IR tip 3 - Personal/Carer's Leave
Today, Furnishing Industry Association of Australia (FIAA)'s Emma Watt looks at the provisions for Personal/Carer's Leave.
Emma Watt is the Industrial Relations & Human Resources Manager for the FIAA (Vic/Tas). She is also an independent industrial relations consultant.
All employees in Australia are entitled to the benefit of the National Employment Standards, which includes personal/carer's leave. Many awards also supplement the NES. Personal/carer's leave also includes compassionate leave.
Full time employees accrue ten days of paid personal/carer's leave per year, and part time employees accrue on a pro rata basis. Casual employees are not entitled to paid personal/carer's leave, but may take unpaid leave in certain circumstances.
Personal/carer's leave is available where an employee is unable to attend work due to personal illness or injury, or where a member of their immediate family or household requires care or support because they are ill or injured, or there is an unexpected emergency affecting that person.
Employers may request evidence that would satisfy a reasonable person that the employee was unable to attend work for the stated reason. This could include, but is not limited to, a medical certificate.
Personal/carer's leave may not be cashed out unless the employee's award or agreement specifies that it can be done. The General Retail Industry Award 2010 does not provide for cashing out, so unless there is a statutory agreement in place, approved by a government authority, that provides for cashing out, it is not lawful to do so.
Employers are also not required to pay out untaken personal/carer's leave when the employee leaves.
Personal/carer's leave accrues indefinitely until the leave is lawfully taken, or the employee leaves, at which point the entitlement is extinguished.
As well as the ten days of personal/carer's leave, employees are entitled to two days of compassionate leave on each occasion that they cannot attend work because a member of their immediate family or household sustains or contracts a life threatening illness or injury, or dies. There is no cap on the number of occasions that an employee can access this leave.
"Immediate family" means spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the employee, or child, parent, grandparent, grandchild or sibling of the employee's spouse or de factor partner.
Retail Tip 4 - Promote yourself online
Time was when the older generation thought its duty was to pass down wisdom to the youngsters. Not these days; if you want to understand how online promotions work - ask a teenager, as Mark Davis reports.
An expert and trainer in all things retail, business coach Mark Davis divides his time between Australia and Europe, traversing the globe to share his retail, sales, business and Internet marketing insights.
Many businesses don't have the time or budget to do a lot of advertising, and they only usually know one or two ways to do things; usually traditional methods of advertising and lead generation, which these days are time consuming, expensive, and give a poor response.
Taking a bit of time to learn new advertising methods can be a challenge, especially when most of the methods today are online. Ever dealt with a Google Ad, Facebook page or Twitter account? For many people, the thought of online ads is enough to send shivers down their spine... and to consult with experts can cost more than the original advertising budget.
So here's my top tip for today...
Learn from a teenager.
Find out what your kids, or your staff's kids do, to promote things online these days and copy their strategies. They'll be doing things you couldn't dream of, but they understand a couple of things really well:-
1. Referrals. If you recommend it, I might buy it. If a stranger tries to sell it, I'm less likely to. Find out how teens are promoting themselves and their ideas and favourite products for free online. Then pay them a small amount to promote you too.
2. Online ads are the chief reason why Facebook and Google are worth billions of dollars. This is because they work. Start off with baby steps by finding free Google Adwords credit and spending just $50 to test a few ads in text, picture or video format. It's just one more thing to add to your schedule, but take 10 minutes a day, and in a month you'll be a natural.
Finally, it's worth talking to kids about why they put so many photos online. I can't oversell this enough - pictures online are the new virtual catalogue, be it on a website, a Facebook account or in an email attachment. Use the power of pictures to sell your products, or just to let people know you exist.
IR tip 2 - Cashing in annual leave
Today, Furnishing Industry Association of Australia (FIAA)'s Emma Watt explains the 'dos' and 'don'ts' of cashing in annual leave.
Emma Watt is the Industrial Relations & Human Resources Manager for the FIAA (Vic/Tas). She is also an independent industrial relations consultant.
The Fair Work Act 2009 contains ten National Employment Standards (NES), all of which apply to each employee in Australia. There is an NES for annual leave, which contains provisions that allow employers and employees to agree to cash in annual leave in certain circumstances.
So when can an employer agree to cash in annual leave?
Under the NES, an employee is eligible to cash in annual leave if:
• The employee is covered by an award or an enterprise agreement (approved by Fair Work Australia) that expressly allows for cashing in of annual leave; or
• The employee is not covered by either an award or an enterprise agreement.
It is a breach of the Fair Work Act 2009 if an employer cashes in annual leave if the employee is not eligible to do so. The penalties for breaching the Act are as high as $33,000 per breach for a body corporate, or $6,600 for an individual.
If the employer establishes that the employee is eligible to cash in annual leave, then the following rules apply to any cashing in arrangement:
• The employee must only cash in any annual leave in excess of four week accrued leave;
• Each time the employee wishes to cash in annual leave, he or she must make the request to the employer in writing, and the employer must retain a copy of the request as part of the time and wages records; and
• The employee must be paid the full amount that would have been payable to the employee had the employee taken the leave.
It is critical that employers clearly establish whether or not an employee is eligible to cash in annual leave before agreeing to do so. As an example, any employee whose terms and conditions of employment are governed by the General Retail Industry Award 2010 may not cash in their annual leave, because the award does not contain provisions authorising this.
Retail Tip 3 - Get yourself seen!
February 18 2010
This week Mark Davis drives home the importance of trade fairs and networking events in securing a high recall market position for your brand.
An expert and trainer in all things retail, business coach Mark Davis divides his time between Australia and Europe, traversing the globe to share his retail, sales, business and Internet marketing insights.
Speaking at a recent trade fair, I was reminded of the importance of being seen...in public, with people who are in your industry.
Trade shows, fairs, exhibitions and more, these are all opportunities for people who share common commercial interests to come together, discuss better ways of doing things, share trends and advances that are good for everyone in the industry, and most importantly incorporate that vital social element into their business.
I train people to do things online to save them time; but the real reason that online is so worthwhile is that it frees people up to focus on getting in front of their customers and suppliers, as well as working with staff to deliver a better product or service.
Getting yourself seen also helps customers and potential customers remember your brand. There is a lot to be said for putting those attention grabbing phrases into your marketing; "as seen on the web", "as seen on TV", "as heard on radio", "as seen at Australian International Furniture Fair" and so on.
Its a simple concept, but really important: if you've taken the trouble to get yourself online (or into any other media) in order to get exposure, then it's important to get yourself seen.
Research networking events, breakfasts, shows, exhibitions, trade fairs, even the local market. Get yourself out and about, develop an offline brand that people will recognise and remember, and then spread the word.
Image: Furniture brand Jamel at a recent trade fair
IR tip 1 - Bridging the gap: transitional arrangements work for modern awards
In this first instalment of her hot IR tips, Furnishing Industry Association of Australia (FIAA)'s Emma Watt looks at the transitional arrangements between the current and previous awards systems.
Emma Watt is the Industrial Relations & Human Resources Manager for the FIAA (Vic/Tas). She is also an independent industrial relations consultant.
If you are a national system employer, then it is likely that you have had to identify the modern award that covers your employees. And it's equally quite likely that there are some differences between the award that you used prior to 1 January 2010 and the relevant modern award. But do all those changes need to be introduced immediately? Well, the answer is no, some of them will be phased in over a few years.
The transitional arrangements apply where there is a difference between the old award and the modern award in any of the following areas:
• Wage rates (including piecework rates and industry allowances); and
• Loadings (including casual, weekend, public holiday, evening & shift loadings).
An example might be the casual loading. Many retail awards prior to 1 January 2010 provided for a 33% casual loading, while the modern award contains a 25% casual loading. As this is a change in a loading, the reduction in the loading will be introduced over a number of years, at the rate of 20% of the difference per year:
• The old award provision will apply until 1 July 2010 (in this case, the casual loading will be 33% until then);
• From 1 July 2010 until 30 June 2011, the casual loading will be 31.4%;
• From 1 July 2011 until 30 June 2012, the casual loading will be 29.8%;
• From 1 July 2012 until 30 June 2013, the casual loading will be 28.2%;
• From 1 July 2013 until 30 June 2014, the casual loading will be 26.6%; and
• From 1 July 2014, the casual loading will be 25%.
All transitional arrangements are scheduled to expire on 30 June 2014.
Employees who suffer a reduction in take home pay as a result of the introduction of the modern award may apply to Fair Work Australia for a Take Home Pay Order, and if such an order is granted, the employee's take home pay would be insulated from the effect of the modern award.
If you have any queries about modern awards, the National Employment Standards or transitional arrangements, visit www.fairwork.gov.au.
Retail Tip 2 - The only reason to collect names and emails
February 4 2010
In today's instalment, Mark Davis illustrates the hidden value in all those details you collect on your customers.
An expert and trainer in all things retail, business coach Mark Davis divides his time between Australia and Europe, traversing the globe to share his retail, sales, business and Internet marketing insights.
When you go into a restaurant, you'll often see a fishbowl or platter to throw your business card in, and once a month the establishment draws a lucky winner who gets a free dinner or lunch for two.
It's a simple and highly effective way of collecting names and addresses and emails.
Once businesses have gathered these details most forget to keep in contact with the relevant customers however; those business cards often become useless by the time the company eventually gets around to promoting a special offer.
Email marketing can be the cheapest form of promotion in a store, to both customers and prospects. But to make it work, you have to do two things well.
1. Collect names and email addresses.
The simplest way to do this in a retail environment is to have staff ask for them.
A monthly prize for a lucky customer, promoted at the point of sale, is often the best "way in". Sales people simply encourage customers to enter their name and email address. You're not asking for a blood sample, or their personal home address for junk mail, you're giving them a chance to win something.
If people aren't buying, this is the perfect way for a salesperson to start a conversation, with something like, "Have you entered our monthly competition to win a furniture discount / free home makeover?" This is a great icebreaker; the conversation is started.
It's been proven by psychologists that the fear of loss is greater than the desire for gain. So when customers realise there is a prize at stake, no matter the value, the chance of missing out is a greater motivator than the chance of winning. You can use this to your advantage and let them sell themselves on entering the competition.
2. Follow up. (This requires a bit more work.)
No-one wants to be the data entry person... least of all a salesperson. But with incentives, bonuses and commissions, it makes sense for sales people to have a constant stream of prospects and happy customers re-ordering. Email marketing is the simplest way to achieve this.
First, send an email to customers, thanking them for visiting your store, with a personal note, addressed to them, together with a pdf version of the latest special or catalogue. However, make sure it's not too big; a large attachment will be caught by spam filters and stop your email getting through.
Second, customers should be in an automated system where they get regular updates, newsletters, industry news, and store events and specials, by email, at least monthly.
Try to communicate with customers at least three times a year. In stores where stock changes quickly, more frequent messaging can also work.
Remember, no-one crosses the street for a 10 per cent discount on full price items, but people will drive 20km for a special members only offer that gives them the chance to be first, save the most, or be rewarded for being a good customer. Just keep in contact, and if you have something they want, the frequency of your communication will pay off.
The only reason you collect names and emails is to market to them. Remember this, put it into action, and you will see 20 per cent growth in the next six months. Simple, but powerful, like all great ideas.
Retail tip 1 - Invest in your greatest asset
January 21 2010
In his inaugural retail tip for 2010, our resident retail and online expert Mark Davis shares his insights on how to capitalise on people power in your business.
An expert and trainer in all things retail, business coach Mark Davis divides his time between Australia and Europe, traversing the globe to share his retail, sales, business and Internet marketing insights.
It's not every day we remember that our stores wouldn't function without people; the people who smile all day at customers who are window-shopping; the people who unpack the boxes, and merchandise our products throughout the store.
They keep it clean, smelling nice, play the right music and check that everything possible is being done to show off the products for maximum impact.
It's also these people that sell. They have often been in the business of face to face selling since before finishing high school. Many stay in the retail industry because they have a passion for it. They love the rush of a good sale; they love to be responsible for helping people find what they need.
And most importantly, they like to think they are part of something bigger, a look, an industry, a trend - they can say they help to create the future in their own small way.
So it's important that we look after them - keep them engaged, keep them continuously learning. Robert Kiyosaki, author of Rich Dad, Poor Dad, said that the purpose of education is to inspire further education. It makes sense then to stimulate the desire for learning by making opportunities available.
These can be simple online classes in communication skills, or diplomas in management, but the important thing for staff satisfaction and retention is that personnel are given a chance at education they have perhaps never been offered. Remember, a 15-year-old who enters retail and loves it usually stays, so he or she may not even have finished high school or attended university. You could be the first place that offers them an education.
The result will be educated, satisfied staff who stay longer, work happier, and boast to their friends what a great boss you are... a win win for everyone!
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