Prices

Flexible & cost-effective HR support packages

HR Support Packages for Small Business 

HR comes in many shapes and forms, depending on the needs of your business.

We offer flexible and cost-effective packages containing best practice, up to date human resource policies, procedures, forms, correspondence, and checklists.

Full customisation ability to suit your business, so you have the tools to manage all aspects of the employee life-cycle. Included in the packages are manuals, videos, fact sheets, and telephone/email support.

Fresh HR Insights is there in “times of turbulence” to provide virtual HR to business owners navigating the maze of employment legislation.

We continuously add to our available products and processes to ensure that you are covered today as well as tomorrow – growing with you.

With our HR support service, you speak to the same person every time.

Our approach is to deliver a tailored on-demand HR support service provided by phone/email that is there whenever you need to discuss managing your team or you encounter an HR matter that you are unsure how to resolve.

With 4 levels of support available to suit every budget and size of the business, we have something for everyone.

  • Economy – support for the documents you already have in place
  • Economy Plus – Ideal for 1 – 10 employees
  • Business – Ideal for 11 – 20 Employees
  • First Class – The ultimate support for all business sizes

Each of our packages comes with on-demand telephone and email support. This means that you should call us when you have an urgent issue you need to discuss OR if you need support and advice about something that isn’t urgent, you can either email your enquiry or book a call.

Packages

All packages include:

  • HR support service by email or phone. Call when you have an urgent issue or if you need HR advice about something that isn’t urgent, you can either email the enquiry or book in for a call.
  • 12-month minimum term
  • NOTE: Hours do not roll over each month – additional hours are charged at $250.00 + GST per hour

Economy Plus

$196/mo
  • 3 hours email/ telephone support*
  • Manuals (Introduction)
  • Base Employee handbook (and 15 + additional updated policies and procedures)
  • HR Video Series (selection)
  • New Employee and Induction Process
  • Updated Forms (selection)
  • Latest HR information in a monthly Newsletter
  • Fair Work Australia Legislation Updates

Business Class

$326/mo
  • 4 hours email/telephone support*
  • Alternative – 1 hour onsite support (SEQ Locations)
  • Manuals
  • Policies and Procedures (over 25 Updated Policies and Procedures)
  • Video Series
  • Correspondence letters for probation
  • Step by Steps for workplace matters
  • Forms(updated)
  • Latest HR information in a monthly Newsletter + regular news
  • Fair Work Australia Legislation Updates

First Class

$595/mo
  • 5 hours email/telephone support*
  • Alternative – 2 hours onsite support (SEQ locations)
  • Manuals
  • Video Series
  • Correspondence letters(updated to support your business needs)
  • Fact sheets
  • Additional updated Forms, Checklist and Plain English (simple) policies
  • Updated documents specific to your industry and business
  • Latest HR information in a monthly Newsletter + regular news
  • Fair Work Australia Legislation Updates

Small Business HR Advice for Everyday Australian Businesses

With over 15 years of experience in HR support for small businesses in Australia, Fresh HR Insights are proud to look after these businesses and ensure that they are up to date and compliant with their HR policies. There are few other HR support services on the Gold Coast that are better placed or offer a more varied range of HR support packages than us.

We know how to balance the complicated world of HR for any type of Australian business, and that’s why it’s our job to support you with this vital part of your business so that you can remain focused on your job, while we do ours.

We also have experience in supporting businesses of all sizes and budgets and can recognise that not every incident requires full-scale engagement. It’s for that reason that we do not tie you into long-term contracts or retainers.

You may for example, just simply want us to look over and draw up a new company employee handbook for you or deal with a single incident of conflict resolution in the workplace right through to full workplace investigations and findings. Further than that, individual incidences of unfair dismissal claims or employee termination can also be discussed. We support and act as representatives in Fair Work unfair dismissal claims as well as ensure that you are paying the correct rates with our expert BOOT analysis.

The bottom line is that at Fresh HR insights, we know what a minefield the job of small business HR can be, and we’re happy to tell you that we’re here to guide you through it. We’ve got the experience, we’ve got the expertise, and we’ve got the desire to help you get back to running your business while we take care of your small business HR needs.

Contact us to get support for small businesses, employee termination procedures, virtual HR for small businesses, conflict resolution in the workplace & unfair dismissal claims.

 

 

Here’s what others say:

“We have been a client of Fresh HR insights for over a year now. As a small business owner this is a vital talent to tap into. Paulette is always swift, concise, and spot on with her advice. The time we have saved with research and writing policies is remarkable. HIGHLY recommended for ease of adding a HR/ER expert to your companies skill set. 

“Paulette has done wonders for our association. I recommend her completely.
She was flexible and available for our smaller sized business.” 

“Everyone needs Paulette from Fresh HR Insights. She is just amazing. She is incredibly knowledgeable, and professional with experience covering such a variety of areas. If you have a question, she is your one stop shop for answers and solutions. I cannot recommend her more highly.” 

Read more testimonials HERE.

Small Business HR Support, as you need it!

We have developed a number of different packages and services for our client base. You can use the links below for further information or you can contact us directly at info@freshhrinsights.com.au.

 

On-Call HR Support

  • Lacking Time?
  • Or Unsure Of Your Legal Obligations As An Employer?

We come across many a Small Business owner on the Gold Coast and in South East Queensland that finds nothing is ever simple and situations are complex and leave them waiting for an unfair dismissal claim? Often this leaves them wondering why you even bother with employees. It does not have to be this way. Enquire today about our Telephone and emailed based HR / ER support. We do not run a call centre – you get direct access to an employment relations expert whenever you need assistance. We help you resolve HR / ER issues & put a plan in place to avoid future problems. The hours in our HR/ER support bundles include phone, emails, forms, correspondence letters, advice, policies, procedures, and onsite meetings. We have you covered.

Example areas for advice include:

  • Managing employee issues such as lateness for work, absent without leave, underperformance and poor conduct;
  • Dealing with complaints of Bullying and workplace investigations;
  • Termination of employment, what you can and cannot do, and what is the correct procedure to follow;
  • Conflict Management and Communication strategies;
  • Advice on meeting legislative requirements;
  • General advice on the Unfair dismissal or other Fair Work Commission processes;
  • How to respond to and deal with workplace complaint; and
  • Employee entitlements including the correct awards and pay rates;
  • Pragmatic advice on Human Resources issues
  • Guidance on disciplinary actions for example, informal and formal warnings
  • Guidance on Redundancies and terminations

NO FIXED CONTRACTS AND NO RETAINERS

 

LET’S CHAT »

Workplace Investigations

A workplace investigation is an impartial investigation into formal complaints about unethical behaviour at work, bullying, harassment, discrimination or conduct contrary to internal policy.

Fresh HR Insights conduct independent and impartial investigations ranging from informal complaints to complex matters involving significant and highly sensitive allegations, to make findings of fact. We can review your internally conducted investigation and provide recommendations with regards to the process undertaken, and mitigate potential external testing and challenges. We can also get right to the heart of the problem and help you address it in the workplace.

Fresh HR Insights investigator is experienced in dealing with complaints from operational to senior executive and board level and dealing with parties represented by unions. In some instances, we investigate possible breaches of workplace laws and always consider the principles of procedural fairness and natural justice when undertaking the investigation.

When should you investigate?

Timing is of the essence. You should conduct a workplace investigation as soon as practicable to demonstrate that the alleged conduct will not be tolerated, and that the issue warrants immediate attention. An informal response to complaints made about inappropriate behaviour, bullying or harassment is simply not appropriate. Employers may be held vicariously liable for harassment and bullying behaviour at the workplace, so it’s vital to address such complaints promptly and appropriately.

Delays in initiating a workplace investigation could result in loss of evidence as witnesses’ memories become unreliable, documents are misplaced or footage is taped over or erased. In some cases, you may not become aware of allegations until some time after the incident occurred. Whilst an immediate investigation is optimal, the requirement to investigate as soon as possible is not diminished in delayed circumstances – even if you suspect little evidence remains.

Fresh HR Insights Approach

In the case of a workplace investigation, we will:

  • Discuss the matter with you, and clearly identify the allegations.
  • Set out with you an investigation Plan which covers – terms of reference, instructions, applicable policies and procedures, Special considerations, and estimated timeframe
  • Review all relevant internal policies, documented procedures, codes of conduct, employment contracts, and professional standards where applicable.
  • Identify and review relevant industrial instruments, and material legislative and regulatory requirements.
  • Conduct interviews with the employees and parties who are relevant to the allegations.
  • Gather documentary evidence including emails, text messages, file notes, and digital evidence.
  • Review and assess all the evidence gathered to identify whether any aspects are inconsistent with witness testimony.
  • Provide the complainant(s) and respondents(s) with the opportunity to review and comment on the possible inconsistencies.
  • Invite all those that need to be interviewed to separate interviews and provide an interview protocol for each. We use a calendar system so meetings fit in with individual availability (even out of hours)
  • All meetings are done using the ZOOM platform and recorded for the purpose of transcribing for our records
  • Perform analysis in accordance with the Fresh HR Insights Workplace Investigations Framework and draw conclusions making findings of facts.
  • Provide an investigation report for management that clearly sets out the allegations, evidence, analysis, and findings.
  • If requested, provide a separate report that includes a set of recommendations addressing the base cause of the complaint.

LET’S CHAT on How We can help you »

Casuals

The Fair Work Act 2009 was amended on 26 March 2021 to make changes to workplace rights and obligations for casual employees and these changes apply from 27 March 2021.

This included the introduction to the definition of ‘casual employee’ into the Fair Work Act 2009 (Cth) happened for the first time. This focuses on the offer and acceptance of the employment relationship rather than the current pattern of work.

The National Employment Standards (NES)  also changed so that it includes an entitlement for regular and systematic casual employees to request to be moved to full-time or part-time employment.

And The Court will be allowed to offset any casual loading paid to the employee against any claim for unpaid entitlements (e.g annual leave, personal leave) where an employee was properly characterised as a perm employee.

An employer (except a small business employer with less than 15 employees) has to offer their casual employee the option to convert to full-time or part-time (permanent) when the employee has worked for them for 12 months, has worked a regular pattern of hours for at least the last 6 of those 12 months on an ongoing basis and could continue working those hours as a permanent employee without significant changes.

There’s now a new proactive obligation on employers, they have an obligation to offer conversion rather than the previous situation of employees making the request. The obligation to offer casual conversion doesn’t apply to small business employers with less than 15 employees.

There’s also a new Casual Employment Information Statement (CEIS), it’s similar to the Fair Work Information Statement (FWIS) and it needs to be given to every new casual employee before, or as soon as possible after, they start their new job. This is in addition to providing the FWIS.

 

LET’S CHAT »

Custom Packages

We don’t believe in using a cookie-cutter approach so we are happy to customise an HR package to suit your specific needs. Alternatively, we work with you on a project-by-project basis with a quote supplied before the start of each project.

 

LET’S CHAT »

Redundancy Process

The Fair Work Act 2009 (Cth) (FW Act) provides that a person will not be unfairly dismissed where the person was dismissed as a result of genuine redundancy. To obtain the “genuine redundancy” exemption a redundancy must meet certain criteria under section 389 of the FW Act, namely that:

  • The employer no longer required the person’s job to be performed by anyone because of changes in the operational requirements of the employer’s enterprise;
  • The employer complied with any obligation in a modern award or enterprise agreement that applied to the employment to consult about the redundancy; and
  • It would not have been reasonable in all the circumstances for the person to be redeployed within the employer’s enterprise or an associated entity.

All awards and registered agreements have a consultation process for when there are major changes to the workplace, such as redundancies. The consultation process sets out the things the employer needs to do when they decide to make changes to the business that is likely to result in redundancies. This has to be done as soon as possible after the decision has been made to make these changes.

Consultation requirements include:

  • notifying the employees who may be affected by the proposed changes
  • providing the employees with information about these changes and their expected effects
  • discussing steps taken to avoid and minimise negative effects on the employees
  • considering employees’ ideas or suggestions about the changes.

Getting this process wrong can have significant financial implications on a business. Book in a FREE 30-minute appointment to find out how we can assist you 

 

LET’S CHAT »

Termination Process

Myths abound when it comes to terminating employees. The nature of the termination process makes this a stressful issue which most of us prefer to avoid but it doesn’t have to be this way.

At Fresh HR Insights, we explain in easy-to-understand language what your responsibilities as an employer are and we’ll help you navigate the world of termination. No two situations are the same, so rest assured, we’ll delve into your specific circumstances to give you advice that applies to you and your business. 

 

LET’S CHAT »

Performance Issues

Employers in many cases wait too long before talking to an HR expert like Fresh HR Insights, hoping against odds they will be able to fix the problem without outside help or that the employee will on their own accord leave the business.

As in most cases, prevention is better than a cure as early advice can avoid costly or complicated situations down the track. Often, issues get out of hand simply because it’s been left too long, or ignoring the problem hasn’t worked.

Don’t worry, the team at Fresh HR Insights is here to help. We take the time to understand your unique circumstances so we can give you tailored advice. We don’t live in a black-and-white world and seek to find a solution and different courses of action, taking into account varying levels of risk.

 

LET’S CHAT »

Policies & Procedures

Policies and procedures are a necessary part of any business, they provide direction to employees and govern the rights of both the employee and employer.

HR Policies and procedures set guidelines on a series of issues that may be faced in the workplace and provide managers and employees with a guide on how those issues should be handled.

It is important that all employees are engaged under an Employment Agreement, or similar, to protect the business. There are also a number of minimum policies and procedures that Fresh HR Insights recommend are written and implemented for all businesses no matter what industry or size.

You can grab our Base Employee Handbook TODAY at a very low cost of $297.00 OR contact us to discuss how we can support you and your business.

 

LET’S CHAT »

Small Business New Team Member Documents

Grab your FREE Small Business New Team Member Starter Documents. Included are:

  • New Team Member Starter Pack
  • Fair Work Information Statement
  • Induction/ Orientation Checklist
  • Record-Keeping Checklist (as per Fair-Work-Act)
  • Superannuation Standard Choice
  • Taking on a New Employee Checklist
  • TFN Declaration Form

You can find out more information and grab your FREE downloadable forms HERE.

 

LET’S CHAT »

Base Employee Handbook

The Australian Employment Legislation System is a NIGHTMARE when it comes to navigating the employment relationships.

You have Federal, State, Territory Laws, and Industrial Awards and Agreements to comply with.

  • Termination and Unfair Dismissal claims
  • Bullying and Sexual Harassment Claims
  • Ensuring a safe working environment
  • Absence and sick leave

THE LIST GOES ON!

We have taken out the guesswork and done all the hard work for you.

Check out our Base Employee Handbook HERE.

 

LET’S CHAT »