Big Success Stories from Small Businesses

COMPLIANCE AND AUDIT

Guidance and advise through the FWO audit process for a Restaurant

A restaurant was going through a Fair Work Ombudsman (FWO) Audit process. The audit analysed a period of six months, looking at the amounts paid to the employees during that period, and comparing those rates with the minimum award entitlements.
FWO identified what they believed to be an underpayment of wages and sought further evidence from the Employer. The Employer engaged an accounting firm to assist them in calculating any underpayments for the relevant period. The accounting firm confirmed the view of the FWO and identified an underpayment for the relevant six-month period of approximately $15,000.
THE CHALLENGE
The Employer was concerned that:

1. The audit was only for a six-month period, involving current employees, and that the outcome of the audit would put them at significant risk of current employees seeking further backpay and former employees coming forward for the same (statute of limitations for underpayment claims is six years). The result of which would have potentially cost the Employer significantly more than the $15,000 that was identified.

2. That the back payment would’ve caused significant reputational damage to the restaurant business.

3. That the combination of back payments and reputational damage would have put the businesses continued viability at risk.

Prior to finalising the matter with the FWO, the Employer contacted Clyde Industrial seeking a ‘second opinion’.
THE SOLUTION
After reviewing all the relevant information including wage data and timesheets for the relevant period Clyde Industrial identified several key elements that had been overlooked by the FWO and the accounting firm. Clyde Industrial applied its expert knowledge of the Restaurant Industry Award and provided further submissions to the FWO on behalf of the Employer.
THE OUTCOME
As a result of Clyde Industrial’s intervention, the Employer was not required to make any back payments to its employees and was issued with a formal warning for some administrative shortfalls.

Clyde Industrial continues to work with the Employer today and has assisted them in creating formal structures and processes to ensure that they are fully compliant with their obligations arising out of the Modern Award and Fair Work Act 2009 (Cth).

STRUCTURE AND PROCESSES

Transitioning from Micro to Small: Creative Design Business

The Client is a small creative design business who has recently transitioned from a one-person operation to thriving small business with six employees.
THE CHALLENGE
Making the transition from a micro-operation to small business employer is often a daunting prospect, as it comes with significantly more responsibility and enlivens a range of obligations.
THE SOLUTION

Clyde Industrial were engaged to assist them with this transition. This included:

1. The development of a range of policies and procedures tailored to the industry and the specific business.

2. The creation of tailored contracts of employment for all six of the new employees, as well as template contracts (full time, part time and casual) for use with all new future employees that may come into the business in the future.

3. Advice on Modern Award classification, minimum rates of pay and salaries.

4. Advice on implantation of National Employment Standards, including the development of leave policies.

5. Advice on record keeping and payslip obligations.

6. Assistance with induction and onboarding of all new employees.

7. Training the Employer in the ongoing management of employees, including performance management.

8. The development of structures to support a positive and productive workplace culture.

THE OUTCOME
Clyde Industrial continues to support the business, which is still thriving and has grown to over ten employees.

WORKPLACE CULTURE

Improving Staff Morale and Case Management in a Cleaning Company

The Client is a cleaning company employee over 25 people.
THE CHALLENGE
The Client became aware that several employees were potentially stealing from its clients yet had very little by way of evidence. Unsure how to proceed, but very concerned at the reputational damage being done to its brand, the business contacted Clyde Industrial to assist.
THE SOLUTION
As a starting point, Clyde Industrial reviewed the existing workplace policies and procedures of the Client and made a number of recommendations seeking to tighten existing processes that were potentially allowing theft to occur unchecked.

Following this, Clyde Industrial reviewed several reported instances of theft and reviewed the available evidence, including witness statements from relevant people.

After conducting a formal workplace investigation, Clyde Industrial prepared a report for the Client which found that some allegations were substantiated, whilst others were not.
THE OUTCOME
Based on those proven allegations, the Client was able to summarily dismiss the employees involved in the theft.

Following the dismissals Clyde Industrial continued to work with the Client on making improvements to their processes and procedures to prevent any further serious misconduct occurring in the business. In addition, Clyde Industrial has worked with the ownership and management of the business to improve staff morale and create a positive and productive workplace culture.

The business remains a client to this day.

WAGE DISPUTES AND ASSISTANCE

A prominent restaurant located in the southeast of Melbourne needed assistance due to wage disputes among some of their employees.

COMPANY SIZE: 40 EMPLOYEES

THE CHALLENGE

The allegations of underpayment, particularly related to overtime hours, had cast a cloud of confusion and discontent over the establishment, potentially leading to legal implications. Recognizing the urgency of the situation, the restaurant sought prompt and precise intervention from our expert team at Clyde Industrial.

THE SOLUTION

By addressing the wage disputes with utmost transparency and urgency, the restaurant’s management successfully rebuilt trust and reinstated a positive employee-employer relationship. This newfound trust has fostered a sense of loyalty and commitment among the staff.

THE OUTCOME

Armed with new robust wage policies and streamlined processes, the restaurant is now well-prepared to handle any potential challenges that may arise in the future. The diligent implementation of our compliance solutions ensures that the establishment is fully equipped to maintain legal adherence and uphold the highest standards of employee welfare.

WORKPLACE DISCRIMINATION

A prominent real estate agency located in the heart of Sydney's CBD embroiled in a former employee's complaint of discrimination due to gender identity.

COMPANY SIZE: 120 EMPLOYEES

THE CHALLENGE

The discrimination complaint raised concerns within the agency, prompting legal action and scrutiny from regulatory bodies. The agency’s management recognized the urgency to address the matter responsibly and proactively reached out to Clyde Industrial for guidance.

THE SOLUTION

Our team of HR experts conducted a meticulous and sensitive assessment of the discrimination complaint. With great care and empathy, we listened to both sides, collecting evidence and understanding the nuances of the situation. Dealing with cases such as this, in-depth knowledge of Australia’s anti-discrimination laws is needed. 

THE OUTCOME

Through facilitating transparent communication and mediation, we promoted open dialogue and addressed grievances among involved parties, fostering a positive atmosphere that restored trust between an agency and its employee. This transformation contributed to an inclusive and respectful workplace, furthered by our guidance on legal obligations and fostering such a culture. The agency’s swift response to a complaint, proactive actions, and commitment to fairness not only prevented reputation damage but also solidified its standing as a reputable and responsible industry employer.

WORKPLACE BULLYING AND HARASSMENT

A well-established and reputable cleaning company in the suburbs of Melbourne confronted with complaints of workplace bullying and harassment.

COMPANY SIZE: 45 EMPLOYEES

THE CHALLENGE

Following reports of workplace bullying and harassment by a senior supervisor, referred by an existing client, the company’s management sought urgent advice to swiftly and comprehensively address the situation and its demoralizing impact on employees.

THE SOLUTION

Upon our appointment, our HR team promptly assessed the workplace, prioritizing the well-being of affected employees through a confidential channel for expressing concerns about long-standing workplace issues. Recognizing the potential impact on the company’s reputation, we conducted a thorough, objective investigation in line with legal requirements, resulting in disciplinary actions against the responsible senior supervisor, promptly implemented along with counseling and additional training.

THE OUTCOME

Employees appreciated the company’s proactive approach, which significantly improved morale and cultivated a sense of trust and support among the workforce.

By partnering with Clyde Industrial, the cleaning company successfully navigated the challenging situation, preventing potential legal action, severe penalties and potential reputational damage.

What our Clients Say


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Gustavo A. Prince Gonzalez

5/5
I’ve worked with Clyde Industrial for a number of years now, receiving support and advice on industrial relations and human resourcing. Having Clyde Industrial’s expertise and guidance has been hugely positive for the business and daily operations. I give them my highest recommendation and happily refer them to anyone asking.

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Kellie Rosenfield

5/5
I have utilised the services of Clyde Industrial since mid 2020. They helped guide me through some rather stressful HR issues. They are always willing to answer my questions & impart their knowledge in a way that easy for me to understand. Highly recommended.

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Emily Sullivan

5/5
We have been clients of Clyde Industrial since 2018 for all our industrial relations and human resource needs. What a game changer the support & service Clyde Industrial has been for our businesses. The professionalism and knowledge has been second to none.
At Clyde Industrial, our workplace experts can help you with HR issues and compliance, making your life easier.