Home' HR Monthly : September 2019 Contents September 2019 HRM magazine 9
2019 TOP EMPLOYERS
Every year the people at LinkedIn crunch
the numbers on which companies are
best to work for. They base it on users'
interest in a company, staff engagement,
job demand and employee retention.
Surprisingly, given the recent royal
commission, this year Australia’s big
banks have claimed the top spots.
Westpac ranks number one followed by
NAB, ANZ and CBA. The remaining top
25 companies are:
5. Lendlease (construction)
6. PwC Australia (management
7. CIMIC (civil engineering)
8. Deloitte Australia (management
9. Salesforce (software)
10. Amazon (internet)
11. Woolworths (retail)
12. KPMG (management consulting)
13. EY (accounting)
14. CBRE (real estate)
15. Wesfarmers (retail)
16. BHP (mining and metals)
17. Colliers International
(commercial real estate)
18. JLL (real estate)
19. Qantas (aviation)
20. Aurecon (design)
21. MinterEllison (law practice)
22. AGL Energy (utilities)
23. Herbert Smith Freehills (law practice)
24. IAG (insurance)
25. Allens (law practice)
LinkedIn and its parent company,
Microsoft, are excluded from the list, as
are all recruitment firms, not-for-profits,
educational institutions, government
agencies and government-owned
MORE SELF-CARE AT WORK NEEDED
Two in five Australians admit to working on a sick day and many avoid taking sick days where
possible, according to new research from Panadol.
The reasons for this are varied, but equally worrying. The main driving factor was guilt (58
per cent), followed by fear that a sick day would be career limiting (48 per cent) or a sign of
weakness (31 per cent). The report suggests that by doing this, 60 per cent of employees will
go on to become much more ill.
“Prevention is better than cure,” s ays general practitioner Dr Ginni Mansberg. “Aussies need
to start taking a proactive approach to their health, taking better care of themselves day to day
and paying close attention when their bodies start showing signs of fatigue or imminent illness.
We need to remove the stigma around taking our personal leave.”
PRAISE IS BETTER THAN PAY
More than 60 percent of employees would prefer to work for a company that has a culture of
praising its staff over one that offered a 10 per cent higher salary without offering any form of
praise, according to new research from Reward Gateway.
While the importance of employee recognition is well known to HR, a quarter of HR
professionals sur veyed admitted they didn’t have a reward and recognition program in place,
and only 20 per cent of managers strongly agreed that their companies provide tools on how to
effectively recognise their staff.
“ While it’s great to see so many HR leaders understanding the positive impact of employee
engagement on business, traditional methods and manual processes to achieve current workforce
employee engagement goals are no longer an option,” says Doug Butler, CEO at Reward Gateway.
Employers should always try to
avoid firing staff via a phone call,
email or text message, says Fair
Work Commissioner Ian Cambridge.
But in this case, he believes it was
appropriate due to safety concerns.
The employer was Home Care
Assistance. A staff member was
summarily dismissed in February
after she “screamed abuse and
threatened” staff after finding out she
was being denied a reference.
After leaving the office in a “highly
agitated state”, the employee was
sent an email which stated she had
breached company policy. She had
threatened an operations manager
at the company by saying she’d bring
her husband into the workplace
because he “knew how to get the
[reference]”. She was also informed
that she was guilty of other minor
breaches of policy, such as bringing
her child to work and leaving early.
The next day she turned up at the
house of a client who had already
been reassigned to a new employee.
Police reportedly had to be called,
although the FWC says the details
around why are unclear.
The termination email was
sent following this event. While
Cambridge supported the
employer’s choice to summarily
dismiss, he says it should have given
her an appropriate avenue to explain
“Hypothetically, what if [her]
behaviour. . .was caused by some
unforeseen reaction to prescription
medicine? No evidence has
been provided which might have
established some reasonable
explanation for [her] serious
misconduct. However, the absence
of due process is a factor that may
establish that the dismissal was
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21/8/19 1:41 pm
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