Short Answer 5

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School

Swinburne University of Technology *

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BSBCRT511

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Communications

Date

Apr 3, 2024

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docx

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1. What interpersonal skills can you demonstrate when coaching individuals with poor performance? - Be balanced – provide positive and negative feedback when it's due. - Be direct and honest - provide truthful feedback - Be timely in your feedback and communication as it happens – don't put it off. - Have a script so you can practice and prepare what you're going to say – be specific and use examples - Be prepared and don't match behaviour – you're the manager and you need to display a calm approach. - Allowing the employee to steer the conversation, and invite the team member to respond and talk about any issues that may be causing the poor performance. These may be personal or work-related. - Always communicate face-to-face – so much is lost in translation when you shoot off emails. - As a general rule – praise in public and criticise in private. - Focus on the facts – have all the right information and evidence if possible, and use examples. 2. Describe three professional support services an employer offer a team member - Employee Assistance Program (EAP) – a confidential counselling service offered by employers to their employees to support their well-being in the workplace and in their personal lives. The EAP service offers initial support and assistance to individuals and groups of employees who have personal and/or work related issues that may impact on their well-being, work performance, safety, individual and workplace morale and psychological health - Mental Health & Wellbeing Programs – the culture of a workplace can be seen in the values and behaviours that workers share and demonstrate. It’s important for everyone to feel comfortable to express who they are, raise issues or seek support, and be empowered to influence decisions that affect them. By fostering a culture that focuses on people’s wellbeing has lots of benefits such as increases engagement, morale, commitment, work quality and productivity, retention rates, reducing costs and minimising stress. - Peer Support Programs – A worker may prefer to speak to one of their colleagues about their mental health instead of a counsellor. Providing workers with the resources they need to recognise the early signs of mental health or just someone to speak to.

3. Explain unlawful dismissal rules and due process the Fair Work commission must take into account. A person who believes they have been unfairly dismissed may make an application to the Fair Work Commission for unfair dismissal remedy. Unfair dismissal may include: - reinstatement to the position they were dismissed from - compensation from the employer Section 772 of the Act states that an employer must not terminate an employee’s employment for one or more of the following unlawful reasons: - temporary absence from work because of illness or injury (within the meaning of the Fair Work Regulations 2009 - trade union membership or participation in trade union activities outside working hours (or during working hours with the employer’s consent) - non-membership of a trade union - seeking office as, or acting or having acted in the capacity of, an employee representative - the filing of a complaint, or the participation in proceedings, against the employer involving alleged violation of laws or regulations or recourse to competent administrative authorities - race, colour, sex, sexual orientation, age, physical or mental disability, marital status, family or carer’s responsibilities, pregnancy, religion, political opinion, national extraction or social origin - absence from work during maternity leave or other parental leave - temporary absence from work for the purpose of engaging in a voluntary emergency management activity, where the absence is reasonable having regard to all the circumstances. An unlawful termination application must be made within 21 calendar days after the termination takes effect. 4. List & explain the five stages in the disciplinary process when counselling individuals who continue to perform below expectations 1. Performance Improvement Process: A formal discussion is held with the employee, and the employee is given the opportunity to improve their performance. A performance improvement plan (PIP) is developed and support processes implemented. The employee should be warned of the consequences if performance does not improve. 2. First Counselling Discussion: If the employee fails to meet the objectives of the performance plan and their performance does not improve, a formal counselling discussion is held to discuss the poor performance and identify actions for improving behaviour. 3. Second Counselling Session: If the problem or issue continues, a second counselling session is held within the employee and a written warning is issued. The performance improvement plan is revised or reinstated to address the poor performance. Employment may be terminated if there is serious

misconduct or other valid reason for termination 4. Third Counselling Discussion: If the problem or issue continues, a third counselling session is held with the employee and a final warning is issued. The performance improvement plan is revised or reinstated. 5. Termination: If the poor performance continues, the team member’s employment with the organisation may be terminated. 5. List four reasons for termination of employment 1. Capacity – refers to the employee’s ability to do the job required by their employer and the work they were employed to do. If the employee is unable to perform the inherent requirements of their role, then that may be a valid reason to terminate their employment. 2. Conduct – violation of company policies or workplace health and safety obligations, inappropriate conduct or serious misconduct 3. Performance – generally, poor performance is when an employee has not been performing their roles to a satisfactory standard. Continued poor performance where the employee has been notified of the precise issues, given an opportunity to respond, and provided with a reasonable period of time to improve 4. Genuine Redundancy – a position is no longer required because of changes in the operational requirements of the organisation and acceptable redeployment options have been considered and offered. The Fair Work Act provides that a redundancy is a genuine redundancy if: - your employer no longer requires your job to be performed by anyone due to operational changes in your workplace; - your employer consulted with you about the proposed redundancy. That is, discussed with you the proposed change (i.e. making your position of employment redundant) and if there were any alternative options or ways to minimise the adverse effect of this change on you; and - it was not possible to re-deploy you into another job in the business or an associated entity of your employer.

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Short Answer 5

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