predictability, and the need to be able to respond to changing employer’s circumstances. There is no to employ a workforce that will support the needs of all single ‘best way’ potential clients with disability. Employers will need to identify the most appropriate options for their clients, organisation and workforce, and that are clearly linked to their strategic direction, the external market demands and their workforce plans. Employers will also need to consider how they will answer in it employees’ ‘what’s for questions when implementing flexible employment practices. me?’ How this guide can help This guide aims to assist disability service employers and managers needing to introduce flexible working practices that comply with the Australian Industrial Relations framework and improve employee engagement and workforce utilisation. It focuses on how these practices can be developed; employers and managers can work with employees to ensure client choice is maintained; a stable, skilled and flexible workforce is sustained; and considers options where employers can collaborate to attract new employees and retain the current workforce. The guide provides a variety of options for consideration. Some are easier to implement and do not require changes to existing industrial arrangements, while others require mutual agreement between the employer and relevant employees. Employers should seek specialist advice before making significant changes to their working practices. organisation’s Section 2: Types of employment contract All employees have a contract of employment. It is good practice to have a written contract; a contract can be verbal, but this is harder to enforce and more likely to cause disagreement.
predictability, and the employer’s need to be able to respond to changing circumstances. There is no single ‘best way’ to employ a workforce that will support the needs of all potential clients with disability. Employers will need to identify the most appropriate options for their clients, organisation and workforce, and that are clearly linked to their strategic direction, the external market demands and their workforce plans. Employers will also need to consider how they will answer employees’ ‘what’s in it for me?’ questions when implementing flexible employment practices. How this guide can help This guide aims to assist disability service employers and managers needing to introduce flexible working practices that comply with the Australian Industrial Relations framework and improve employee engagement and workforce utilisation. It focuses on how these practices can be developed; employers and managers can work with employees to ensure client choice is maintained; a stable, skilled and flexible workforce is sustained; and considers options where employers can collaborate to attract new employees and retain the current workforce. The guide provides a variety of options for consideration. Some are easier to implement and do not require changes to existing industrial arrangements, while others require mutual agreement between the employer and relevant employees. Employers should seek specialist advice before making significant changes to their organisation’s working practices. Section 2: Types of employment contract All employees have a contract of employment. It is good practice to have a written contract; a contract can be verbal, but this is harder to enforce and more likely to cause disagreement.
Accessible_Flexible_Employment_Practices_Guide_April_15.docx