|
|
|
|
|
|
|
|
CMSolutions: Your trusted partner, providing the safety net in the tough times and peace of mind at all times.
|
|
|
|
|
December Newsletter 2022
Merry Christmas Everyone, wishing you and your families all the best for the holiday period.
|
This is our last newsletter for the year and what an interesting and challenging year it has been for us all but it has been a privilege and a pleasure to assist our members in sometimes challenging times throughout the year.
|
We have received some wonderful feedback and testimonials from our members when protecting them from complex situations and claims and this is greatly appreciated.
|
I am extremely proud how our all our people have remained vigilant, confident and supportive of all our members dealing with complex inquiries and providing guidance, support and direction when our members face very challenging situations in the HR/IR/Safety, Finance and Governance Space.
|
Thank you to all of you who attended at my latest Webinar on Employee Wellness, it was well received and is available to our members for viewing, it is lovely to see that our members are embracing the concept of people wellness by considering introducing programs to be pro-active in employee and volunteer retention and in the ability to attract the best talent by providing positive policies including wellness which is part of the puzzle in becoming an employee of choice.
|
The interest and participation from our Board, Staff and Members who participated in our 10,000 step challenge has been immense with some individuals and teams achieving remarkable results and we will have our winners announced shortly.
|
In this newsletter we have Part 2 on our article series on Learning and Development, a summary of Craig’s breaking news about changes in the IR space, an article on a wonderful award earned by one of our Business Partners NGS Super, an advertisement for my upcoming Performance Appraisal webinar, new articles on finance and safety, staff profiles and movie reviews and plenty of fun activities for our members and their children.
|
One of the things that I and the organisation have concentrated on this year is the mental health of our employees by providing strategies to cope and by encouraging tolerance in the workplace to help our people deal with what has been a difficult and challenging 2022.
|
What do your members have to look forward to from Community Management Solutions in 2023.
|
- Best value for money membership in this industry
- Increase in our library of documents, policies, procedures, templates and guides to help you with all your inquiries
- More learning and development opportunities for our members both in person and online
- Regular free for members webinars on topics that you have requested.
- Regular Industrial Relations webinars on changes in the IR landscape as they occur so you are prepared in advance to meet any challenges
- An increase social media presence providing help and support
- Exciting changes to our website to give our members more guidance information
- More content on what you have requested in our bi-monthly newsletter
- Continued unlimited free phone and email support for our members
- Continued development of our online training capability
- A philosophy of continuous improvement listening to our members and making changes accordingly
- Webinars for next year include the how to conduct and the value of performance appraisals, the importance of learning and development, how to conduct strategic planning, the relevance of workforce planning, coaching and mentoring, updated sexual harassment and workplace bullying advice , discrimination, health and safety and many others.
We will have a short closure over the Christmas break, but a number of our staff will still be available to provide advice and guidance on any urgent matters.
|
Christmas and the holiday times is a time to reflect, appreciate the little things in life, celebrate our wins and take care of ourselves and our families.
|
From Community Management Solutions we sincerely wish you and yours a Merry Christmas and a Happy New Year.
|
|
|
|
|
|
|
|
|
Christmas Public Holidays
The following are the declared public holidays for QLD over the Christmas and New Year period 2022
|
- Saturday 24 December - Christmas Eve (from 6pm to 12 midnight)
- Sunday 25 December - Christmas Day.
- Monday 26 December - Boxing Day.
- Tuesday 27 December - Additional public holiday for Christmas Day.
- Sunday 1 January - New Year's Day.
- Monday 2 January - Additional public holiday for New Year's Day.
Please note that the office will be closed over the Christmas Break from 4.30pm on Friday the 23rd of December 2022 and we reopen at 8.30am on Tuesday the 3rd of January 2023.
|
|
However there will be staff available for any emergency calls.
|
|
|
|
|
|
CHRISTMAS LAUGHS
|
What does Santa suffer from if he gets stuck in a chimney?
|
|
What do you call Santa when he stops moving?
|
|
Why does Santa go down the chimney?
|
|
|
|
|
How do you help someone who has lost their Christmas spirit?
|
|
What did the English teacher call Santa's helpers?
|
|
Which of Santa’s friends is the most chill?
|
|
How can Santa deliver presents during a thunderstorm?
|
His sleigh is flown by raindeer.
|
|
What's Santa Claus's favorite type of potato chip?
|
|
|
How do the elves clean Santa's sleigh on the day after Christmas?
|
|
How do you know when Santa’s around?
|
You can always sense his presents.
|
|
What was Santa's favorite subject in school?
|
|
How much did Santa pay for his sleigh?
|
Nothing, it was on the house!
|
|
Why did Santa Claus get a parking ticket on Christmas Eve?
|
|
He left his sleigh in a snow parking zone.
|
|
|
|
|
|
CMSolutions Staff Member Profile -
Dafydd Jones
Dafydd joined CM Solutions as a Bookkeeper/Payroll Officer on 8 August 2022
|
|
He has over 20 years experience within a family run small business. Managing hair salons and looking after the financial side of these businesses has given him valuable experience for his role here at CM Solutions. The finance team have a happy, healthy, and thriving workplace culture and he has fitted in nicely.
|
|
|
|
The knowledge and experience across all spectrums of employment within P & C’s and Kindy’s takes some time to get used to. Dafydd has learnt a lot in his short time here and is happy to learn more.
|
|
When Dafydd is not at work, he loves spending quality time with his wife and 2 children. They live on acreage near Dayboro, “it’s very relaxing” they love horse riding, football, camping and travelling. His motto is: “treat others as you want to be treated”
|
|
|
|
|
|
|
|
|
Advertisement - Industry Partner
|
|
|
|
|
NGS Super named the Best Value Balanced Super Product at Money magazine’s 2023 Best of the Best Awards.
|
As the leading super fund for independent and catholic schools, finding ways to deliver value to members is at the heart of everything we do. The Money magazine award, which was independently judged by Rainmaker Research, acknowledges that we offer member high-quality products, which deliver strong returns at a low cost.
|
|
Delivering value to members
|
Compared to others in the market — including new entrants — NGS offers good value low-cost options, including index investment options for only $150 a year. At NGS we keep our investment fees low by actively managing investments in our portfolio and balancing risk and volatility. While our emphasis on business efficiency allows us to keep our admin fees down.
|
The 2023 Money magazine award is further recognition of the quality and value of NGS products. This award and our strategy to have a carbon-neutral portfolio by 2030 show that we are dedicated to a sustainable future for our members by delivering simple, high-quality low-cost products, with competitive returns that have a positive impact on the world.
|
|
NGS Super helpline can be contacted on 1300 133 177 Monday to Friday, 8am–8pm (AEST/AEDT).
|
|
|
|
|
|
|
FAIR WORK ACT 2009 – “SECURE JOBS, BETTER PAY”
|
The Federal Government has passed the much discussed changes to the Fair Work Act 2009 in Parliament and received royal ascent on the 6th of December.
|
Many of the changes will not impact on the Community Services sector at all, however some of them will be bringing significant changes to our industry in a very short period of time. It is these changes we will be covering in this article.
|
|
Equal Remuneration – Work of Equal or Comparable Value
|
The Act now enables the Sex Discrimination Commissioner or Fair Work Commission to make applications of its own volition to amend Awards to increase rates of pay where there is a predominance of female employment and a perception of a lower standard of pay for comparable work. We therefore expect applications to amend the following Awards to be made quite quickly:
|
- Children’s Services Award 2020
- Social, Community, Home Care and Disability Services Industry Award 2020
- Aged Care Award 2010
There is also a new prohibition on “Pay Secrecy” provisions in employment contracts. From this point on it is unlawful to offer a contract to an employee which contains a provision forbidding them to discuss their wages or conditions with other employees. It is proposed that this change will mean there is more transparency around conditions for our sector and this will have an upward pressure on wages.
|
Another significant change is the introduction of “Expert Panels” within the Fair Work Commission. These Expert Panels must be constituted with a majority of members who have knowledge of, or experience in, gender pay equity or anti-discrimination (Expert Panel for pay equity), or the Care and Community Sector (Expert Panel for the Care and Community Sector). These panels will then hear all matters related to Award amendments or Agreements within our sector.
|
|
Sexual Harassment in the Workplace
|
With the continuing scourge of Sexual Harassment meaning female workers are still at risk in most workplaces, the new provisions of the Fair Work Act introduce a prohibition on such conduct in the workplace. This new avenue of redress means that the Fair Work Commission can attempt to conciliate a complaint at first instance and, if unsuccessful, the Complainant can proceed to the Federal Court. It should be noted however that a Complainant cannot go to two different jurisdictions with the one complaint, they have to choose one and then stick with it.
|
|
The Fair Work Ombudsman is now empowered to investigate allegations of sexual harassment and prosecute Employers for breaching the legislation where necessary.
|
Given the high penalties the Fair Work Ombudsman has been able to achieve for underpayment of wages and other breaches, we expect the penalties here to be just as high.
|
|
Enterprise Bargaining and Multi-Employer Agreements
|
This whole area has changed and it will now be easier for unions to bargain with a large number of employers in our sector for a single agreement. We expect to see negotiations commencing within the next few months in Child Care, Disability Services, Aged Care, and Community Services.
|
Another significant change is the way the Fair Work Commission will now perform the “Better Off Overall Test” which will make it easier to get Agreements which deviate from the Award in only a few areas, approved.
|
From now on it is unlawful to offer an employee “fixed term contracts” which extend beyond two years, whether it is one contract of 2 years, or a number of contracts which extend for a period of 2 years in total. So the common practice of offering Teachers a contract for a year and then renew that contract at the end of the year for the following year will no longer be permitted.
|
Furthermore, it is unlawful to terminate the employment of a person at the end of a fixed term contract and employ someone else if the first employee was available to perform the work. Essentially, the Act promotes the primacy of ongoing employment over “specified term” or “fixed term” contracts.
|
|
Whilst the changes are significant and wide reaching, we don’t expect there to be major disruption to services or organisations as a result. Your ER Team is available to give your committee advice at any time, so please don’t hesitate to call our office if you require assistance.
|
|
|
|
|
|
|
|
Your Opinion Matters
Take our Annual 3 minute survey
and be in with a chance to win a
$200 Coles voucher!
|
|
|
|
|
Deductions from an Employee’s Pay
|
|
|
Some deductions are authorised by legislation, and some are by written agreement between employer and employee.
|
Legislated deductions include, tax and garnishee orders. An employee may request private deductions which may include insurance premiums, union dues and salary sacrifice payments e.g. Novated Vehicle Lease.
|
An employer can only deduct money if:
|
- the employee agrees in writing and it’s mainly for their benefit;
- It is allowed by law, court order or from the Fair Work Commission / Qld Industrial Relations Commission.
- It may also be allowed under the employee’s award or registered agreement.
This may include salary sacrifice arrangements for additional payments into an employee’s super fund.
|
Most importantly an employee must agree to private deductions in writing. The employee needs to put the request in writing and the employer should confirm in writing.
|
The employer cannot deduct money from an employee wage, if it benefits the employer directly or indirectly and is unreasonable. An employer cannot deduct money from an employee who is under 18 years of age unless their parent or guardian has agreed to it in writing.
|
For more information please contact the team at CMSolutions on 07 3852 5177.
|
|
Check what Financial Services CMSolutions can offer you HERE
|
|
|
|
|
|
|
|
Welcome to Part 2 on Learning and Development.
|
Learning and Development is traditionally thought of as people perhaps gathering in a room and participating in a group training session designed to deliver traditional learnings to elicit a desired response.
|
There is nothing wrong with the traditional classroom approach and there is still a place for people participating in group sessions even in this day of technological advancement and online learning.
|
In fact, based on the adult learning principles if this is facilitated properly it can be a very valuable tool to provide learning and development to our people and should not be underestimated.
|
There are a number of core adult learning principles that we need to take into account including but not limited to:
|
- The Self Concept of the Learner
- Readiness to Learn
- Motivation to Learn
- Orientation to Learning
- Learners need to know
- Prior experience of the Learner
- Self-Direction
- Mentorship
- Mental Orientation
Adult learners want respect and appreciation for their experience and life skills, they want to be seen as being self-directed, motivated and capable learners.
|
|
They should be offered choice and encouraged to set their own learning goals.
|
Learning and Development is also present in all of the following activities:
|
Onboarding- this can be described as the process of actually inducting your new employee into your business, the effectiveness of this will depend on the time and resources that you put into the process and how the process is documented and how thorough your policies are to ensure that the new employee not only feels welcome but has a clear understanding of what is required. This can be an exhaustive process, and this will be a key topic in our forthcoming webinar.
|
How to identify training needs:
|
- the conduction of a training needs analysis to enable both individuals and teams to achieve goals is imperative as part of your strategic learning and development strategy.
|
This can be achieved through formal or informal surveys, an analysis of current trends and issues, the direction that an organisation is progressing, the facilitation of change being brought into a role or into an organisation, a system of monitoring employee performance, performance management action, employee development plans, change in the service delivery model, reaction to complaints or recommendations and numerous others.
|
Mandatory training is very important for your people and knowing what to and what not to include is very important as is the method of delivery bearing in mind the adult learning principles. Subjects that may be mandatory depending on your needs can include be are certainly not limited to:
|
- Health and Safety
- Evacuation Procedures
- Code of Conduct
- Training in specific policies and procedures
- Diversity equity and inclusion
- Sexual Harassment
- Workplace Bullying
- Discrimination
- Conflict Resolution
- Grievance Procedure
- Customer Service
- Security
- First Aid.
What is important regarding mandatory training is how it is undertaken and evaluated to ensure employee retention of information.
|
On the job training is also important perhaps with a nominated experienced employee or an employee who is departing the organisation or a buddy system to ensure that a person is aware of what is required for them to be efficient and competent in the inherent requirements of their role.
|
Once again some do not have a formal process for this to occur or an haphazard approach without consistency but it is very important that a new employee is not only personally welcome into an organisation but whose concerns are alleviated by giving them the best possible chance to be successful in their new role. A confident employee is a content and productive employee.
|
Finally what we need to also do of course is build a learning and development culture, this can include leading by example, using the right techniques and platform, genuinely having learning and development built in both your strategic and operation planning, proper and responsible budgeting for training costs, developing personalized and team learning goals, encouragement and support, promote a culture of collaborative learning and of course, evaluate and measure for success.
|
In Part 3, I will go into much more detail about what your learning and development plan can look like and what we can do to support and guide you in the process.
|
This will then cumulate with a Learning and Development Webinar which will take place on a date to be determined in March 2023.
|
|
|
|
|
|
Kevin Prendergast
Chief Executive Officer
|
|
|
|
|
|
|
|
|
|
WEBINARS
|
You can find all past webinars we have hosted on our Website, in the Member Resources including Recruitment, Workplace Health and Safety, Investigations and Wellness.
|
|
|
|
|
|
|
|
Beh Sc., Grad Dip OH&S, MHumServ.
|
|
I have recently had the pleasure of doing Workplace Health and Safety audits at some kindergartens, childcare centres, outside school hours care centres, and P&C Tuckshops.
|
|
|
|
All the centres that I have visited so far are well organised with very efficient and qualified directors and staff.
|
|
However, there are always some Workplace Health and Safety issues that require attention.
|
Hazards in childcare cannot be taken lightly. Keeping children and workers safe is a key responsibility of all childcare centre.
|
Child-care safety is a multi-faceted task involving education, supervision, and importantly, the childcare environment. Hazard identification and elimination becomes a key part of the strategy.
|
|
I have observed that safety in child-care centres is regularly practiced by following daily checklists, and it appears that most, if not all centres are very diligent with daily safety.
|
However just as child-care and early childhood training are specialised areas of study, so too is the field of occupational health and safety.
|
The daily checklist is a good process, however a professional Workplace Health & Safety Audit every 1 to 2 years will identify issues that might go unnoticed or might not be identified simply because of a lack of training and knowledge in that specialized field.
|
Recently in the audits that I have undertaken I have found several consistent issues which pose a real potential risk to the health and safety of staff, visitors and children.
|
Community Management Solutions can assist you by providing straightforward information and advice on how you can ensure your organization complies with all relevant legislation with our comprehensive Work Health and Safety Audits
|
A professionally conducted Workplace Health &Safety Audit will greatly assist in the fulfilment of your requirements and leave you with the peace of mind that you are complying with the Work Health and Safety Act 2011
|
|
We here at CMS have a large amount of experience working with members on safety issues and we understand your staff, volunteers and clients and the challengers that you face.
|
We have a 10% discount on OHS audits from January to March 2023 inclusive if you wish to take advantage of the reduced cost.
|
We look forward to speaking to you soon, or feel free to contact us by calling 07 3852 5177
|
https://kidskinder.com.au/hazards-in-a-childcare-centre/
|
|
|
|
|
|
TIPS TO GET READY FOR YOUR AUDIT!
|
Find out here what our Financial Team recommends to help ensure your audit goes quickly and smoothly.
|
|
|
|
|
|
|
|
|
Are you keeping a watch on your Association Accounts??
|
In recent years, the news broke that a person within a charity was arrested for fraud after the person allegedly racked up hundreds of thousands of dollars in unauthorized expenses at the charity.
|
Although now the charges have been dropped, there was years of investigations, the question is, how does this happen! Well easy, if you do not have a good management of the association finances this will easily happen.
|
|
So, what do you need to know! Check out this Article to find out.
|
|
|
|
|
|
Why Timesheets should be completed
|
|
|
|
Community Management Solutions is regularly asked about the requirements for employees to complete timesheets and why they should be completed. Find out more information HERE
|
|
|
|
|
|
|
|
We are constantly listening to our members and then providing advice and guidance on whatever topic is most requested as part of our five-star customer service and service delivery model that we provide to our members.
|
My colleagues and I have received a lot of requests for information on the purpose of performance appraisals, how to conduct them, how to obtain a best value proposition from both employee and employer and the various methodologies that are available to conduct them.
|
A performance appraisal is typically refereed to by definition as a “periodic and systematic process whereby the job performance of an employee is documented and evaluated”.
|
In reality, as in all things within the HR sphere what seems to be a simple process can be in fact a highly skilled art which requires a degree of skill and expertise to obtain the best possible result for both employer and employee.
|
Done correctly and in accordance with best practice the performance appraisal can be invaluable and a key part of your employee retention strategy.
|
They are often underutilised and undervalued and there is sometimes a clear lack of understanding on the scope of the review and its purpose.
|
Some advantages of performing a review correctly can include:
|
- Enable your people to feel understood, valued and appreciated
- Give them honest and a clear direction to move forward with clearly set goals
- The ability to resole grievances or misunderstandings rather than waiting for them to escalate
- Improve both personal and team morale
- Improve employee alignment and culture
- Obtain improvements in the ability for a person to perform the inherent requirements of their role
- Refocus individuals and teams
- Enable management to reflect of the persons role and service delivery model
- Develop additional rapport with an employee
- Assess the training and development needs of your people both individually and in a team.
Normally I write a series of articles about a particular topic and then follow up with a webinar but this time due to the demand of our members we will actually conduct a webinar on Performance Appraisals and then follow this up with some additional articles in our Newsletters next year.
|
I would strongly recommend that our members take advantage of this free webinar for members only.
|
I will be conducting the webinar on Thursday the 26th of January at 11.00am, anyone wishing to attend please express your interest here.
|
Please remember that Community Management Solutions can provide both group and one on one training for our members in Performance Appraisals and those members who have taken advantage of this opportunity has provided us with excellent feedback on the success of the training.
|
|
|
|
|
|
Kevin Prendergast
Chief Executive Officer
|
|
|
|
|
|
Are your staff management procedures in order?
|
| With the constant changes in our Industrial Relations and Employment Legislation, it can be hard for employers to keep up to date on what is needed for their employee records. An HR/IR Health Check helps you get all your files and processes in order! |
| So what is covered in the Basic HR/IR Health Check? |
- Review of employees' personnel files.
- Review of employees' entitlements. This includes checking leave balances, sick leave, long service leave and checking and leave taken is recorded and the outstanding amount is correct. Ensuring pay slips are compliant.
- Ensuring employees' superannuation is recorded and contributions paid.
- Review of general requirements and employment documents.
- Review of the organisations policies.
| We also offer an Advanced HR/IR Health Check which includes what is covered in the basic audit plus... |
- Review of all employee wages.
- Review of time and wages records.
- Checking employees' leave entitlements are correct and calculate if required
| Contact CMSolutions today if you have any queries. |
|
|
|
|
|
|
|
|
Some of Community Management Solutions Add on Discounted Services for Members
We often receive inquires about our extra services which are heavily discounted for members and tremendous value for money to meet some specific challenges that you may encounter when you need independent professional advice and service to ensure the best result for your organisation.
|
We have people who are highly experienced and skilled in a number of specialised fields which do require expertise to ensure that you have risk mitigated your responsibilities and conducted your response in line with both legislative requirements and best practice.
|
I will discuss all our extra services in each newsletter moving forward along with a webinar in 2023 where I will go into great detail about the services so that you can understand the implications of not using such a service when you are faced with challenging situations.
|
It is very important when dealing with matters that require a thorough investigations that it is done by someone who has the skills, experience and qualifications to undertake the investigations in accordance with best practice.
|
|
Our investigators are independent who are aware of the principles and practicalities of incorporating procedural fairness and natural justice into the investigation process and can provide an unbiased view and result after taking into consideration all the evidence.
|
This is concluded with a full and impartial written report for your consideration.
|
An investigation can cover numerous issues including but certainly not limited to workplace bulling, sexual harassment, workplace conflict, breaches of code of conduct, workplace health and safety issues, breaches of policies and procedures, criminal conduct, and numerous other scenarios.
|
- Totally neutral, independent, impartial and fair
- We concentrate on risk minimisation and the best possible outcome
- We know how to conduct an investigation and we are
- Cost effective
Please see the following link for more information
|
2. Coaching and Mentoring.
|
|
A lot of what we do is reactive, as in responding to a situation that may have occurred for example as above in responding to a compliant which requires a formal investigation.
|
However, what is grossly underutilised generally is pro-active HR strategies to stop and or mitigate something negative occurring before it does so.
|
This is just as important as what I refer to as Response HR, Pro-Active HR is designed to ensure that you have put in place best outcome strategies to mitigate potential problems and issues before they manifest themselves in some negative way.
|
Developing your people and providing them with skills and management capabilities is very important, investing in their potential and showing that you genuinely care in their development gives them confidence.
|
Our mentoring and coaching service is based on trust, confidentiality, mutual respect and sensitivity.
|
Some of the benefits to people participating in this program can include:
|
- Providing independent advice on strengths and areas of improvement or development
- Guidance on professional development and career advancement
- Opportunity to develop new skills and knowledge
- Become more empowered to make decisions
- Develop your communication and personal skills
- Many other benefits
Please have a look at our link for further information about this service
|
This is one of the most important service that we provide and is not utilised enough by most members as some believe that they have the experience to perform their own internal recruitment.
|
Having our people on board to assist you who have over 30 years’ experience in best practice recruitment is invaluable in ensuring that you obtain the best possible candidate for your role.
|
It is extremely important to partake in a thorough process ensuring that each stage of the process is not overlooked in ensuring that the best possible result is obtained.
|
Your people are your most important resource that you have available, and it is imperative that a new hire ticks all the boxes from skills and experience to cultural fit.
|
We have extremely cost-effective options available for you, so I strongly encourage you to take advantage of this service.
|
Please have a look at our link for further information about this service
|
Please also note that as part of your membership you have access to the following two webinars on Recruitment and Investigations with a webinar on Coaching and Mentoring coming soon in 2023
|
|
|
|
|
|
Kevin Prendergast
Chief Executive Officer
|
|
|
|
|
|
Handover Checklist for Outgoing Executive
|
|
|
|
As the end of the year is fast approaching, outgoing committees should ensure that all their hard work is not lost. You can do this by making sure the handover process is performed correctly. Use our Handover Checklist to ensure all relevant information has been provided to the new executive committee.
|
|
|
|
It is also recommended that the prospective committee member shadow the outgoing committee, attend committee meetings and work together on all tasks remaining for their term.
|
|
If you need assistance with your handover contact the CMSolutions team.
|
|
|
|
|
|
|
|
|
|
Black Panther Wakanda Forever is the long-waited sequel to one of the best marvel movies of all time, with the tragic loss of lead actor Chadwick Boseman from the original film there was high expectations as to what direction the Marvel Universe would take with the sequel. The result being an emotional rollercoaster with several magnificent acting performances. The file leans into the pain shared by colleagues and the grieving process when a new challenge comes to the for which is a warrior race invasion led by a god called Namor. Superb action with dramatic and heartfelt performances make this a must see
4 stars
|
|
|
|
|
|
|
|
|
|
|
|
|
Advertisement - Industry Partner
|
|
|
|
|
|
|
|
Our Industrial Relations Expert Craig Pollard will be conducting a regular, short webinar every six weeks on any current changes or decisions that have been made within Industrial Relations that may impact our members.
|
Craig will speak on a number of topics which have come to light on a regular basis and also if there is something urgent then additional webinars will be introduced as the need arises.
|
Craig has extensive experience, knowledge, skills and expertise in this space so please take advantage of this initiative. You can also utilize this time to meet fellow members online as a networking tool and to express ideas or discuss challenges. If there is anything specific that you would like Craig to discuss, or any particular questions, please send Craig a message.
|
The Next webinar will be held on Wednesday 21st of December at 1.00pm.
The topic will be "Multi-Employer Bargaining and the Community Services Sector'
|
"We will be discussing the new “Multi-Employer Bargaining” provisions recently inserted into the Fair Work Act and how they will most likely be implemented in the Child Care, Disability Services, Aged Care and Social Services sectors.'" - Craig Pollard
|
|
To express your interest in this Webinar, please apply here.
|
|
|
|
|
|
|
|
|
|
|
|
Update your committee details here
to ensure you don't miss our correspondence
|
|
|
|
|
|
|
|
CMSolutions are advocates for Mental Health and have partnered with Acacia EAP to ensure our members can access a service to support their staff.
|
|
| For more information, call 1300 364 273 and mention you are a CMSolutions Member. |
| Other Resources Available: |
|
|
|
|
|
Staff at CMSolutions
|
|
|
|
|
|
|
