Deals without documentation: What can go wrong?

Lack of formal HR documentation exposes organisations to risks such as

⚠️ misunderstandings

⚠️ psychosocial hazards

⚠️ disputes, claims and penalties

Robust human resources (HR) documentation is crucial to support effective business operations and to mitigate of a range of people and workplace risks. Such documentation and protocols include employment contracts, position descriptions, policies, procedures, checklists, recordkeeping and more.

For example:

Employment Agreements: Like any contract, employment agreements are protect the organisation when things are not working out and there issues. A valid, well-drafted written agreement creates certainty for both parties, formalises the terms of the relationship and reduces the risk of costly disputes by detailing each parties obligations.

Position Descriptions (PDs): Accurate, up-to-date PDs support the performance appraisal process and provide clarity on the expectations for both parties. Lack of role clarity is recognised as a psychosocial hazard that can cause psychological harm to employees and managers. Accurate PDs are also an essential when classifying employees under an award and therefore mitigating the risk of underpaying staff. The penalties for underpaying staff have never been higher.

Workplace Policies & Procedures: Workplace policies and procedures set consistent guidelines and expectations for workplace behaviour, performance standards, managing issues, and compliance with laws and regulations. Lack of formalised policies and procedures exposes employers and their workers to a myriad of risks associated with inefficiency, inappropriate conduct, safety hazards, security breaches and unlawful work practices.

It's important to prepare robust, compliant, written HR protocols that are tailored to your own circumstances. It’s also important to review your HR protocols regularly to ensure compliance with workplace laws and regulations.

For assistance or more information, please contact us today.