Officer. With a Certificate III in Office Administration and ten years’ experience working in administration and reception, she looks forward to the challenges the role at Encompass will bring. Jennifer is passionate about working in the disability sector.
Encompass Community Services welcomes Hari Krishnan to the position of Training and Support Officer within our Employment Division. Hari has 7 years experience working with non-profit organisations. His brings valuable experience in the community sector, together with a passion for assisting people with a disability reach their maximum potential within the Geelong community.
A NEW LOCATION… Wheeler Investment Advisors is pleased to announce that they will now be known as Wheeler Financial Services. This marks an exciting new era for this trusted and experienced Geelong business which has been servicing the Geelong community for almost half a century. This rebrand is much more than a name change and new logo. The process has been about evaluating who they are, identifying where they want to be and repositioning themselves accordingly. They have engaged clients and staff to find out what they wanted to ensure their core values remain relevant and help chart this exciting new direction. A key need identified through their review was to locate a new modern office space to allow
them to provide greater levels of customer service and even better client outcomes.
forward to meeting with you at their new premises.
Wheeler Financial Services are excited to announce that they started operating from their new purpose built location on Monday 9th May, 2011.
While their location has changed, all other contact details, including phone numbers, remain unchanged. Their highly experienced team also remains unchanged and continues to be committed to providing clients with the right financial solutions. The team at Wheeler Financial Services believes that this is an exciting and significant step forward for their business and clients. They look
6 Pakington Street, 1 Geelong West
Help Feed Geelong We're all feeling the difference of rising prices at the supermarket, but for too many families in Geelong, the increases in living costs has meant empty stomachs for them, and for their kids. In response to a growing need for community food services, the Geelong Advertiser has launched a muchneeded local charitable campaign with Victorian food rescue welfare organisation, FareShare, to help provide food for those who would otherwise go hungry in Geelong this winter. The Feed Geelong campaign has been modeled on a successful Feed Melbourne campaign. The Addy reported that amongst the 1500 or more people who will be without food of the means to buy any every day in Geelong were stories like that of single father, Nick Koutsou. Mr Koutsou, who is raising three sons, watched his (uninsured) house burn down and has been forced to rely on local welfare agencies. He described facing a daily battle to provide for his kids as 'gut wrenching'. And across our city, there are similar stories. People living rough, parents that can't afford to go the supermarket until pay or pension day, and old age pensioners with simply not enough money for food. The campaign highlights that while hundreds of people are going without meals, across the city, tonnes of surplus food items are being thrown away by supermarkets and stores. "Feed Geelong will highlight the challenges faced by welfare agencies increasingly strapped by growing demand," the story read. "It will shine light on the desperation faced by people without food, and on the selfless work of volunteers who devote countless hours to feeding the hungry. It will aim to
put normally wasted food to good use and also to seek financial support for the many food welfare groups using threadbare budgets to power big hearts. "Most of those organisations want to do more but can't without equipment like fridges, freezers, coolrooms and vehicles." The Feed Geelong campaign is seeking corporate and private donations, with every dollar raised in Geelong being forwarded to Geelong community food programs. Community services including the Geelong Food Relief Centre and the Salvation Army SalvoConnect base in Belmont rely on donations to provide desperately needed food. Operating depots in North Geelong and South Geelong, the Food Relief Centre welcomes between 700 and 800 clients each month, with many clients buying not only for themselves, but also for their family. The SalvoConnect base provides meals for people in need visiting it central city Outpost and those staying in its 14 emergency accommodation units. According to the Advertiser report, SalvoConnect uses over 300kg of donated vegetables, meat and dairy products each week to help ensure people get at least one good meal each day. Homeless males networker with the Salvos, Damien Bernasconi, said they could easily use more - perhaps 400kg to 500kg - describing those that sought out the service as 'pretty desperate', with many having hit rock bottom.
To support the Feed Geelong campaign, please donate at www.feedgeelong.org.au.
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Old Dogs, New Tricks The Generation Gap and the Skills Shortage
It seems that fixing Australia’s skills shortage will require a shift in our attitude to ageing. In 2004, in a background paper entitled Australia’s Looming Skills Shortage, the Australian Council of Trade Unions warned that Australian industry faced a “severe skills shortage” in the coming years, “largely as a result of an ageing industry workforce and a decline in the rates of apprentices in training”. It also quoted official Government figures showing there were already severe skills shortages in country and regional towns, as well as in suburban metropolitan areas, and went on to calculate that the skills shortage in traditional trades alone was set to cost the Australian economy up to $735 million a year in lost output or, in real terms, almost $9 billion over the next ten years. In 2011, we’re over halfway to that ten-year point and Australia’s skill shortage is no longer looming – it’s arrived, according to some. The Department of Education, Employment and Workplace Relations (DEEWR), defines skill shortages as existing “when employers are
unable to fill, or have considerable difficulty filling, vacancies for an occupation, or significant specialised skill needs within that occupation, at current levels of remuneration and conditions of employment, and in reasonably accessible locations.” DEEWR research conducted to December 2010 (shortages lists are updated every six months) reveals national shortages in some management areas and amongst design, engineering, science and transport professionals, teachers and health professionals, tradespeople and childcare workers. In Victoria, the picture is much the same. According to the Victorian Employers’ Chamber of Commerce and Industry (VECCI), the causes of such shortages are complex and not unique to Australia. Some of the main factors driving skill and labour shortages include an insufficient supply of skilled workers, either from low take up or completion of education and training in critical fields, or low retention in those industries once workers graduate; low workforce participation
rates for older Australians, women, and people with a disability; deficient language, literacy and numeracy skills amongst existing workers, which limit higher level skills development opportunities; the changing structure of the economy that increasingly requires workers with higher level skills and productivity capacity; greater regulatory and licensing requirements in some occupations, such as child care and aged care, which require workers to obtain formal qualifications; and sustained economic growth over a number of years leading to a corresponding strong growth in employment. “We have a combination of insufficient numbers of people in some skilled occupation groups, people with skills who are not utilising them, or very acute shortages of skilled workers in some sectors, such as the resources sector,” says VECCI spokesperson Darin Ritchie. “In other cases, we simply have a shortage of labour, a lack of workers across all skill levels. For instance, hospitality and retail employers in some areas around Australia find it difficult to attract workers.”
Official estimates show unemployment dropping to 4.75% this year and to 4.5% in 2012 -2013. Federal Treasurer Wayne Swan has said this means businesses will need to compete for skilled workers, warning that "such skills shortages could constrain our economic growth and mean missed opportunities for Australians". Other experts say the skills shortage could drive inflation up even further as wages increase, creating further pressure on the Reserve Bank to raise interest rates. So what’s the solution? Where do we find more skilled workers? The Government believes it has the answer, allocating $3 billion in last month’s Budget to train thousands of new workers. "Better training is essential for the workforce our economy needs, as is encouraging, rewarding, and insisting on the participation of more workers," Mr Swan said in his Budget speech. Building Australia's Future Workforce has been described as the “centrepiece” of the 20112012 Budget. It includes a $558 million National Workforce Development Fund, to be used to create over 130,000 training places to various industries over the next four years, and more than $200 million to support apprenticeships through mentoring and modernisation. Skilled migration will be boosted and incentives provided to employers who recruit the long-term unemployed. There’s also $30 million for the More Help for Mature Workers initiative, which will see skills assessments, recognition and gap training provided for workers who are 50 years and older with relevant skills but no formal qualifications. Mature age workers will be linked to an accredited training provider when their assessment identifies skills gaps and a need for formal training. Although the jury is still out on whether the Government’s Budget measures go far enough, most commentators seem to agree that it’s a step in the right direction, particularly the assistance offered to older workers. For, in an ageing population, many feel it’s those older workers we’re going to need to beat the skills shortage. According to the Australian Human Rights Commission, the 2010 Intergenerational Report predicted that increasing the participation of mature age workers by 5% in the next 40 years would increase Australia’s real GDP per capita by 2.4%. Research by the Australian Productivity Commission also shows that increasing the participation rates of mature age men and women could increase per capita GDP growth. However, mature age workers remain an underused part of Australia’s workforce, with their participation rate lower
than in other key OECD countries, including Canada, the United Kingdom and New Zealand. “In Australia the labour force participation rate of older people, while increasing, is still lower than for any other cohort,” says Ian Yates, Chief Executive of the Council of the Ageing Australia (COTA). “There is a growing body of evidence to suggest that this is not all, or even primarily, by individual choice. This has negative consequences for individuals, in terms of income, self-esteem and health, and society as a whole, in terms of loss of taxation revenues, higher income support expenditures and loss of skilled workers.” Mr Yates told the ABC in May that, instead of focusing on boosting skilled migration to address the skills shortage, the Government should encourage businesses to hire mature workers.
The 2010 Intergenerational Report predicted that increasing the participation of mature age workers by 5% in the next 40 years would increase Australia’s real GDP per capita by 2.4% ... However, mature age workers remain an underused part of Australia’s workforce, with their participation rate lower than in other key OECD countries, including Canada, the United Kingdom and New Zealand.
"Certainly mature-age workers themselves overwhelmingly want to move from income support to work," he said. "The issue COTA has is the imposition on long-term, mature-age unemployed people of any further obligations, when really they've been getting the short end of the stick from the Australian community for quite some time.” The wins, he said, for encouraging older workers to enter and stay in the workforce would be “enormous” for Australian productivity, the pension system and the workers themselves. COTA is not alone in its views. “Over the coming decades, retaining older workers in the labour market will be critical to meeting our skill and labour needs,” says VECCI’s Darin Ritchie. “The ageing of the population will also mean an increase in the median age of the workforce. Therefore, employers will increasingly be reliant on this cohort to meet its labour force needs.
“As highlighted in the 2010 Australian Chamber of Commerce and Industry report, ‘It’s not about age’, we need to better promote opportunities for older adults to undertake traineeships and apprenticeships and overcome the out-dated idea that they are just for young people. This is important to ensure [older workers] develop updated skills and qualifications, and are able to remain engaged with the labour market. Older workers with higher level skills can also be re-assigned to mentoring and training roles to ensure we continue to supply skilled workers to the labour market.” He points out that no two workers are the same, so flexible work arrangements will be the key to ensuring older workers can remain engaged in the labour market in a way that matches their lifestyle needs. “That means workplaces will increasingly need to be able to provide suitable options for older workers who either want to remain in full-time work, or shift to part-time employment or a mentoring or training role - either within the workplace or the industry.” Government and industry had taken steps to address the issue before this year’s Budget. More Help for Mature Age Workers builds on the Experience Plus program, which began in July last year and provides eligible older people with free career advice, support and training for workers at risk of losing their job due to health conditions, injury or disability, training grants to increase the capacity of mature age workers to supervise or mentor Australian apprentices or trainees, and support and training to move out of a physically demanding role. There has also been a staged increase in the age pension age to 67, changes to superannuation rules that allow older workers to continue contributing to their super while drawing down an income stream, and a proposed higher contributions to super cap for the over 50s, despite the upper age limit on the Superannuation Guarantee remaining. This Budget will also allow eligible pensioners to earn up to $250 a fortnight without it being assessed as income under the pension income test. Employers will be assisted with wage subsidies at the rate of the NewStart allowance for six months if they hire a person who has been on welfare for two years or more and will be paid a subsidy of $6,000 over six months for employing people over 50 who have been on income support for more than two years. However, what remains as a major barrier to mature age workers staying in or re-entering the workplace, requires more than money. Instead, it requires a shift in attitude towards ageing in general. An Australian Chamber of
Commerce and Industry (ACCI) survey found that 92% of employers already have staff over 45 years old - the age the Australian Bureau of Statistics defines as “mature age”. The Australian Human Rights Commission has identified “unlawful age discrimination as a serious disincentive to mature aged workers continuing in paid work.” In its 2010 report, Age Discrimination – Exposing the Hidden Barrier for Mature Age Workers, the Commission found that, “the majority of the age discrimination complaints received by the …Commission in 2008-09 related to employment [and] most of these complaints were made by individuals over the age of 45 years. The report goes on to say: “If we are seriously to address unlawful age discrimination and the treatment of mature age workers, we need a social movement of the kind that has built awareness of other forms of discrimination within our community… “Age discrimination in our workplaces does not occur in isolation from the rest of society. If unlawful age discrimination is occurring in our workplaces it is highly likely that such attitudes also exist outside of the workplace. As one business representative stated … the way some employers treat mature age workers simply reflects, ‘the wider social context, the obsession with appearance, and the high value placed on being vital and young’.” Workplace age discrimination takes a wide range of forms, from viewing older people as “experienced, but high risk and inefficient”, to recruiters being told not to pass on resumes of people older than 40.
If we are seriously to address unlawful age discrimination and the treatment of mature age workers, we need a social movement of the kind that has built awareness of other forms of discrimination within our community
“… Discriminatory recruitment practices can contribute to one of the most difficult barriers facing mature age workers - their inability to re-enter the workforce. For example, someone might accept a voluntary redundancy assuming they will quite easily be able to find another job, only to discover they just cannot get back into the job market. If one considers that as of July 2010, 38% of long term job-seekers are over the age of 40 years, discriminatory recruitment practices like these not only represent a serious problem to mature age workers, but have implications for the productivity of our nation as a whole,” the report says. “Job search and training support services need to ensure they can meet the specific needs of older job seekers,” says Mr Ritchie, “particularly when they have been in the same job or with the same employer for a significant period of time, or are returning to the workforce and have distant experience either in looking for work or participating in formal education and training.” Then there’s the pressure on older people to take redundancy packages or accept casual,
part-time or contract work. The Australian Human Rights Commission found that when companies restructure, mature aged workers are often targeted or encouraged to take redundancy packages because they are close to retirement age and, with potential access to pensions and superannuation, considered better able to cope financially than younger people. They may also be denied opportunities to train or update their skills. In its 2010 -2011 Budget submission, COTA called for “a comprehensive strategy for mature aged workers and a broad based community awareness program to tackle the problem of ageism and age discrimination.” “The Government has made it clear that it wants to increase participation rates and reduce the number of people dependent on income support,” Ian Yates said in a COTA Policy Update after the Budget was handed down. “The implication in the Budget is that people who are unemployed don’t want to work and are not doing enough to get a job. We know this is not the case for many older unemployed people - they apply for many jobs and constantly come up against age discrimination by employers. We don’t think the situation will change for older job seekers without a significant change in attitudes in the community and employers towards them. “While we think there has been some shifting of attitudes in the larger enterprises, we believe that more effort needs to be put into encouraging small and medium sized enterprises (SMEs) to keep or recruit older workers, as this is the sector that employs the majority of the Australian workforce. It is SMEs that often don’t have the resources to undertake the redesign and training themselves and so need most support.” Darren Ritchie agrees that attitudes will need to change if older workers are to help reduce the skills shortage. “We need to raise awareness among employers of the benefits of recruiting older workers including lower rates of absenteeism, longer retention and higher productivity, and also reduce myths or negative perceptions, such as higher work safety risks or lower cognitive abilities,” he says. “And, we need to encourage older workers to remain in the workforce for longer by ensuring that the community overcomes stereotypes and myths about older workers, that their access to up-skilling opportunities are not limited and that workplaces support generational diversity. Judy Baulch
Finance guru talks SMSFs “When I say they tend to perform the same way, I think one of the shocks that many investors got during the global financial crisis was that all growth assets – whether they were domestic equities or overseas equities or listed property, all those things that people thought were quite well diversified, all performed very, very badly, all at the same time. That was obviously very detrimental to many people’s balances in those funds.
Peter Dorrian, head of global wealth management at fixed interest group Pimco, says Australian SMSFs tend to have too much money in cash that is not working hard enough. He says people relying on SMSFs to provide a steady income in retirement need to have a mix of hard-working growth assets and defensive assets to make the most of their hard earned. As he toured around the country speaking to financial planners and advisors, Peter took some time out to speak to us about retirement planning. - Self managed superannuation funds are the fastest growing components of the Australian superannuation system. Currently, in excess of 30 per cent of the total system assets are now in self managed super funds, and SMSFs are a very important part of the retirement planning structure for many Australians as they get older. “One observation that I’d made about self managed super funds, which is always very evident when APRA reports the data as to how people are investing at the end of the each year, is that they always seem to have quite a large holding of cash compared to most longterm investment funds, that might have 2 to 5 per cent in cash, the self managed super funds, on average, are reported as having between 25 and 30 per cent, which is a very significant proportion of assets in what is a relatively low-yielding asset. “As a bond manager, we [Pimco] always struggle to see why people keep so much cash in those funds when the return on cash is typically the lowest of all the asset classes.” - Is it a security thing? Do people have more trust in cash over other types of assets? “I think that’s partly an explanation, and I think there’s a bit of inattention from some people. They tend to make large, lumpy contributions – particularly people who have a small business will tend to make a contribution when they’ve got the cash flow to do so. Then, quite often, it just sits there in [cash holdings] where it might be earning three or four per cent, but that’s a long way from what you need to earn across the total portfolio return to get a good retirement income from that portfolio.” - In Australia, the introduction of employer contributions means that, for many us, we don’t really give our super a lot of thought until we reach our 50s. “I think that’s absolutely true and I think there’s two reasons for that. One is because when you get close to that day when you’re going to need to start drawing down from that pool of assets
“So, what we’re saying is that when you look across a total portfolio, yes you need a good stock of growth assets that boost your returns a lot of the time, but you also need truly defensive assets, like bond funds, in order to provide you with a stable component to your portfolio.”
Peter Dorrian to support yourself in retirement. But also, once you get to 50, the rules in terms of contributions have become much tighter than they were. “You might have seen in the news recently that there has been a lot of lobbying about the maximum contribution, which the Government is planning to lower to only $25,000 per annum for people over 50 if their balance exceeds $500,000. Now, the average self managed superannuation fund balance is approaching $900,000. Many people are going to be caught in the later period of their working lives in not being able to make the sort of contributions that they thought they were going to – on an after-tax basis at least – because of these quite restrictive caps the Government wants to put in. “Obviously the closer you get to retirement, the more you start to think about if you will have enough money to last you in what is going to be a longer life. Because life expectancy is increasing quite rapidly and, as we all know, the health costs and the like tend to really increase in the last years of people’s lives.” - Peter, what are the main points that you are trying to get out into the finance community about SMSFs? “We’ve been talking to a large number of financial planners and advisors, many of whom have self managed superannuation funds as their clients, about two things. Firstly, the benefits of true diversification; so not having all of the assets of those funds tied up in securities that tend to perform the same way when we have either downturns in the economy or economic crises like the recent GFC.
- Can you foresee a situation where the Government will change its attitude towards restricting pre-tax super contributions into self managed superannuation funds? “Well I hope so, because it seems completely self-defeating. On the one hand, we’ve got all sorts of exemptions and encouragements for people to start planning for their own retirement, in terms of putting aside as much money as they can towards their own retirement. So it doesn’t make any sense to me as to why we should be placing restrictions on people’s ability to make contributions. It’s going to mean less pressure on the social security system over time, because more people will be self-funded retirees and less dependent on the public purse.” - What do you think the industry would like the Government do to assist people to be able to adequately fund their own retirement? “The tax incentives for superannuation investing, I think, are quite generous. Tax concessions like 15% tax on income compared to many people’s marginal tax rates in the 30 and 40 per cents is a good concession and that enables most of the return to be held within the fund and compounds over time. One thing that most financial planners and advisors really would like the Government to do is to settle the system, leave the rules in place and stop changing them. “The biggest complaints that I hear all the time from financial planners and advisors is that the system if overly complex; they have to spend an awful lot of time just keeping up with all the changes to the rules and regulation; and, most importantly, this creates uncertainty in the minds of the very people that are supposed to be putting away as much as they can for retirement so they won’t become a drain on the public purse later in life. Davina Montgomery
IS THIS THE END OF THE COMPANY CAR?
The company car - it has been the carrot with which many a prized recruit has been lured. Those that don't have one want one. Those who have them never want to be without one. But is the complexity of the fringe benefits tax system threatening the great Australian perk? It was hardly the most exciting Budget we've witnessed in recent years, but the 2011 - 2012 Budget introduced one measure that caught our attention, a long overdue step towards simplifying FBT on company vehicles. When it comes to lifting the great weight of the FBT compliance burden, changing the rules around kilometres travelled and FBT tax brackets is a small step on a long uphill journey. But it is, at least, a step. Tony Greco, Senior Tax Advisor with the Institute of Public Accounts, said the move to end tax benefits for people clocking up higher, and often unnecessary, kilometres in salary packaged vehicles is a step the IPA (the new incarnation of the National Institute of Accountants as of May this year) has been calling on the government to make for a number of years.
Speaking in April this year, the NIA chief executive officer, Andrew Conway, threw the support of the accountants' peak body behind the Australian Greens' announcement to curb fringe benefits tax concessions for company sponsored vehicles, saying, "The present statutory method for valuing employer sponsored cars under salary sacrifice arrangements encourages the wasteful use of resources by rewarding drivers who travel more kilometres, irrespective of how those kilometres are accumulated." Mr Greco said that while the IPA wanted the rules changed to take away the incentive to do more kilometres, the rate that has been struck is higher than if the Government was seeking to make the change revenue neutral. "I think the Motor Industry worked out that if it was balanced out, it worked out that it should have been a figure of 16 per cent. The
Government has decided on 20 per cent, so they're actually going to collect more revenue that would have been best put towards reducing the compliance associated with Fringe Benefits Tax - especially for small business. "We don't have an issue with the change except that it's been struck at a rate that's higher than what was necessary, and it's going to collect more money, and unfortunately none of that ends up in the pockets of small business," he said. "And look, it's obviously a concern for people who use their cars for nonbusiness purposes. They're the big losers from that change." The changes will apply to all salary-packaged vehicle contracts established after May 10, 2011 and will be phased in over the next four years. The statutory tax rate for drivers travelling over 40,000 kilometres a year will increase from 10 cents in 2011 to 13 cents in 2012 and
17 cents in 2013, before being standardized across the board - regardless of distance travelled - at 20 cents from 2014. Small businesses will still need to use their log book to chart the amount of distance travelled. The Government says that the change will improve its underlying cash balance by $953.9 million. FBT can be particularly complex when it comes to cars, but for those unfamiliar with the tax formula involved, under the current system, the more kilometres driven in a salary packaged vehicle, the lower the rate of fringe benefits tax that has to be paid for that year. Doesn't make sense? You wouldn't be alone in thinking that which is what makes the introduction a flat rate of FBT on all salary packaged vehicles, regardless of the kilometres travelled in them, a sensible step. But what does it mean for those of you with a company car? "For those who do a lot of kilometres, the FBT is going to be higher; for those who used to do low kilometres, the FBT rate will be the same for them or they will actually be better off. It's going to effect people differently, depending on how they were using their car prior to the change," Mr Greco explained. Even with this proposed change to FBT, there is still a lot of complication when it comes to this tax. "FBT is one of those taxes that drives most small businesses nuts. It is quite complex," Mr Greco said. "It's been around now since 1985, and a car is just one of the more popular benefits that is salary packaged. There are still a lot of rules that have to be adhered to and there is obviously paperwork associated with that. But, at the end of the day, people choose to package cars because it's cheaper than paying for a car out of after tax dollars. Even with the fringe benefits tax it's still advantageous for a lot of people to package a car, but yes, from an employer's perspective, it brings an administrative burden." Most of us like to think we are a little more environmentally savvy today than we were in 1985, which is why a tax that may have made sense a few decades ago, no longer does. But we also use our company cars differently now. Many salary-packaged vehicles are packaged to employees for private use on the understanding that the company can use the car during business hours. That means that there are often multiple employees driving that vehicle. And when the car's main driver is away on holidays, it's common for another employee to use the car during that time. Now, while this would seem to be a sensible use of a company asset, it also brings with it the need to chase down the kilometres travelled by everyone who has been in the car, with FBT allocated according to distance travelled by
each driver in each of their end of year PAYG statements - and for many businesses, the compliance burden is a nightmare. "When the car is being used by multiple employees, the administrative burden becomes even more cumbersome, because the employer has to track who has actually been using the car, as using a vehicle outside of work hours becomes a reportable fringe benefit. So someone's group certificate at the end of the year will show what the value of that benefit is, and that effects people's entitlements to family tax payments," Mr Greco said.
We keep reminding the Government that FBT is just one tax that small business has to deal with and it would be more beneficial if we cut out a lot of the unnecessary components...
"We've always argued that when it comes to small business, they have to comply with the same rules as big business, yet they don't have the same resources. It chews up a lot of time and costs, and the costs relative to the turnover of a SME are a lot higher and they bear the brunt of complex tax rules," he said. Mr Greco said there are a lot of rules within the FBT system that could be done away with to relieve the administrative burden on business. "We keep reminding the Government that FBT is just one tax that small business has to deal with and it would be more beneficial if we cut out a lot of the unnecessary components, and that is feasible without it making a big hole in the Budget as far as the revenue [FBT] generates. The Government easily could do away with a lot of the admin without actually losing a lot of money. It's just that they're not very supportive of those ideas." While employees love the idea of a company car, many businesses and organizations are falling out of the love with this particular perk, with less and less offering a packaged car. And it isn't only small businesses opting out of salary packaged vehicles, even some of the largest fleets are moving to business-use vehicles only, leaving those seeking a tax break through a vehicle having to look at alternatives such as a novated lease. "There will be some people that will have to rethink offering packaged vehicles," Mr Greco agreed. "Tax is very personal and when it comes down to it, some benefit more than others, and the company might decide that there's too much administration associated with
offering the option of employee's packaging. But, at the end of the day, those companies also want to retain their good people and vehicle packaging is one way that enables them to hang on to people. "It's still advantageous to salary package a car, even with these changes; but again, it's a numbers game, so you have to look at a number of variables to see how much you would save, if at all. But generally, the tax break is still there, for most [people] it's favourable to package." The Henry Review into the future of the Australian tax system highlighted the overly complex and cumbersome requirements of FBT compliance, and rather than simply tweak the system around the edges, it was proposed that a radical new approach be taken on fringe benefits. It was suggested that the burden of compliance for a salary-packaged vehicle (or other company sponsored benefit) should be moved from the employer to the employee. Mr Greco said it's a good idea. "The good thing about that is that it gets taxed at the individual's tax rate rather than at the 46.5 per cent FBT rate - so that's something the Government might consider going forward," he said. Mr Greco is currently touring the country, speaking to and meeting with members of the IPA to talk to them about the latest changes to the tax system. He said that as the end of year approaches, his message to businesses would be to get your house in order before June 30. "At this time of year, it's all about tax planning. Visit your accountant, just to make sure that you've got your tax planning in place, because after June, some things just aren't available. "Some people are concerned about excess super contributions and it's always a good idea to do something about that now, because the consequences of getting it wrong are quite severe. So 'have you put too much in super during the year?' is one issue that we try to remind our members to make sure their clients are well aware of," he said. "We don't have a tax cut next year, and that hasn't been the case for, I think, the last nine years. That affects tax planning, because normally we would have encouraged people, if they've got the ability to, to withhold some income and include it in the following year when there was a tax cut. But we don't have a tax cut; in fact we have a tax increase this year - not for all - but with the flood levy. So the best thing is just to review the options that are available and make sure that you take advantage of anything that could apply." Davina Montgomery
Check your workplace agreements The Fair Work Ombudsman (FWO) has issued a warning to employers to check their workplace agreements to ensure that they are not inadvertently breaching Federal workplace laws.
The warning follows an investigation by FWO of Coles supermarkets and Coles’ admission that it inadvertently breached one of the ten National Employment Standards, prescribed by the Fair Work Act, when it transferred a pregnant employee from her position as a fresh produce manager to a ‘safe job’ as a service assistant, paying $67.40 less per week. The transfer was made in accordance with Coles’ collective agreement, made before the introduction of the NES, which provided that a pregnant employee ‘may be transferred to a safe job at the rate and on the conditions attached to that job with no other change to the team member’s terms and conditions of employment’. The National Employment Standards provide that a pregnant employee with at least 12 months of service who is unable to continue working in her existing position because of illness or risks associated with her pregnancy or hazards connected with her position must be transferred to an available appropriate safe job with no change to her terms and conditions of employment (including remuneration). If no appropriate safe job is available, the employee is entitled to paid leave. As a result of its admitted breach of the Fair Work Act, Coles has entered into an enforceable undertaking with the FWO which requires it to: •R eimburse pregnant employees found to have been underpaid as a result of the agreement; •P ost a notice in all of its stores about the rights of pregnant employees;
•P rovide training to supervisors on company obligations to pregnant employees; and •D onate $20,000 to Jobwatch Australia to fund educational activities for pregnant employees. Coles’ unwitting breach serves as an example of the potential risk employers’ face where their employment agreements or policies have not been reviewed for compliance with the Fair Work Act.
Jim Rutherford, Principal and Accredited Specialist in Workplace Relations and Criminal Law
Sonia McCabe, Lawyer
The Year of the Jack Rabbit Don't hide at home this winter, head down to the Bellarine and take in the breathtaking views, food and wine at the hottest destination on the peninsula - Jack Rabbit Vineyard. The food, the wine, the views and the ambience of Jack Rabbit has everyone talking, and you can find out what they're talking about with a $200 voucher to spend as you wish at the vineyard and restaurant. To enter, just hop on to the competition page at www.adcellgroup.com.au 2011 is the Year of the Rabbit - the Jack Rabbit that is. The former Kilgour Estate has undergone refurbishment, released some sensational new wines and launched a stunning new menu. In fact, just about the only thing that hasn't changed is the unrivalled panoramic view that span across the bay to Melbourne, the You Yangs and Geelong. The new Autumn/Winter menu showcases the considerable creative culinary talent of Head Chef, David Hall, with a strong focus on seasonal local produce. General Manager of Jack Rabbit Vineyard, Lyndsay Sharp says, â€œA lot of time and effort has gone into creating this menu - which is loaded with fresh local seafood and seasonal vegetables - and itâ€™s a unanimous vote from everyone here, this is Davidâ€™s best menu yet!â€? The line-up of main courses includes Japanese Vegetable Hot Pot featuring an array of vegetables in a delicious miso broth, Free range chicken with leek & spring onion tartlet, scampi & garlic infused Jack Rabbit bubbles, and Homemade Fettucine with local seafood tossed in a Pinot Grigio and saffron sauce. The Dessert offerings include a choice of Deconstructed Lemon Meringue Pie, Cider poached pear & vanilla panna cotta, and the ever popular Mini Doughnuts with berry coulis, chocolate cream & orange sugar. Wines on offer include Sparkling Blanc de Blanc, Sauvignon Blanc, Pinot Grigio, Rose, Chardonnay, Pinot Noir, Merlot as well as the Jack Rabbit Heritage Reserve Sparkling Cabernet Sauvignon. â€œA brilliant regional experience certainly doesnâ€™t end with Summer â€“ Winter is a wonderful time of year for epicurean indulgence - whether it be in front of our big crackling fire, or bathed in the Autumn sunlight on the balcony overlooking the panoramic views spanning across the bay to Melbourne, the You Yangs and Geelong,â€? Lyndsay says.
,ONG TERM PLANS ARE BEING MADE TO ENSURE #ORIO "AYlS SHIPPING LANES REMAIN SAFE AND EFĂźCIENT AS EXPECTED SHIP SIZES INCREASE 4HE 6ICTORIAN 2EGIONAL #HANNELS !UTHORITY HAS CARRIED OUT A SERIES OF STUDIES ON THE LIKELY TRENDS IN SHIP SIZES IN THE VARIOUS INDUSTRIES SERVING THE 0ORT OF 'EELONG )TlS ALL PART OF THE 62#!lS ROLE IN PLANNING FOR THE FUTURE OF ONE OF 'EELONGlS KEY INFRASTRUCTURE FACILITIES GENERATING BILLIONS OF DOLLARS FOR THE REGION BY HANDLING MILLION TONNES OF CARGO A YEAR SUPPORTED BY ABOUT LOCAL JOBS 4HE 0ORT OF 'EELONG IS THE LARGEST REGIONAL PORT IN 6ICTORIA AND IS AMONG THE LARGER MULTI CARGO BULK FACILITIES IN !USTRALIA "ECAUSE THEY ARE MORE ECONOMICAL NEWER LARGER SHIPS ARE REPLACING OLDER AND SMALLER SHIPS AND THAT HAS RAMIĂźCATIONS FOR THE 'EELONG ACCESS CHANNEL 4HE 62#! HAS COMMISSIONED AND PRODUCED A COMPUTER SIMULATION TO MODEL THE ISSUES AROUND INTRODUCING LARGER SHIPS INTO THE PORT IN CONJUNCTION WITH 0ORT 0HILLIP 3EA 0ILOTS AND &ORCE 4ECHNOLOGY IN $ENMARK 7ITH BIGGER SHIPS ON THE WAY THE 62#! NEEDS TO UNDERSTAND HOW THE ACCESS CHANNELS WILL COPE AND HOW LARGER VESSELS CAN BE SAFELY NAVIGATED INTO THE 0ORT ESPECIALLY IN DIFĂźCULT CONDITIONS 7HILE PLANNING FOR THE NEXT TO YEARS TAKES PLACE THE 62#! HAS ALREADY INVESTED HEAVILY IN A SERIES OF STRATEGIES TO MAINTAIN AND IMPROVE SAFETY IN #ORIO "AY 7EATHER AND TIDES IN THE BAY CAN CHANGE RAPIDLY AND A SHIP CAN TAKE TWO OR THREE HOURS TO NAVIGATE THE CHANNELS #OMBINED WITH 'EELONGlS SHIPPING MOVEMENTS ANNUALLY AS TRADE VOLUMES INCREASE THE EMPHASIS ON SAFETY BECOMES ESSENTIAL TO ENSURE THAT THE PORTlS MAIN ARTERY THE SHIPPING CHANNEL IS KEPT CLEAR AND MAINTAINED SO ALL SHIPS CAN BE CONĂźDENT OF SAFE AND EFĂźCIENT PASSAGE IN AND OUT OF 'EELONG AT ALL TIMES
â€œKEEPING GEELONG WATERS SAFE FOR EVERYONEâ€?
4HE CHANNEL HAS STATE OF THE ART HIGH TECH BEACONS WITH '03 CONTROLLED SOLAR POWERED LIGHTS 4HE TRAFĂźC MANAGEMENT SYSTEM USES EQUIPMENT SUCH AS AUTOMATIC IDENTIĂźCATION SYSTEM !)3 VERY HIGH FREQUENCY 6(& RADIO MOBILE TELEPHONE SATELLITE COMMUNICATIONS STATE OF THE ART ONLINE TIDE AND WIND GAUGES AND A SOPHISTICATED DOCKING DEVICE AT THE REĂźNERY BERTHS !S WELL AS MANAGING THE COMMERCIAL SHIPPING CHANNELS 62#! ALSO HELPS WITH THE CONTINUED DEVELOPMENT OF THE 0ORT OF 'EELONG 4HE 62#! IS CLOSELY INVOLVED IN MOST REGIONAL BUSINESS ORGANIZATIONS INCLUDING THE 'EELONG #HAMBER OF #OMMERCE #OMMITTEE FOR 'EELONG ' 2EGIONAL !LLIANCE AND 'EELONG -ANUFACTURING #OUNCIL AND WITH THE IMPORTERS AND EXPORTERS WHO DO BUSINESS IN THE PORT 0H \ ,EVEL 2YRIE 3TREET 'EELONG 6IC \ ADMIN REGIONALCHANNELSVICGOVAU \ WWWREGIONALCHANNELSVICGOVAU
And just in time for winter, Jack Rabbit Vineyard has introduced 'Midweek Temptation', with lunchtime diners able to enjoy a main meal, dessert and glass of wine for just $45 per person, Monday to Friday. We foresee tranquility and calm in the days ahead for you - if you head down the Bellarine and soak up the ambience and magnificent views, mouthwatering food and sensational wines. Enjoy! Jack Rabbit Vineyard is open 7 days per week for lunch, guided tastings and Cellar Door sales, 10.30am – 5pm. It is also open Friday and Saturday nights for dinner at 85 McAdams Lane, Bellarine. The ‘Midweek Temptation’ Menu is available Monday to Friday for lunch only. P 03 5251 2223 or log on to www. jackrabbitvineyard.com.au for bookings.
Winter Events at Jack Rabbit: ‘They’ say there’s nothing like a home-cooked roast – we say there’s nothing like someone else doing all the work! Jack Rabbit will celebrate the (not so) humble roast in an exciting gastronomic adventure that takes your tastebuds around the world with a fabulous five-course degustation itinerary. The International Roastathlon is part of the Melbourne Food & Wine’s Winter Roast Collection. Saturday, June 18. Cost $100 per head including course-matched Jack Rabbit Vineyard cool climate wines. Chris Wilson, much-loved local muso and entertainer, will be performing his next Jack Rabbit show on Saturday June 25th. His May show was sold out and enjoyed by one and all. Tickets are just $65 per person for a 2-course dinner and show. So book now as spaces are limited!
Response to Federal NBN funding The Geelong Chamber of Commerce applauds the Federal Government’s announcement on 1 June of a $12.4 million program to help small to medium businesses and not-for-profits take full advantage of the National Broadband Network (NBN) through the Digital Enterprises initiative.
will be critical to ensuring that SME’s can effectively compete in what is now a global market,” Chamber President, Jim Walsh said.
providing the opportunity to expand their
“The digital economy means that all businesses need to consider the cost and implications of inefficiencies that stem from inferior connectivity and slow internet speeds.
commented that many small business owners
In the Geelong region small to medium sized enterprises (SME’s) represent more than 95% of business and industry and is estimated to employ more than 50% of the total workforce.
“Small businesses, in particular, often struggle to maintain their edge in terms of competitiveness and ongoing profitability as they are often the ones most affected during economic downturns.
“The Geelong Chamber of Commerce has been a vocal supporter for the early rollout of the NBN in the Geelong region and our view is that access to high speed broadband connectivity
“Access to high speed broadband will provide them with a critical edge to ensure that they remain competitive, innovative and viable whilst
businesses and markets,” said Mr Walsh. Chamber Executive Officer, Bernadette Uzelac, work extremely long hours to remain viable, often working from home at all hours of the day and night. “High speed broadband access in both the workplace and home environment would significantly improve the quality of life and business efficiency for small business owners, which would in turn result in a significant positive spin off effect to employees and customers of SME’s,“ Ms Uzelac said.
Building a better workforce The Government made a big deal about building skills in the May Budget, and with good reason. It is no secret that Australian industries are suffering from skills shortages, But just what is the plan? The Gillard Government announced a $3 billion investment in skills and training initiatives over six years to deliver the skilled workers the economy needs and ensure more Australians can benefit from our growing prosperity. The Building Australiaâ€™s Future Workforce package includes: - A $558 million National Workforce Development Fund to enhance industry input into training; - $1.75 billion over five years (from 2012-2013) for a National Partnership with States and Territories, with incentives for states and territories to sign onto an ambitious reform of performance and quality of public training systems; - Reforming the apprenticeship system to make it modern and flexible, including accelerated apprenticeships and mentoring support; - Working to increase workforce participation by giving disadvantaged Australians the skills they need to get a job. A new partnership with industry The Gillard Government aims to drive productivity through new direct partnerships with industry to deliver an estimated 130,000 high quality training places. A new National Workforce Development Fund will be created, to respond to the most critical emerging skills needs facing the Australian economy. New training places will require co-investment from industry, recognising the shared responsibility for training between Government and industry. To support the new partnership with industry, the Government will also establish a new $25 million National Workforce and Productivity Agency. The independent Agency will deliver the $558 million National Workforce Development Fund directed to industry-based training initiatives over the next four years. It will be formed from an expanded Skills Australia. Driving national reform on skills The Government aims to set new benchmarks for improved quality, transparency and outcomes from the states and territories as a condition for its base agreement on vocational education and training, worth $7 billion over five years. In addition the Government will offer an additional $1.75 billion over five years (from 2012-13) the same period for those jurisdictions that are prepared to sign up to a more ambitious reform of the performance and quality of their respective public training systems. The Government also announced that reform of vocational education and training (VET) will be a major priority for COAG during the remainder of 2011. Apprenticeships that work More Australians then ever before are embarking on a career through an Australian apprenticeship, but only about half complete their training. To lift apprenticeship completions and the supply of skilled workers to the economy, the Government plans to invest $100 million over four years to Accelerate Australian Apprenticeships, as well as $101 million over four years for an Apprenticeship Mentoring package, helping individuals to choose the right training pathway and supporting them to complete their training.
Diversitat Employment Servicing Geelong $IVERSITAT IS KNOWN AS 'EELONGlS ONLY SPECIALIST *OB 3ERVICES !USTRALIA PROVIDER SERVICING YOUTH TO YEARS AND CULTURALLY DIVERSE CLIENTS 7HAT ISNlT AS WELL KNOWN IS THAT $IVERSITAT PROVIDES QUALITY TAILORED EMPLOYMENT SERVICES TO ALL ELIGIBLE *OB 3ERVICES !USTRALIA CUSTOMERS IN THE 'EELONG REGION !S AN ORGANISATION $IVERSITAT HAS ALWAYS BEEN COMMITTED TO EMPOWERING INDIVIDUALS AND COMMUNITIES IN 'EELONG SINCE ITS INCEPTION IN AS THE 'EELONG %THNIC #OMMUNITIES #OUNCIL 4HE ORGANISATION HAS EVOLVED AND GROWN SIGNIÃ¼CANTLY INCORPORATING 9OUTH %DUCATION AND %MPLOYMENT 3ERVICES 4RAINING !GED 3UPPORT #OMMUNITY 2ADIO 4HE 0ULSE 7HOLEFOODS #AFÃ€ MORE RECENTLY (AND "RAKE 4URN NOW KNOWN AS 9OU 4URN AND OF COURSE THE FAMOUS ANNUAL 0AKO &ESTA 4HIS GENUINE COMMITMENT TO THE LOCAL COMMUNITY AND INDIVIDUALS IS EVIDENT IN THE SERVICE CLIENTS RECEIVE UNDER THE *OB 3ERVICES !USTRALIA $IVERSITAT UNDERSTANDS THAT LONG TERM OUTCOMES ARE ONLY ACHIEVABLE WHEN INDIVIDUALS ARE EMPOWERED TO TAKE OWNERSHIP OF THEIR FUTURE $IVERSITATS EMPLOYMENT ADVISERS WORK WITH CLIENTS ON ADDRESSING INDIVIDUAL BARRIERS SETTING ACHIEVABLE GOALS AND DEVELOPING LONG TERM CAREER PLANS ,OCAL SKILLS SHORTAGES IN THE TRADES ELECTRICAL CONSTRUCTION HEALTH AGED CARE HOME AND COMMUNITY CARE RETAIL AND HOSPITALITY ARE HIGHLIGHTED TO INDIVIDUALS TO HELP SHAPE THEIR DECISION MAKING WHEN CONSIDERING FURTHER TRAINING AND OPTIMISE THEIR POTENTIAL TO GAIN EMPLOYMENT $IVERSITAT HAS ESTABLISHED STRONG WORKING RELATIONSHIPS WITH LOCAL EMPLOYERS PROVIDING A QUALITY FREE RECRUITMENT SERVICE UTILISING A DATABASE OF JOB READY CLIENTS READY FOR EMPLOYMENT IN VARIOUS INDUSTRIES 7ORKING CLOSELY WITH THE TRAINING DEPARTMENT THE "USINESS $EVELOPMENT /FÃ¼CERS HIGHLIGHT THE BENEÃ¼TS OF TAKING ON TRAINEES AND APPRENTICES TO EMPLOYERS AND TAKING OUT ALL OF THE LEG WORK INVOLVED IN GETTING AN EMPLOYEE SIGNED UP &OR JOB SEEKERS AND EMPLOYERS ALIKE $IVERSITAT IS COMMITTED TO Ã¼NDING OUT WHAT YOUR NEEDS ARE AND PROVIDING A TAILORED RECRUITMENT SERVICE THAT PROVIDES EVERY OPPORTUNITY FOR SUCCESS AND LONGEVITY FOR BOTH PARTIES $IVERSITAT IS A MEMBER OF *OB &UTURES !USTRALIAlS ONLY NATIONAL NETWORK OF COMMUNITY BASED AND NOT FOR PROÃ¼T ORGANISATIONS WHICH PROVIDE EMPLOYMENT TRAINING AND RELATED SERVICES *OB &UTURES OPERATES THROUGH ITS MEMBER ORGANISATIONS FROM OVER LOCATIONS NATIONALLY 4HE NATIONAL COVERAGE *OB &UTURES PROVIDES ALSO MEANS THAT JOB SEEKERS ARE SUPPORTED BY THE MOST INNOVATIVE AND SUCCESSFUL APPROACHES TO EMPLOYMENT SERVICES DEVELOPED AND TESTED ACROSS THE COUNTRY $IVERSITAT HAS TWO *OB 3ERVICES SITES IN 'EELONG AND 'EELONG 7EST &OR MORE INFORMATION CALL OR VISIT WWWDIVERSITATORGAU
$IVERSITAT %MPLOYMENT 7HETHER YOUlRE SEEKING EMPLOYMENT OR LOOKING TO RECRUIT STAFF $IVERSITAT %MPLOYMENT IS COMMITTED TO PROVIDING QUALITY TAILORED RECRUITMENT SERVICES TO THE 'EELONG COMMUNITY #ALL US NOW ON TO Ã¼ND OUT HOW WE CAN ASSIST YOU
Other Budget investments include literacy and numeracy programs, jobrelated training programs, apprenticeship support, and English language and literacy development. These initiatives are in addition to the More Help for Older Workers measure to provide up to $2000 for skills assessments and $2000 for training to employers to ensure up to 7500 mature age workers (2500 workers per year) are provided with the opportunity to improve their skills.
Skills shortage? There’s help at hand. !S 6ICTORIAlS LARGEST REGIONAL 4!&% AND NUMBER ONE TRAINING PROVIDER 4HE 'ORDON PLAYS A KEY ROLE IN PROACTIVELY ASSISTING THE 'EELONG REGIONlS ECONOMY IN TRANSITION AND MEETING COMMUNITY NEEDS PARTICULARLY IN AREAS OF SKILL SHORTAGES 'ORDON "USINESS $EVELOPMENT -ANAGER 2OB ,AZIC SAYS 4HE 'ORDON CAN HELP ADDRESS SKILL SHORTAGES IN TWO KEY WAYS m7E CAN CONDUCT A TRAINING NEEDS ANALYSIS TO IDENTIFY CURRENT AND PROJECTED SKILL SHORTAGES AND PROVIDE TRAINING SOLUTIONS ACCORDINGLY AS WELL AS UPSKILLING CURRENT WORKERS TO TAKE ON NEW RESPONSIBILITIES n HE SAID 2OB HAS BEEN WORKING WITH 4HE 'ORDON TO ASSIST THE DEVELOPMENT OF 'EELONG BUSINESSES FOR MORE THAN THREE YEARS (E SAYS THAT FOR MOST BUSINESSES IT CAN BE AS SIMPLE AS UPSKILLING EXISTING STAFF m4RAINING YOUR CURRENT AND NEW EMPLOYEES TO GET THE SKILLS THEY NEED DOES NOT NECESSARILY MEAN TAKING THEM OUT OF THE WORKPLACEn m.OWADAYS EMPLOYEES CAN BE TRAINED WITH MINIMAL TO ZERO TIME AWAY FROM THE WORKPLACE THROUGH DISTANCE EDUCATION ONLINE COURSE DELIVERY TRAINEESHIPS OR USING A COMBINATION OF DELIVERY STRATEGIES n HE SAID m/UR TRAINING IS EFFECTIVE BECAUSE WE CAN TAILOR A PACKAGE TO MEET THE NEEDS OF BOTH THE EMPLOYEE AND THE ORGANISATION 7ITH ASSESSMENT TASKS BUILT AROUND THEIR ROLE AND RESPONSIBILITIES THEY GAIN A HIGH LEVEL OF KNOWLEDGE AS WELL AS PRACTICAL SKILLS TO INTEGRATE WITHIN THE ORGANISATIONAL ENVIRONMENTn 4O CONTACT 2OB AND DISCUSS TRAINING SOLUTIONS FOR YOUR ORGANISATION PHONE OR EMAIL RLAZIC GORDONTAFEEDUAU
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4HE PAPER STRESSES THAT THESE STRATEGIES SHOULD BE USED IN PARALLEL NOT ISOLATION TO FORGE A ROBUST AND EFFECTIVE STRATEGY #ONTACT !LEX #LARK AT (AYS IN 'EELONG ON OR ALEX CLARK HAYSCOMAU FOR MORE DETAILS
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Addressing skills & knowledge shortages. 0EOPLE 7ORK 2ECRUITMENT HAVE INTRODUCED A SPECIALIZED AGENCY TO ADDRESS 'EELONGlS MATURING WORKFORCE *OHN (ANSEN TOGETHER WITH 2OB ,EIJER ARE HERE TO HELP BOTH BUSINESSES AND INDIVIDUALS FACED WITH THE REALITY OF CHANGING WORKFORCES SKILLS AND KNOWLEDGE SHORTAGES AND INDIVIDUALS LOOKING TO TRANSITION INTO RETIREMENT 4HE SKILLS SHORTAGE IS A MAJOR PROBLEM FACING 'EELONG BUSINESS (OW DO YOU KEEP YOUR VALUED SKILLS AS WELL AS BUSINESSES INFORMATION AND KNOWLEDGE WITHIN YOUR BUSINESS )T MIGHT BE TIME TO EXPLORE ČEXIBLE WORKFORCES THAT KEEP OR INTRODUCE MATURE AGED WORKERS WITHIN YOUR BUSINESS !S OUR WORKFORCE MATURES MANY EMPLOYERS ARE REALISING THE CAPACITY OF MATURE WORKERS TO SATISFY SKILL SHORTAGES IS A VALUABLE ONE AND ONE THAT MAY REQUIRE A ČEXIBLE APPROACH TO EMPLOYMENT -ANY MATURE WORKERS ARE LOOKING TO COMMENCE THEIR TRANSITION INTO RETIREMENT AND MAY BE LOOKING TO WORK PART TIME CASUAL SEASONAL OR EVEN ON A CONTRACT BASIS %MPLOYMENT IS HERE TO HELP YOUR BUSINESS MANAGE THESE ČEXIBLE ARRANGEMENTS AND ASSIST YOU WITH THE SELECTION AND RECRUITMENT OF MATURE AGED WORKERS OR ASSIST WITH YOUR CURRENT MATURE AGED WORKFORCE AND HOW YOU CAN MAKE THE MOST OF THEIR SKILLS MATURITY RELIABILITY AND KNOWLEDGE WHILE ASSISTING THEM WITH LIFESTYLE BALANCE !RE YOU LOOKING FOR A CAREER CHANGE ,OOKING TO ACHIEVE A WORK LIFE BALANCE %MPLOYMENT PROVIDES RECRUITMENT AND EMPLOYMENT COUNSELING FOR MATURE PEOPLE WHO ARE SEEKING ČEXIBILITY IN THEIR WORK LIFE %MPLOYMENT OFFERS A FULL RANGE OF RECRUITMENT SERVICES FROM PROFESSIONAL TO INDUSTRIAL TEMPORARY PERMANENT FULL TIME AND PART TIME !DVICE AND SUPPORT TO BOTH BUSINESS AND INDIVIDUALS AS WELL AS #AREER COACHING MENTORING AND FUTURE WORK PATHWAY PLANNING
Employment 55 3PECIALISING IN THE 2ECRUITMENT 3ELECTION OF 'EELONGlS MATURING WORKFORCE
Mentor assists you to move in the OHS career direction of your choice 4ODAY SKILL SHORTAGES IN THE WORKPLACE UP SKILLING AND CAREER CHANGES ARE ON THE MOVE AND AT -ENTOR OUR GOAL IS TO GET YOU THERE -ENTOR PRIDES ITSELF ON ASSISTING CLIENTS TO UTILISE THEIR VALUED INDUSTRY EXPERIENCE TO UNDERTAKE STUDIES IN AREAS OF /CCUPATIONAL (EALTH 3AFETY /NE OF MANY SUCCESS STORIES IS THAT OF GRADUATED STUDENT 0ENE 4OMES 0ENE HAS WORKED FOR HER CURRENT EMPLOYER FOR üVE YEARS PROGRESSING THROUGH ROLES SUCH AS 3CRAPER /PERATOR IN THE 1UARRY TO 4ECHNICAL /FüCER IN THE ,AB WHERE 0ENE üRST EXPERIENCED HEALTH AND SAFETY PROJECT WORK 4HIS EXPERIENCE HELPED HER TO DECIDE TO ENROLL IN THE $IPLOMA OF /(3 THROUGH -ENTOR AND ITS SPECIALIST PARTNERSHIP WITH 3OUTH 7EST 4!&% !FTER COMPLETING THE $IPLOMA COURSE 0ENE WAS OFFERED A ROLE AS A 2EGIONAL /(3 !DMINISTRATOR INVOLVING MAINTAINING SAFETY STATISTICS AND REPORTING TO MANAGEMENT ASSISTING /(3 !DVISORS AND PROVIDING SUPPORT AND ASSISTANCE TO MANAGEMENT IN TERMS OF INCIDENT MANAGEMENT INVESTIGATION HAZARD REPORTING AND ACTION UPDATES &ROM THERE 0ENE DECIDED TO PROGRESS INTO THE !DVANCED $IPLOMA OF /(3 WITH TRAINING BASED MORE ON MANAGEMENT SYSTEMS AND PLANS 0ENE BELIEVES THAT GOOD SYSTEMS AND PLANNING IS THE KEYSTONE TO MAKING /(3 WORK )T NEEDS TO BE SIMPLE ENOUGH FOR ALL IN THE ORGANISATION TO USE AND COMPLEX ENOUGH TO MEET INTERNALEXTERNAL STAKEHOLDER REQUIREMENTS 4HE COURSE HELPED HER TO UNDERSTAND THE BIGGER PICTURE OF SYSTEMS AND PLANNING AND OPENED OPPORTUNITIES AT WORK -ENTOR COURSE OFFERINGS ACROSS /(3 INCLUDE #ONüNED 3PACE %NTRY 7ORKING AT (EIGHTS #ONSTRUCTION )NDUCTION &IRST !ID AND 7ORK3AFE !PPROVED (32 AND -ANAGER COURSES
m.O PROBLEMS JUST SOLUTIONSn
"USINESS !SSISTING YOUR BUSINESS MANAGE MATURING WORKFORCES OR EMPLOYING RELIABLE MATURE STAFF TO ADDRESS SKILLS AND KNOWLEDGE SHORTAGES )NDIVIDUALS !SSISTING WITH THE TRANSITION INTO RETIREMENT 2EALISTICALLY CHANGING YOUR WORKLOAD )NTRODUCING ČEXIBLE WORK HOURS PART TIME CONTRACT OR SEASONAL WORK %MPLOYMENT CAN HELP YOU OR YOUR BUSINESS TODAY
o 2ECRUITMENT AND 3ELECTION o 4RANSITION INTO 2ETIREMENT o -ANAGING MATURE 7ORKFORCES
o RECRUITMENT LABOUR HIRE o TRAINING AND DEVELOPMENT o CONSULTING AND BUSINESS SERVICES o GROUP TRAINING -OORABOOL 3TREET 'EELONG
&OR A CONüDENTIAL DISCUSSION PLEASE CALL *OHN (ANSEN OR 2OB ,EIJER ON WWWPEOPLEATWORKCOMAU
AGB Human Resources â€“ Skills Recognition. 7E ALL HAVE SKILLS $ONlT SELL YOURSELF SHORT 7ANT THE RECOGNITION FOR YOUR LIFElS WORK AND THE EXPERIENCE YOU HAVE TALK TO US ABOUT 3KILLS 2ECOGNITION ! FORMAL QUALIĂźCATION FOR THE SKILLS WHICH YOU ALREADY HAVE 3AVE TIME AND MONEY IN THE PROCESS OF OBTAINING YOUR QUALIĂźCATIONS 3OMETIMES IN LIFE WE GET BUSY JUST DOING THE JOB GETTING ON WITH LIVING AND ALL THE RESPONSIBILITIES THAT INVOLVES )T IS NOW TIME FOR YOU TO TAKE THE OPPORTUNITY OF GETTING A NATIONALLY RECOGNIZED QUALIĂźCATION THAT PIECE OF PAPER WHICH WILL HELP IMPROVE YOUR CAREER PROSPECTS !'"