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Mapien Blog

Mapien Blog

Mapien Blog

September 1, 2021

Changes to the NSW Public Health Orders – what do employers need to know?

Changes to NSW Public Health Orders over the weekend have provided greater clarity for employers employing ‘authorised workers’ living in the 12 areas/LGAs of concern in Sydney. Find out what employers need to know here.

August 29, 2021

Announcement: Mapien’s exciting new promotions

Congratulations to our newest Principal Consultants, Jenna Cuthbertson and Sara Spivey. Jenna and Sara bring extensive experience both within and outside the business to Mapien and we're so lucky to have them as part of the team.

High Court Overturns Rossato Casual Decision

The High Court has today unanimously overturned the Full Federal Court’s decision in WorkPac Pty Ltd v Rossato, by holding that Mr Rossato was a casual employee for the purposes of the Fair Work Act 2009 (the Act).

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Want to Introduce a No Covid Jab No Job Policy? Then consider this!

Where a government health directive is in place then the implementation of a mandatory COVID-19 vaccination policy at the workplace will be straight forward. However, if this is not the case, then employers will need to consider issues concerning WHS, workers’ compensation, discrimination and potentially whether there would be a valid reason for dismissal for non-compliance.

Mapien CEO Changes

Mapien is pleased to announce the appointment of Nadia Taylor to the role of Chief Executive Officer with effect from August 2, 2021 signalling the next stage of Mapien’s growth.

Superannuation in the New Financial Year

With the commencement of the new financial year, several changes to superannuation are now effective or scheduled to take effect throughout 2021-22. Find out what employers should be aware of & what to expect here.

FWC Annual Wage Review Decision 2020-2021

The Fair Work Commission’s Expert Panel has awarded a 2.5% increase to the national minimum wage and the minimum wages in Modern Awards. Accordingly, all Modern Award minimum weekly wages will be increased by 2.5%. Read more...

Mapien continues growth agenda!

We know people make the biggest impact in an organisation and are excited to announce the expansion to our Mapien Melbourne, Migration & HR Legend teams!

Are you getting the most value out of your psychometric assessments?

Are you getting the most value from your psychometric assessments? When we talk about maximizing value, it’s not just about gaining the most out of the assessments during the selection process, or using testing as a section tool in the most efficient way possible, it’s also about saving big money down the line by protecting yourself from a costly bad hire.

Chasing productivity can be done, but employers need to do it right!

A recent decision by BlueScope Steel to outsource a component of their operation was found to be fair and most importantly, it was done the right way, despite the fact it resulted in the unfortunate loss of jobs. This finding highlights to employers that it is ok to seek out, and implement, operational efficiencies in the workplace, but importantly, the need to do it right, to follow employer obligations to properly consult with effected employees and to consider any proposals put to the business by those employees.

Does cognitive diversity kill team cohesion?

Is it better to work with like-minded people or to have a team that challenges one another? Behavioural scientists have known for long time that diverse teams have the advantage. However, while leaders are eager to build diversity, when it comes to hiring, they may also fear introducing new members who won't 'slot in'. The good news is, you don’t need to have interpersonal similarity to create team cohesion.

All 55 ‘Respect@Work Report’ recommendations accepted “wholly, in part, or in principle”

One of the first considerations of the "Womens' Taskforce" introduced to the Federal Cabinet earlier this year was the 55 recommendations from the “Respect@Work” Report, and today it has been announced that the Federal Government has accepted (wholly, in part or in principle) all 55 recommendations made in the Report.

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FWC Says Operational Reasons Not Sufficient to Justify Genuine Redundancy

Employers need to be mindful that any proposed redundancy requires strict compliance with the genuine redundancy requirements of the FW Act. Despite a reason for redundancy being due to operational requirements, a failure to comply with the consultation requirements of any applicable modern award or enterprise agreement and consider reasonable redeployment opportunities will invalidate the whole process.

ALERT: Everything you need to know about the Fair Work Amendment Bill 2021

Federal Parliament has passed the Fair Work Amendment (Supporting Australia’s Jobs and Economic Recovery) Bill 2021 (often referred to as the Omnibus IR Bill) (‘the Bill’). The Bill outlined proposed changes to the Fair Work Act 2009 (Cth). Read more here & join us at our webinar on 30 March to find out what is included, what was removed and what action employers should take?

Men – we need you!

Gender inequality continues to be a pervasive issue within the workplace despite the tremendous efforts of many. Women supporting women has long been the strategy to tackle the gender-based barriers, however the brunt of responsibility should no longer be placed on women to solve a system that is structurally biased against them. By ignoring the importance of men’s role in closing the gap we are ignoring the systemic nature of gender inequality.

For gender equity at work, we need gender equity at home

These days workplaces expect to accommodate women who are parents. However, this norm also impacts on fathers who would like to be equal or primary caregivers. There are too few voices currently “choosing to challenge” the status quo. Until this changes it will be difficult to reach more equitable outcomes for both women and men at work.

No job is off limits

There are millions of women throughout history and present day that are silently working and silently succeeding in male dominated industries – many of which will not be known, have no Wikipedia page, have no social media following, but who are choosing to challenge the norms and expectations which in turn paves the way for future women.

How psychological safety fights back against bullying, harassment & discrimination?

When red flags start to appear in the workplace the challenge of knowing where to start will often create avoidance or no action. So how do you target your focus toward the moments that matter most to strengthen culture & therefore performance? How do you ensure a psychologically safe workplace?

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