Big Success Stories from Small Businesses
COMPLIANCE AND AUDIT
Guidance and advise through the FWO audit process for a Restaurant
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’.
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
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.
WORKPLACE CULTURE
Improving Staff Morale and Case Management in a Cleaning Company
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.
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 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.
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.
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 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.
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.
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
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.
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.
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
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