People Dynamics Newsletter - People Matters
Issue 70, December 2010 | Back to Newsletters Index
PD News
Hi everyone. We are heading towards the end of the year – time flies
doesn’t it! I hope you have organised your Christmas Party or end of year
celebrations. Our article this month focuses on a reminder around modelling
appropriate behaviour at these functions. We hope you find it useful.
Our exciting news this month is that Emma, one of our sessional consultants,
has secured an internship with the United Nations in New York for two
months at the start of next year. Em will be working on change management
initiatives and we wish her all the best.
Hope you and your team are well. Thank you for your continued support and from all of us have a safe, happy and enjoyable Christmas break. A reminder we shall be closing Thursday 23 December at 12.00pm and reopening on Monday 10th January 2011.
Leadership in the Festive Season
As Christmas approaches, one thing that most employees will be looking
forward to is the annual Christmas Party. However, company Christmas parties
provide a high-risk environment in which serious misconduct, namely sexual
harassment and/or bullying, can occur. Prior to the end-of-year function,
ensure that your workplace policies are up to date and effectively communicated,
especially your policies outlining responsible alcohol consumption, Sexual
Harassment, Discrimination and Bullying. This includes holding training
sessions with staff as a reminder as to what their responsibilities (and
yours as managers) are.
On the flip side, the Christmas Party is a time for managers and employees
to celebrate the achievements of the past year together. It is important
that managers take advantage of the event as a chance to reinforce a culture
of staff engagement and it is a great opportunity to observe and further
understand how your staff interact and relate to each other. Simply attending
the Christmas party will show your interest and commitment to the workplace
culture. Make the effort to get to know your staff and demonstrate that
you are open, caring and responsible. This includes leading by example
and displaying appropriate behaviours yourself.
It is also important to be aware of what is happening at the party. Remember that you are legally responsible for the safety and welfare of the attendees. Modelling appropriate behaviour includes avoiding drinking too much or taking part in inappropriate behaviour (including teasing, jokes of an inappropriate nature or taunts) that may have a negative long-term effect on your reputation and the company. The last thing you want is to start the new year recovering from the Christmas Party hangover.
With efficient preparation and effective communication, your company will be entering 2011 stronger than ever.
Legal Update
It is important to constantly update your Employment Contracts. One important clause to include in your contracts is about pre-existing injuries. When hiring new staff, it is an employer’s OH&S right and responsibility to ask about any pre-existing injuries or diseases the new employee may have had, that could be affected by their employment at the company. This allows the employer to take steps to minimise or eliminate the risks the employee’s duties may pose to their health and safety.
The new employee should be informed in writing that failing to disclose or hiding a pre-existing injury or illness may expose themselves or co-workers to the risk of injury. Failure to make an accurate disclosure could also result in that injury or illness being ineligible for future compensation claims.