Person’s ability to recognise, understand and manage their emotions and the emotions of others. Persons with high levels of emotional intelligence often have strong people skills and are more likely to get along with staff and customers, adjust to changes, and be flexible in the workplace.
The ability of a business to retain its employees. Within the business context, employee retention may be used as a measure of performance. High retention has historically been seen as a positive, with low retention seen as a symptom of underlying issues.
An agreement between an employer and employee about the conditions of their employment. This agreement can be either verbal or in writing. An employment contract cannot provide less than the National Employment Standards (NES) and the relevant award, enterprise agreement or other registered agreements.
Common terms in an employment contract include rates of pay, maximum weekly hours, request for flexible working arrangements, and benefits such as annual leave, long service leave and public holidays.
Laws and regulations that impact upon Australian workplaces. Employment legislation regulates the employee entitlements covering terms like minimum wage, work health and safety, long service leave and more. Employers should keep in mind that employment legislation may vary depending on state and territory.
A lump sum paid by an employer to an employee after their employment ends. It can include payments for unused rostered days off; payments in lieu of notice; a gratuity or ‘golden handshake’; an employee’s invalidity payment (for permanent disability, other than compensation for personal injury); and certain payments after the death of an employee.
Enterprise agreements are agreements made at an enterprise level between employers and employees and (potentially) their union, about terms and conditions of employment. They can also be made by more than one employer, with a group of employees.
A final interview between a terminating employee and their employer. This is an opportunity for the business to learn from the employee what the organisation is doing well and what can be improved. The interview is also a chance to update the job description, particularly if the responsibilities of the role have changed since the employee was hired. Feedback from an exit interview can help the business address key issues and strengthen existing policies or practices that are working well.