Effective workforce management is central to business success. The Victorian Chamber of Commerce and Industry's workplace relations consultants provide comprehensive human resources strategies and services.
Employees are the greatest asset of any business and central to your success. The Victorian Chamber provides consulting services and courses to enable you and your employees to maximize your business' potential. These include:
Our skilled consultants can assist you to draft, develop and implement workplace HR policies and procedures. These policies and procedures can help shape and guide the organizational culture of your business to ensure you maximize its potential.
Most disciplinary issues involve an employee either breaching a company standard or policy, or not performing in their role to the expected and required standard. However, underperformance issues are rarely simple.
Our Workplace Relations consultants will assist you to clarify the issues and determine the most appropriate course of action. Our consultants will tell you what you need to know, and advise on a course of action which will be defendable and ensure results.
Mediation and dispute resolution
Workplace disputes can arise from a relatively small issue. These can escalate, however, if not dealt with in a timely and effective manner.
The Victorian Chamber provides practical, tailored and expert advice on grievance resolution and dispute management. In addition, our consultants can facilitate representation and our qualified mediators are trained in conflict resolution and dispute management.
A member contacted the Victorian Chamber seeking advice and support on dealing with an employee's continual sick leave. The employee would often only present as little as two days per week, and although they had doctor's certificates, the employer was unsure of the course of action to take. The Victorian Chamber consultant advised the employer to send a letter to the employee's doctor listing the employee's duties and expected hours of attendance, and asking whether the employee would be able to perform other duties or work less hours while still exercising an employer's duty of care.
The employee was advised that this was necessary to consider their ability to perform inherent requirements of the role, and whether reasonable adjustments could be considered. The employee agreed to contact with the doctor, who provided written support as to the ability of the employee to perform the role. Absenteeism improved dramatically shortly afterwards.