News - Globe Group https://www.globegr.com.au/ Mon, 18 Dec 2023 01:33:03 +0000 en-AU hourly 1 https://wordpress.org/?v=6.4.3 https://i0.wp.com/www.globegr.com.au/wp-content/uploads/2019/04/cropped-logo.png?fit=32%2C32&ssl=1 News - Globe Group https://www.globegr.com.au/ 32 32 Christmas Hours 2023/2024 https://www.globegr.com.au/christmas-hours-2023-2024/ https://www.globegr.com.au/christmas-hours-2023-2024/#respond Mon, 18 Dec 2023 01:33:03 +0000 https://www.globegr.com.au/?p=2308 ?? Season’s Greetings to All! ?? As 2023 draws to a close, we want to take a moment to express our heartfelt gratitude for your incredible support throughout this remarkable year. It’s been a journey full of challenges and triumphs, and we couldn’t have done it without you. As we all take some time to […]

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?? Season’s Greetings to All! ??

As 2023 draws to a close, we want to take a moment to express our heartfelt gratitude for your incredible support throughout this remarkable year. It’s been a journey full of challenges and triumphs, and we couldn’t have done it without you.

As we all take some time to relax and enjoy the festive season, here’s a quick update on our operating hours for December:

? December Opening Hours ?

Dec 15: 6 AM – 12 PM
Dec 18, 21: Open from 9 AM to 3 PM
Dec 22: 9 AM – 12 PM

Please note, we’ll be closed from Dec 23, 2023, to Jan 1, 2024, to celebrate the holidays and recharge for the new year.

? We’ll be back, fresh and ready, on Jan 2, 2024, at 9:00 AM!
Wishing you and your loved ones a magical Holiday Season filled with joy, laughter, and all things bright. Let’s make the most of these moments and usher in a fantastic 2024!

Stay safe, stay merry, and we’ll see you soon!

?❤ Your Globe Group Family ❤?

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Globe + Xref – Better Together https://www.globegr.com.au/globe-xref-better-together/ https://www.globegr.com.au/globe-xref-better-together/#respond Wed, 09 Aug 2023 05:23:44 +0000 https://www.globegr.com.au/?p=2161 Globe uses an International Market Leader in reference checking, Xref, to ensure that candidates placed are fully verified & group compliance is maintained at the highest level. Modern technology has significantly impacted how we interact, recruit and tackle hurdles, often head-on. No matter what side of the construction industry we’re working on, it’s essential that […]

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Globe uses an International Market Leader in reference checking, Xref, to ensure that candidates placed are fully verified & group compliance is maintained at the highest level.

Modern technology has significantly impacted how we interact, recruit and tackle hurdles, often head-on. No matter what side of the construction industry we’re working on, it’s essential that we evolve with modern recruitment techniques in mind, and Xref gives us a distinct advantage.

 

This benefits our customers through offerings:

 

Standardization and consistency

Xref provides a standardized reference-checking process, ensuring consistency across all candidates. The platform uses a predefined set of questions, eliminating any bias or inconsistency that may arise from manual reference checks. This standardization helps recruitment agencies make fair and objective decisions based on consistent information and for clients like you to receive verbatim responses that Recruiters haven’t edited to ensure placement. 

 

Comprehensive reporting and analytics

Xref generates detailed reports that present reference check results in a structured and easily understandable format. These reports allow recruiters to assess candidates’ suitability more effectively and make informed hiring decisions. Additionally, Xref’s analytics capabilities provide valuable insights into trends, patterns, and reference feedback, enabling Globe to improve our overall recruitment processes & service. As part of our client onboarding, we can work with you to incorporate dedicated client questionnaires and tailor references to your culture or role competencies. 

 

Fraud Detection: 

Xref identifies more than just the IP address like other providers; they pinpoint users’ devices, geolocation, web browsers, and internet providers to deliver a more accurate detection of fraud, adding increased protection to our customers from bad hires who will inevitably not work out and create further recruitment/training costs. 


 

Ready to test the waters?

If you’ve been considering recruiting for any role within commercial construction, landscape construction & design, civil construction & commercial property management, call us.

1300 934 665 or www.globegr.au


 

Content provided by Xref
For sales enquiries, contact Jonathan Mathers via LinkedIn

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Why Labour Hire Works for Candidates https://www.globegr.com.au/why-labour-hire-works-for-candidates/ https://www.globegr.com.au/why-labour-hire-works-for-candidates/#respond Tue, 02 May 2023 21:28:14 +0000 https://www.globegr.com.au/?p=2098 Why Labour Hire Works for Candidates Labour hire is common in many industries worldwide, such as the construction industry, to bring in workers when and where they’re needed most. It involves hiring workers on a temporary basis to fill a specific need or to cover a temporary shortage of staff. However, it’s also a useful […]

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Why Labour Hire Works for Candidates

Labour hire is common in many industries worldwide, such as the construction industry, to bring in workers when and where they’re needed most. It involves hiring workers on a temporary basis to fill a specific need or to cover a temporary shortage of staff. However, it’s also a useful setup for candidates as it offers a range of advantages that make it a popular option for those looking for work. In this article, we explore the benefits of labour hire for candidates and why it works for them.

Labour Hire and the Construction Industry

The construction industry has been dealt a rough hand following the global pandemic brought on by covid-19. The rising costs of materials used in construction, inflation and a diminishing workforce have all contributed to a difficult landscape for the construction industry to navigate. Candidates in construction have more options than ever before when it comes to finding work and applying for different roles, which means businesses must adjust their tactics if they want to target and retain key talent – which is costly and time-consuming.

Why Labour Hire Works for Candidates

Labour hire could hold the answers for both candidates looking for better prospects and businesses in construction that are struggling to recruit the right talent. So let’s take a look at some of the benefits associated with labour hire for candidates:

Better Rates

One of the most significant benefits of labour hire for candidates is better rates of pay. As they are not permanent employees, labour hire workers are often paid a higher hourly rate than their permanent counterparts. This is because employers are not required to provide benefits such as sick leave, holiday pay, or pensions. Instead, they’ll receive a higher hourly rate to compensate for these benefits.

For many candidates, this higher rate of pay is a significant factor in their decision to work in this way. It allows them to earn a higher income without the commitment of a permanent job. This can be particularly attractive to those who are looking to earn extra income or who are between permanent jobs.

Flexibility of a Casual Contract

Another benefit of labour hire is the flexibility of a casual contract. Casual contracts are often used in labour hire agreements as they provide both the employer and the candidate with a high degree of flexibility. Candidates can choose when they want to work and for how long, which can be particularly beneficial for those with family or other commitments.

The flexibility of a casual contract also means that candidates can choose to work with multiple employers simultaneously. This can be a great way to gain experience in different industries or to build a diverse skill set in construction. It also means that candidates are not reliant on one employer for their income, which can be particularly important in industries that are subject to economic downturns or other disruptions.

Pick and Choose What They’d Like to Do

Labour hire offers candidates the ability to pick and choose what they’d like to do in construction and creates a more bespoke career path for them. Labour hire agencies often work with a variety of clients across multiple industries, which means that candidates have access to a wide range of job opportunities.

This can be particularly attractive to those who are looking for work in a specific area of construction or who have a particular set of skills. It also allows candidates to try out different types of work before committing to a permanent role. This can be particularly important for those who are unsure of their career path or who are looking to transition towards a specialisation.

No Lock-In Contracts

Unlike permanent roles, labour hire agreements do not typically include lock-in contracts. This means that candidates are free to terminate their employment at any time, without penalty. It also means that employers are free to end the employment relationship if the candidate isn’t meeting their expectations.

This lack of commitment can be particularly attractive to candidates who are unsure about their long-term employment prospects or who are looking for more flexibility in their work arrangements. It can also be beneficial to employers, as it allows them to quickly scale up or down their workforce as needed.

Ability to Negotiate Easier

Another advantage of labour hire for candidates is the ability to negotiate more easily. As candidates aren’t classified as permanent employees, they have more flexibility in negotiating their employment terms. This can include negotiating their hourly rate, the number of hours they work, and the type of work they are willing to do.

Labour hire agencies are often willing to negotiate with these workers as they understand that their success depends on building strong relationships with both employers and candidates. This can be particularly beneficial to candidates who are looking to earn a higher income or who have specific skills that are in high demand.

They Know They’re Needed

Finally, candidates who work with labour hire agencies often have the reassurance of knowing that they are needed. Labour hire agencies exist to provide staff to employers who have a specific need or who require temporary staff to cover absences or fluctuations in demand. This means that candidates who work with labour hire agencies are often in high demand, which can provide them with a sense of job security.

Knowing that they are needed can also provide candidates with a sense of satisfaction and fulfilment. It can be rewarding to know that their skills and expertise are in demand and that they are helping employers to meet their staffing needs. This can be particularly important for those who are looking for work in industries that they are passionate about or who want to make a difference in their work.

Labour hire can be an attractive option for candidates who are looking for work for many different reasons. From better rates to more flexible contracts, labour hire provides a different way of working that permanent roles can’t offer. For employers, labour hire can provide a flexible workforce that can be scaled up or down as needed, which can be particularly important in industries that are subject to economic uncertainty or fluctuations in demand. Ultimately, the success of labour hire depends on building strong relationships between employers, candidates, and labour hire agencies, and on understanding the unique needs of each party.

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Employment law: What’s changing in 2023 https://www.globegr.com.au/employment-law-whats-changing-in-2023/ https://www.globegr.com.au/employment-law-whats-changing-in-2023/#respond Tue, 04 Apr 2023 04:41:39 +0000 https://www.globegr.com.au/?p=2088 Employment law: What’s changing in 2023 Introduction 2023 has seen some significant changes in employment law for Australians in a bid to create a more fair and safe working environment. These changes to the law look to make as much of an impact as the Fair Work Act of 2009, so it’s essential that you […]

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Employment law: What’s changing in 2023

Introduction

2023 has seen some significant changes in employment law for Australians in a bid to create a more fair and safe working environment. These changes to the law look to make as much of an impact as the Fair Work Act of 2009, so it’s essential that you understand what these changes may mean for you. In this article, we will look at what’s changing in 2023 for employment law in Australia.

Changes to fixed-term contracts

One area of employment law that’s getting a refresh is the legislation surrounding fixed-term contracts. The new laws will restrict the usage of any fixed term or maximum term contracts for identical roles for periods exceeding two years or more unless an exception applies. This restriction will apply to various fixed-term contracts too.

All of the changes outlined will be enacted from 6th December 2024, although in some circumstances, existing contracts that have been extended will also be affected by the changes. As part of the changes to this legislation, employers will have to provide fixed-term contract information statements to all employees. The details of this statement remain unclear as they’ve yet to be announced by the Fair Work Ombudsman.

To make sure you adhere to the updated legislation, it’s important that you review any existing fixed-term contracts to make sure they align with the law. Businesses should also look into updating template contracts to omit things like extension clauses. Finally, be mindful of these new restrictions when onboarding new employees or setting up temporary workplace arrangements.

Pay secrecy changes

Another significant change to employment law looks to loosen any restrictions around divulging pay or working conditions. Any employment contracts that take effect from 7th December 2022 onwards and include clauses related to keeping pay rates or working conditions secret will no longer be enforceable.

This update ensures transparency around pay rates and working conditions, essentially protecting employees from any legal action taken against them for a potential contract breach. In essence, as of 7th June 2023, all contracts that include pay secrecy addendums, new or existing, will become unlawful. If an employer is found to still have these conditions in contracts, they’re susceptible to a civil penalty.

To stay compliant with these updates, make sure that you make sufficient changes to your template contracts to omit any clauses around pay secrecy. It is also worthwhile to consider how this impacts the workplace culture if any pay-based information is publicly available.

Changes to flexible working

As of 7th June 2023, employees will enjoy enhanced rights to work flexibly. All employers will be expected to adopt more stringent workplace processes when employees request flexible working entitlements. This will include the employer providing a written response to the request within 21 days. The changes also give employees greater powers to dispute issues with flexible working to the Fair Work Commission. In instances where the Fair Work Commission gets involved, this body will have the authority to resolve disputes by arbitration and conciliation. These enhanced powers will allow the Fair Work Commission to help with decision-making for flexible work arrangements while considering the impact on the business.

To stay compliant with these changes, it’s important that you update your workplace policies around flexible work conditions. It is also helpful to inform senior management of these changes to ensure they adhere to the new processes for flexible working requests.

Changes to sexual harassment issues

Updates to the Sex Discrimination Act of 1984 that took effect from 12th December 2022 mean that employers now have a positive duty to enact reasonable measures to help eliminate sexual harassment in the workplace. The main body enforcing this law will be the Australian Human Rights Commission, but any action from them won’t begin until December of 2023. This is quite a wide-reaching piece of legislation that also covers victimisation and sex discrimination, so it’s crucial that you understand these updates.

As of March 2023, the Fair Work Act will also be updated to try and eliminate sexual harassment in the workplace by placing the liability on employers if a worker deals with sexual harassment at work. This means that employers must take reasonable measures to prevent any form of sexual harassment at work. Any employee victim of sexual harassment can claim through the Fair Work Commission to seek compensation and push for penalties.

For employers, you’ll be expected to update your health and safety framework to incorporate assessments for sexual harassment risks and bring in control measures to mitigate them. So make sure that you review risk assessments so they include this and update policies and training to eliminate discrimination and sexual harassment in the workplace. It’s also essential to conduct investigations following any allegations of troubling behaviours or sexual harassment at work. These changes will impact social functions and Christmas parties, being common sources of sexual harassment claims.

Changes to enterprise bargaining

As of 7th June 2023, the Fair Work Commission will use a global assessment instead of a line-by-line assessment of entitlements when applying the better off overall test (BOOT). If the Fair Work Commission feels that the agreement doesn’t pass the test, it can make changes to address any issues. These changes will also give the Fair Work Commission more powers to overlook technical errors, provided employees won’t be disadvantaged by the errors. They will also factor in solely existing and foreseeable work patterns in this test instead of all possibilities, which should speed up the approvals process for employers.

If you have any Zombie agreements in place, it’s a good idea to seek advice to see what changes need to be made. For employers, these changes mean that you should look into your industrial relations strategy to make sure it works with these changes. Using the updated BOOT assessment to include foreseeable working patterns will also be necessary.

Conclusion

With these changes on the way, it’s crucial that you make sure your business and employees understand how the updates might impact things. Take the time to assess your existing practices and processes to ensure they incorporate these updates. That way, your business will enjoy all the benefits these new employment law changes can provide.

Want to discuss how these changes impact you directly? Call our friendly team and we can direct you to the information, or click here for a link to the Workforce Advisory Service article database


Ready to start hiring? Contact us!

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Construction Industry White Cards: Digital Won’t Do https://www.globegr.com.au/construction-industry-white-cards-digital-wont-do/ https://www.globegr.com.au/construction-industry-white-cards-digital-wont-do/#respond Mon, 30 Jan 2023 00:39:30 +0000 https://www.globegr.com.au/?p=2078 Though the world is rapidly embracing digital solutions for virtually any problem, there are plenty of situations and environments where an analogue approach might be better. The construction industry is one such setting, especially in Queensland, where physical white cards are essential to access and work on a site. There are several key reasons for […]

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Though the world is rapidly embracing digital solutions for virtually any problem, there are plenty of situations and environments where an analogue approach might be better. The construction industry is one such setting, especially in Queensland, where physical white cards are essential to access and work on a site. There are several key reasons for this, and it’s necessary to know where and when to get these white cards so you can work unimpeded. With this in mind, here is a comprehensive guide on using white cards in the construction industry and why digital won’t cut it (yet).

What is a white card?

A white card, or a general construction induction training card, shows that you understand the main principles of workplace health and safety, the hazards of a building site and how to control any risks that emerge. This is also proof that you completed an induction with a Registered Training Organisation (RTO) – of which there are plenty in Queensland and beyond. While the card you receive is specific to the state you complete the training in, Queensland induction cards are still valid in other states and vice versa. This permits you to work on construction sites across the entire country.

Why do you need a physical card?

Though some states allow you to display your white card on a digital device, Queensland only permits physical cards. This has clear advantages in any setting, but especially in construction. Your device can break or otherwise lose power at an inopportune moment, making it difficult (if not impossible) to prove your credentials without a physical card. A physical card can also save time, being easy to pull out of your pocket or even clip onto your uniform. This is much quicker than unlocking a device and waiting for it to load your card.

Other concerns you might consider include the possibility of someone duplicating a white card by taking a high-quality image or screenshot. This might not seem too likely, but it’s still a potential security threat – and a physical induction card is much more challenging to duplicate completely. Suppose somebody without a valid white card can access a work site. In that case, they might put themselves and others at risk due to not knowing the correct safety procedures. Digital cards are available in New South Wales and the Northern Territory but not Queensland.

Construction sites can have poor mobile reception or no internet access, which could impact your ability to present your white card to the relevant personnel. Physical cards are a quick and easy way to demonstrate that you’re allowed on the site. Others can trust you to follow the correct safety protocols. If those around you have confidence in your abilities and know you’ve passed the requisite training courses, you’ll be able to work a lot better as a team. This collaboration is another key reason for ensuring you always have your induction card ready.

How to obtain a white card

If you want to get your induction card, look into local RTOs to find an organisation near you and book a course with them. Make sure you check the price and reviews beforehand, as this guarantees you get value for money and that you receive specialised, high-quality industry training that adequately prepares you for a construction job. After completing the training, you’ll receive a Statement of Attainment and a white card – though this can also come in the post, which takes a few days. The course takes about 5 hours and lets you pay online; the fees are also tax-deductible.

You’ll also need to bring three documents to the workshop that prove your identity, including:

  • a birth certificate
  • passport
  • student card
  • driver’s licence
  • debit card
  • or other types of ID

On top of this, you’ll need to create a Unique Student Identifier (USI) if you don’t already have one; you can do this online for free. Other requirements include a basic level of English alongside literacy and numeracy skills, showing you understand verbal and written instructions. This course must be face-to-face in Queensland, though if you live more than 100km from an RTO, you can apply for an online equivalent.

Who needs a white card?

While the white card’s primary purpose is to show that you have completed a training course and can work on a site, rookies and other new hires aren’t the only construction staff that must carry this card. Even a supervisor, surveyor or manager at the site requires a white card to show their understanding of the risks they contend with daily. Even if you aren’t a construction worker, you might need to enter a construction zone regularly for your job, which still requires a white card. Anybody who accesses this zone without an escort also requires a white card.

If you haven’t worked on a construction site for two years or more, you must take another training course to ensure your skills are still sharp. There may also be changes in how the industry handles risks that you might not be aware of. In this case, an updated training course can ensure you know the best procedures to follow. If you lose your white card, you should work to replace it immediately, though this does incur a small fee. If you need to change your contact details, such as your name, you may update your white card to match.

Invest in your future today

A white card is paramount if you intend to work or regularly attend an operational construction site – and your only option in Queensland is a physical card. This protects your data and is often more convenient than a digital equivalent. What’s more, there seems to be no sign of this system changing anytime soon.


For more information on Globe Group and how we can help both employers and job seekers, get in touch today.

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Do you have a compassionate workplace? https://www.globegr.com.au/do-you-have-a-compassionate-workplace/ https://www.globegr.com.au/do-you-have-a-compassionate-workplace/#respond Wed, 02 Nov 2022 05:27:27 +0000 https://www.globegr.com.au/?p=2037 Do you have a compassionate workplace?  Answer these 10 Questions to find out. After our immediate family and inner circle of friends, our work colleagues significantly impact our lives. This stands to reason when you consider that most of us spend a minimum of 40 hours a week (or one-third of our overall time) with […]

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Do you have a compassionate workplace? 

Answer these 10 Questions to find out.

After our immediate family and inner circle of friends, our work colleagues significantly impact our lives. This stands to reason when you consider that most of us spend a minimum of 40 hours a week (or one-third of our overall time) with them daily. 

Our workplace is a community of its own. Most of us are conscious of the community we surround ourselves with after hours or on weekends, but what about the work community? 

What kind of community are you working in? And as a manager, what kind of community are you creating?

Are you working in a compassionate workplace?

 

Before we tackle this question, let’s first look at what constitutes a compassionate workplace’.

Your work environment could be considered compassionate if: 

• It provides a safe place for staff to be healthy, happy and heard

• It fosters a space where staff are encouraged to reach their full potential while knowing they are supported by the community along the way

• It is a space where individuals can connect, share, help and support each other

• It is where staff can come together to celebrate their wins and feel supported when experiencing losses or during hard times – regardless of their nature

How do you know if you are working in or cultivating a compassionate workplace? 

 

The following 10 questions will help get you started.

1) Does your workplace celebrate the highs of life together? e.g. birthdays, marriages, new babies, new homes, promotions

2) How does it manage the lows? e.g. divorce, mental health challenges, grief and loss

3) How does your workplace support staff in difficult situations, or is this outsourced?

4) If you had a staff member needing time off to look after a terminally ill spouse or child, do you know: 

  • What the process is? 
  • Where to look for leave and entitlement information? 
  • How to find appropriate resources to help support them? 

5) How many of your staff or employees do you know on a personal level? 

6) Have you ever attended a funeral, life celebration, or social gathering of a work colleague/staff member?

7) How often does your management team connect outside work, e.g., team building activities

8) What further training could you or your team complete to become more compassionate? 

  • Inclusion and Diversity? 
  • Grief Awareness and Support?

9) Does your team celebrate wins together?

10) Do you have a reward/recognition/appreciation process and system that is used consistently?

 

How do you create a compassionate workplace?

Get to know your staff and be genuinely interested in them and how they are feeling. This will help you quickly notice changes in behaviour, attitude, mood, and attendance patterns. It is a simple way to identify a problem or mental health challenges early on and could go as far as saving a life. 

Create a culture where employees are encouraged and feel comfortable sharing their issues or concerns with a supervisor or work colleague. They will have a better chance of overcoming challenges when they work together. Learning and teaching how to provide positive, not critical, or judgmental feedback can provide an excellent foundation for finding solutions. 

Hire and train managers to be compassionate leaders who can set the standard for everyone else. These individuals are focused not only on the needs of clients and service providers but on the staff and employees they work alongside daily. Compassionate leaders can inspire through kindness, flexibility, and empowerment.

When a workplace is so focused on achieving outcomes that they no longer care about, they often no longer care about how they are achieved or at what cost; they also cease to recognise the impact this has on the employees. Often a sign is a commencement and continual problem of staff turnover.

Managers and supervisors aware of individuals’ capabilities and being across their workload can prevent burnout and call for reinforcements and assistance when required. They can also provide opportunities for further career development through higher duties and responsibilities and enhance skill levels by offering next-level training.

At the end of the day, most employers would prefer a workplace filled with people who want to be there. 

Treating others with compassion creates an environment of hard-working employees who want to work with you and are, therefore, more loyal, dedicated and engaged. 

The result is a workplace with reduced stress levels, higher job satisfaction, strong engagement, and increased productivity.

The old saying goes, “people don’t care how much you know until they know how much you care.”

 


To find out how Globe can help you connect with the best-skilled labour hire or to take the next step in partnering with us, email the team or call on (07) 3625 9999. 

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