Every small to medium business faces the challenge of effectively managing its employees. In a world of ever-changing legislation and complicated human resources policies, this can lead to quite a headache and mountains of paperwork.

Emma Watt makes all the pain go away.

Emma is an experienced independent industrial and employee relations consultant who specialises in helping small to medium business owners and managers work out suitable human resources strategies. She knows how the system works from end-to-end, has all the latest legislation at her fingertips, and understands the jargon.

Workplace Untangler

In the event things get messy, Emma can help sort them out with a minimum of fuss. She empowers business owners so they can:
  • Make decisions based on all the facts
  • Protect themselves from potentially expensive action
  • Nip in the bud any industrial relations problems before they spiral out of control
  • Effectively manage human resources
Emma also supplies a wide range of support services for small to medium business employers—including drafting of documentation, IR compliance audits, occupational health & safety audits, negotiations and liaison with unions and appearances before the Fair Work Commission.  Some of Emma's clients include the following employer associations, whose members enjoy the benefit of Emma's industrial relations advice and support:

Emma also writes a regular column for Timber Trader News, a magazine for the timber industry. Emma's clients include businesses in the following industries:
  • civil and general construction
  • health care
  • hospitality
  • exhibition design
  • retail and wholesale
  • manufacturing
  • labour hire

Contact Emma for a no-obligation discussion of your needs.
 

What should an employee be paid when they go on annual leave?

Emma Watt - Monday, May 04, 2015

Under the National Employment Standards (NES), an employee taking annual leave is to be paid their ‘base rate of pay’.  That is defined elsewhere in the Fair Work Act as the amount the employee would have been paid for their ordinary hours of work excluding: ...read more


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