DISABILITY & AGED CARE
No other industry is going through as much change driven by external factors than the disability and aged care sector. The challenge for employers in this industry is demonstrating quality management and governance around its practices, including human resources, in order to qualify for funding. Managing risk and compliance, implementing flexible workforce planning and optimising payroll and HR software (with the ability to integrate with funding sources) are also important.
Essential practices for NDIS-ready organisations in demonstrating capability include human resources strategy, access to training and expertise, record keeping, commitment to performance management and the ability to resolve issues with prompt and professional workplace advice.
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GET NDIS READY
Get on top of your essential and advanced organisational capability requirements to get NDIS ready.
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SPEAK TO AN INDUSTRY EXPERT
Head of Client Strategy
“I am passionate about providing strategic direction and clarity to employers in the disability and aged care sectors, particularly in consideration of their increasing NDIS organisational capability requirements.”
Client Strategy Manager
“Following years in HR I have found my real passion is being able to match HR solutions and services to the market, particularly for the social, disability and aged care sector in consideration of their specific needs.”
“My experience and expertise ranges from drafting contracts of employment, enterprise agreements and policies as well as representing and advising employers in unfair dismissal, discrimination and general protection claims.”
LATEST DISABILITY & AGED CARE NEWS
On 18 December 2018 the Government varied the Fair Work Regulations 2009 to allow employers, in certain circumstances, to offset the casual loading paid to an employee against certain entitlements that may otherwise be owed to the employee if they are found in the...
Casual Employment In The Spotlight: Casual Found To Be Permanent & Casual Conversion Clauses in Modern Awards
There is increased confusion and widespread concern amongst employers around the legitimacy of many casual employment arrangements following the decision of Workpac v Skene in the Full Court of the Federal Court last month. The facts: WorkPac Pty Ltd v Skene On the...
The Fair Work Commission (FWC) confirmed today that minimum wages will increase by 3.5% from 1st July 2018. This decision impacts employers and employees under awards and enterprise agreements that are linked to the minimum wage decision. Impact on award and agreement...
MAKING EMPLOYMENT EASIER BY COMBINING HR, LEGAL & PAYROLL SERVICES WITH TECHNOLOGY