Parental Leave Policies
Employee or contractor – what’s the difference? And why you could be fined if you don’t do it the right way
By Emma Heuston, Principal Lawyer and Head Honcho of the Remote Expert
I am delivering a keynote speech about Workplace Flexibility and Parental Leave at the Remote Future Summit 2019 - hitting your screens later this week.
My keynote will look at how we define parental leave and how government laws surrounding parental leave and flexibility vary between countries. It will also explore how introducing a well thought out parental leave policy can supercharge an organisations ability to attract and retain staff.
While organisations must comply with the minimum relevant requirements of their government, adding a top up or extra to that minimum standard is a powerful signal of a company’s culture and commitment to its team members.
Remote Future Summit 2019
Is your team member an independent contractor or an employee?
Get it wrong and you can be fined up to $63,000 for sham contracting arrangements AND face further penalties for failing to meet PAYG withholding requirements and a superannuation guarantee charge.
50 Shades of Remote Work
I have been busy at the Remote Expert HQ pre-recording my keynote speech for the Remote Future Summit on parental leave policies for remote companies.
The Summit is going to take place on 15 – 17 May and promises to be jam packed full of remote work goodness!
Why Employers Need to Care about Remote Work
Remote work is not an “all or nothing” proposition. There are many shades of remote work.
There is the employee who checks their email from a smart phone in a café. That person is working remotely. The team member who works from home every Friday because they are more productive that way, also works remotely. Then there is the digital nomad who works for an organisation from another time zone and country. That person is also remote. As is the person who logs on from home when their child is sick or they need to get more work done of an evening.
As soon as you permit an employee or contractor to work outside of the office in any way, you need policies, procedures and documentation in place to protect you. Without that framework of protection, you leave yourself open to miscommunication, litigation and risk.
To add some colour to this article I take a tongue in cheek look at remote work through the lens of the 50 Shades of Grey (50 Shades) book series by E.L James. Grab a cup of tea, settle on down and see where you fit in to the 50 shades comparison.
Who should own the remote work equipment?
contributed by Tara Vasdani, Canadian Lawyer
Employer’s need to care about remote work. Unless organisations address the remote work elephant in the room, they face the prospect of failing to keep up with the evolution of the modern workforce.
This week sees the Remote Work Summit, put on by Grow Remote, April 16-18, 2019. The Summit has crowds from across the globe joining in to listen to speakers from companies like Shopify, Workplaceless, and Distribute Consulting (which is the remote work guru herself - Laurel Farrer).
Today on the blog we unpack why employers need to take a second look at remote work culture.
A cultural shift
The workplace has experienced a sharp cultural shift over the last couple of decades. In a short period of time, remote work has changed.
Gone is the focus of remote work as an employee “perk”. Now, remote work is a valuable productivity tool that allows access to a large talent pool.
Is the way of the future a visual contract?
You may ask WHY all this stuff is required?
The short answer is to protect both parties but in particular to avoid the employer being sued when a data breach occurs and confidential client information is stolen because an employee or contractor has not updated their anti-virus software or followed correct company procedure in sharing information.
There has never been a better time to go remote
A visual contract is a way of creating a binding legal contract without really complex words and legal jargon. Rather, it contains pictures, words and flow charts.
Why? Consider that many of the people who read contracts are not lawyers. in fact, they may not be well educated, or English could be their second language.
5 reasons your organisation needs to hire remote employees
Are you on the fence about hiring a remote team member or an entire remote team?
A 2018 survey by Zug pointed to:
5 important legal issues for organisations hiring remote workers
As the marketplace becomes more competitive with disruption and technology, it can be difficult to thrive in business using traditional methods.That being said, why be traditional? Why not think outside the box and look at the way you do things.
Do you need a large office with your employees sitting in front of you? Or can you downsize to a serviced office or room in a co working space and grow your business in a smarter way? Hiring a fully or partial remote team is a way to achieve this. Below I unpack 5 reasons you can’t ignore remote work for your business.
There are real benefits for organisations who hire remote (or distributed) teams and permit existing employees to work from home. Productivity, cheaper rental or real estate costs and a unique culture of employee engagement and happier employees are only some of the benefits. I can vouch for this personally, having worked from home in a Partner equivalent role with newlaw firm LegalVision for a number of years.
However, as great as working from home is, the lawyer in me is lurking below the surface fretting about the risks to employers of work from home arrangements. But the good news is that with the right arrangements in place, the risks can be managed and your organisation can get on with the real work that makes your organisation great.