Mostly about the parts of running an Australian team that are harder than they look: award interpretation, monitoring done decently, and why the tools disagree with each other.
What an award actually governs, the four places underpayment usually creeps in, and why generic HR tools get close but miss the edge cases.
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MonitoringThe difference between measuring output and surveilling people, and why the employee should see the same dashboard their manager does.
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ToolingBolting a monitoring tool onto a chat app produces two systems that disagree about the same hours. When consolidating helps, and when it does not.
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When there is something worth saying rather than to a schedule. Compliance changes and award updates take priority over everything else.
Yes, with attribution and a link back to the original. Email us if you want the piece adapted for your own audience.
The writing does. The interpreter in the product currently ships Retail (MA000004) and Hospitality (MA000009).
No. It is a plain-English explanation of how the rules work. For a decision about a specific person’s pay, check with the Fair Work Ombudsman or your own adviser.
Yes, and the ones that come from a real problem someone hit are usually the best. Email us.