Kane Independent Consulting has extensive experience in:

  • Unfair dismissals
  • Back pay claims
  • Equal opportunity, bullying and harassment
  • WorkCover and return to work
  • Occupational health and safety
  • Enterprise Bargaining Agreements
  • Employment contracts
  • Recruitment
  • Policies
  • Leave entitlements
  • Workplace training
  • Human Resource Management
  • Business plans

We can help with a range of professional services to suit you and your business

  • An Industrial Relations overview can help to ensure that your company is paying under the correct Modern Award (or other employment instrument such as an EBA), that your employees are classified correctly and that your record keeping requirements are up to date and give you the information you need.
  • We can review your policies to not only ensure minimum legal compliance, but to have them meet your business aims. If you become aware of problems in your workplace, such as drugs and alcohol, bullying or harassment, or perhaps health issues (whether work related or not) we can discuss strategies and processes to minimise disruption and potential claims, whilst keeping your business on track.
  • Get professional advice on who is entitled to annual leave, personal leave, compassionate leave, long service leave and public holidays, what proof you can ask for and notification requirements.
  • Customised workplace training can help you and your employees understand both their rights and responsibilities in the workplace. Specialities include Equal Opportunity, Bullying and Harassment training for both managers and employees that includes quizes, group work, examples from real life cases and plenty of opportunities to ask questions. I have also trained managers and supervisors in many industries regarding their role, sucessfully joining company policies with relevant legislation. Please ask about any other training that your company may require.
  • Get help next time you recruit new employees, with professional advice relating to Equal Employment Opportunity, writing job adds, probationary periods, what type of employment contract may be offered and relevant selection criteria.

Tip: When hiring a new employee have a basic written contract that includes the start date, employment status (permanent, casual, temporary, maternity leave replacement) and of course their name, signed by both parties. This can provide important information if you receive an Unfair Dissmissal, back pay or breach of contract claim.