The PRWIRE Press Releases https:// 2011-11-03T21:48:55Z Planning A Safe Staff Christmas Party 2011-11-03T21:48:55Z planning-a-safe-staff-christmas-party Successful Christmas parties have been known to help build staff moral and provide an opportunity to thank our staff for their efforts and accomplishments for the year in a relaxed and enjoyable environment. Unfortunately Christmas parties do have the tendency to host, instigate or aggravate staff issues and can result in alcohol related injuries and misconduct. Under the current OHS and EEO legislation, functions such as Christmas parties regardless of where they are held are still classed as a work function. Therefore employers need to be aware that their OHS and EEO obligations are the same as if they were back in the workplace. Any incidents that occur during and sometimes after the function can be the employers’ responsibility and can result in the employer being liable for claims relating to; sexual harassment, discrimination, workplace bullying and harassment and workers compensation claims. To help our readers we have some tips and advice to consider when planning your staff Christmas party that will assist in reducing the probability of the above issues occurring. PLANNINGAttendeesConsider inviting partners or having a family day, this will help control any excessive drinking and we are generally better behaved when our family is around.It is also likely that more people will attend as they will not have to arrange child care. Consider making it invite only, this will reduce the temptation of people assuming they are invited and gate crashing i.e. those no longer employed or sub-contractors.VenueConsider your venue carefully; avoid holding it at the office. Think of a venue that creates an atmosphere you will all be comfortable in, this could be the park, local restaurant or club.TimingConsider the time of day you hold the function, lunch time is often better than evening and be strict on start and finish times, ensuring times are stated on the invitations.FoodProvide some type of food either a meal or finger food such as tapas. This will help relax people but also help slow down the alcohol consumption. AlcoholI’m not aware of any rule that says we have to serve alcohol at a staff Christmas party, it is just expected. If you do plan to have an alcohol free party ensure people are aware of it prior to the event. Alternatively if you are serving alcohol, consider either restricting the amount of drinks or the strength of drinks available and always have alternatives to alcohol available such as soft drink and water.EEO Try not to discriminate against those with food allergies, who don’t drink alcohol or who don’t celebrate Christmas. I know of some organisations that now call their Christmas party an “End of Year Party” to ensure all employees feel welcome to attend regardless of their religious preference. Consider providing transport, cab vouchers or use a venue that has complementary transport to ensure employees get home safely. PRIORRevisit Policies A few days prior to the Christmas party revisit policies such as drugs and alcohol, code of conduct and harassment with all staff, reminding them that these are to be complied to at all work functions including the Christmas party. Make it clear that misconduct at the Christmas party could result in disciplinary action, including demotion or dismissal. And that if an employee is asked to leave by the employer due to intoxication, the employee must leave. Some organisations also include this information on the invitations. Resolve Known IssuesWhere possible resolve any known staff issues prior to the party as these could end up unsightly once alcohol is added to the mix.DURING Ensure alcohol is being served responsibly and that underage staff are not served alcohol, managers should set an example by behaving and drinking responsibly. Additionally it is always good to have at least one person remain sober to supervise. WHAT IF AN INCIDENT OCCURSIf an incident does occur or claims of misconduct behavior are reported, it is important that you request for anyone who may be involved to leave (if appropriate). It is important to follow your usual investigation and disciplinary process thoroughly before action is taken. However avoid trying to discipline anyone or investigate the problem at the party, deal with the incident when everyone is sober and back at the workplace. Managing Theft From Workplace First Aid Kits 2011-07-11T02:01:54Z managing-theft-from-workplace-first-aid-kits Unfortunately, “thy shall not steal” commandment is not inbuilt in all of us and even with workplace policies on theft and video surveillance workplace theft still occurs. It can range from stationary supplies to toilet paper and often the first aid kits.Currently the NSW OHS Regulations states that employers are to provide first aid facilities and if the site has more than 25 employees that a trained First Aider is required onsite.Therefore, no matter what your business or industry is you are required to provide a first aid kit or kits at the workplace. What type of first aid kit required is determined by the size of your organisation and the type of work being undertaken.By the time you realise you are having theft from your kits you would have already gone through the process of assessing what type of first aid kits you need, where it should be located and how many you require.NSW WorkCover, First Aid in the Workplace Guide, states that, “Kits must be available and accessible during working hours, however we do need to establish measures to ensure kits are not misused or subject to pilfering. Additionally, it is an offence under Section 21 of the OHS Act to abuse first aid facilities.”Therefore, we shouldn’t be locking our kits up during working hours. However, we can put in place strategies that will deter people from opening them unless it’s necessary which will then in theory reduce the theft.Below are some ideas that may help reduce the theft from your workplace first aid kits:1.As part of your employee induction process include your first aid policy and explain to the employees that it is important that we report any use of the kits to ensure we can determine the course of the injury and reduce it from happening again.2. Additionally, advise employees that it is an offence under Section 21 of the OHS Act to abuse first aid facilities and this includes stealing from them.3. Investigate if you are really having a theft issue, or are people getting hurt, using the contents of the first aid kit and just not reporting it?4. Think about the location of your first aid kit. Is it in an obvious spot where if someone was to steal from it others would see, or is it tucked away in the back of the kitchen where temptation is lurking?5. Who is refilling your first aid kit and how?6. Tamper tags such as seal ties seen on fire extinguishers are a good idea, as they can be installed and broken easily with our hands to gain access into the first aid kit. Additionally, you can then easily identify if the kit has been accessed.7. Promote via newsletters and staff memos that theft is occurring in the workplace and that you will be taking a closer look and monitoring the usage of first aid kits because of it. Often this is enough to curb the theft for a while, however in the long term it may creep back.8. If you have CCTV or video surveillance on site consider pointing them towards the first aid kits.9. Start internally charging out the cost of the first aid equipment to the department’s budget of where the kit is located. As this will demonstrate that you are watching the cost, and that will often then drive the department manager to keep a closer eye on the first aid kit and its usage. I hope this has given you some ideas to think about.If any readers have any further ideas on how they have managed to minimise the theft from their first aid kits please contact us at info@dowellsolutions.com.au. or www.dowellsolutions.com.au We would love to hear from you. Fair Work Australia changes commenced as of the 1st of July 2011 2011-07-11T01:42:20Z fair-work-australia-changes-commenced-as-of-the-1st-of-july-2011 There are two changes from Fair Work Australia that come into effect as of the 1st of July 2011. It's important they are implemented where appropriate. One is in regards to the increase in the minimum wage and the other regarding the Paid Parental Leave.Minimum Wage IncreaseFair Work Australia has handed down a decision to increase the minimum and award wage by 3.4% as of the 1st July 2011. This means the Federal minimum weekly full time wage will increase by $19.40 per week to $589.30, with modern award rates to increase by this amount or more.Casual loading for those under agreement or award free employees will increase by 1% to 22% and will also come into effect as of the 1st July 2011.If you are unsure of what pay rate you should be applying under the new award you can check with Fair Work Australia.Paid Parental Leave:Also from the 1st July 2011 employers become responsible for the administration of their eligible employees Paid Parental Leave entitlements.This will mean, when or if, an employee applies to the Family Assistance Office for Paid Parental Leave and they are eligible, the Family Assistance Office then contact the employer requesting the appropriate information to ensure payments can be processed. The Family Assistance Office will then pay the employer who must then pay the employee as if it is salary or wages.To streamline and speed up this process, employers can pre-register with the Family Assistance Office online. Risk Score Calculator 2011-06-09T01:13:31Z risk-score-calculator Often I get asked the below question from clients whilst delivering training, I hope this article will help shed some light on the topic.The risk matrix tool or calculator we use for risk assessments at work is different to the one used in the safety training we recently did. Does it mean the one we are using is incorrect? A risk matrix or calculator provides you the ability to determine what the risk could ultimately be. There are several different risk matrix tools and calculators available to assist in the risk assessment process. With different training organisations and government agencies providing examples for those who may not already have one implemented. Completing a risk assessment allows you to determine how dangerous or immediate the risk is, and will help you prioritise hazards based on their risk before implementing controls, enabling you to work on the highest risk first. As long as the risk assessment tools you use takes into account the likelihood, the possible severity or any illness or injury that may result from the hazard and you use the same tool consistently, you can be comfortable that it is appropriate. Some risk tools also include the exposure to the hazard, Read the full article article here Dowell Solutions now offer Certificate IV in Training and Assessment (TAE40110) Course 2011-05-20T01:03:34Z dowell-solutions-now-offer-certificate-iv-in-training-and-assessment-tae40110-course Dowell Solutions is excited to announce that we have again added to our training repertoire and can now provide the new Certificate IV in Training and Assessment (TAE40110) course. This nationally accredited course can be delivered in several different modes, including face to face over 10 days, via distance learning/correspondence or a combination of both, with the option to upgrade from the previous Certificate IV in Training and Assessment (TAA40104). The distance learning/correspondence delivery option is at the very reasonable cost of $1,295.00. The new Certificate IV in Training and Assessment (TAE40110) is the qualification required by trainers and assessors to teach and assess in TAFE and private Registered Training Organisations (RTOs). The course includes 10 units covering design, delivery and assessment. It is very interactive and would benefit anyone who has a component of delivering training or assessment within their position or daily tasks. For full details of this course visit http://www.dowellsolutions.com.au/training/ If you’re interested in this course or any others that are listed on our website http://www.dowellsolutions.com.au/training/, for you or your employees, drop me an email info@dowellsolutions.com.au or call us on 0408 471 570 so we can discuss how we can meet your needs. Pre-Employment Testing 2011-05-02T01:51:00Z pre-employment-testing The cost of recruitment to employers is often a huge expense that we only plan or pay for when forced to. Therefore, it is essential that through our recruitment process that we get it right every time. This article will discuss the importance of pre-employment testing and provide some examples and ideas on how to implement basic pre-employment tests into your organisations recruiting process. I know many organisations that have employed people based on great applications or a great performance at the interview, only to find in the first week into the position they can't do what they said they could and often the employer either pays for the extra training required or has to readvertise the position. This ultimately puts your business on the back foot to where they could have been if they had someone that could hit the ground running, or at least skipping, on commencement of the position. Why test Most organisations have a recruitment process that includes an application, interview, referee check processes and sometimes a medical check and that's where it ends. We don’t actually test if the candidate can actually perform the tasks we are asking of them. Organisations that implement pre-employment testing into their recruitment processes will enable their recruitment team to make the best possible choice of the candidates that present themselves. When to test It is strongly recommended that you include some pre-employment testing either at the interview stage or after the interview once you've made a further short list from your interviews, i.e. with the top two or three candidates. Pre-employment testing gives you the confidence that the candidate can actually perform in the way they stated they could as per their application and interview. These tests can be small, no longer than an hour and we need to make sure that we advise the candidate that they will be participating in a test, the type of test and if they need to bring anything along with them. You must ensure your pre-employment testing is relevant to the position, and there is no discrimination through the process. You can test candidates against tasks or behaviours that have been covered in the position description or in the selection criteria. Pre-employment testing could include the ability to use a certain software application, to test phone answering techniques, problem-solving techniques, literacy, safety behaviours or even a quick quiz. What to test To work out exactly what you want to test in your pre-employment testing, you first need to identify what are the most important tasks or behaviours that the candidate needs to be able to perform in the position. This might only be one or two predominant tasks and you test against them. Let's say you are employing a typist and one of the key selection criteria was to be able to type 60 words a minute with 90% accuracy. Due to the workload this position gets this criteria and ability is extremely important. In this particular case you could set up a typing test either before or after the interview to ensure the candidate can actually do this. There are many free typing tests available online. Examples Below are some examples of internal testing that you could do depending on the different positions. Accountant: You could provide the candidates with a mock general ledger and have them balance it. You could ask them for a description of certain terms that are generally used in this position. For example, debtor, creditor, EFT, general ledger, etc. Mechanic: You could set up a table of tools that a mechanic would use and have the candidate identify the tools and provide examples of how you would use them. You could do the same with substances such as petrol, diesel and oils. Stockman: You could have the candidate demonstrate that they can saddle up, ride a horse and maybe even round up a herd of sheep or cattle. Marketing: The candidate could do a mock press release or a flyer for a certain event providing them with a computer, the details of the event and a timeframe. This will also demonstrate what software packages they can use. Teacher: Provide the candidate with a syllabus of a course that the successful candidate will be teaching and ask them to map out a lesson plan. Administrative or Clerical: You can have the candidate do several small tests around the office using the computer, the photocopier, doing word processing and answering the phone. Information Technology: You could create a scenario where a computer is not working and have the candidate identify and rectify the problem. Or create a scenario of connecting a printer to a computer. Depending on the type of position you may even require the candidate to set up a server or maybe even a domain. Information technology is another position where you could give a quiz in regards to terminology that is used in the industry and their understanding of it. Machine Operator/Driver: For positions where being able to operate heavy machinery such as, excavators, bobcats, forklifts, cranes, etc., you could have the candidate demonstrate a pre-start check on the equipment and then ask them to do a small drive or operation such as dig a hole, move a pallet of goods, etc. Telemarketing: You could provide the candidate with a scenario of taking a phone call. This gives you the opportunity to personally see and hear their phone mannerism and skills, and how they deal with a situation or even a difficult customer on the other end of the phone. Positions where safety is imperative: In positions where safety and sound safety knowledge is imperative; you could provide them with a picture that contains several hazards and ask them to identify the hazards. Depending on the level of the position you could continue and have the candidate risk assess each hazard identified and then recommend some control measures. Remember that if you implement pre-employment testing for a position in your organisation that the same pre-test must be completed for those shortlist candidates which have applied for that position. Some pre-employment testing can be done internally at only the cost of your own time and resources. Other pre-employment testing can be done externally with organisations that specialise in psych analysis, drug or alcohol and health testing. External testing can be expensive, however is definitely worth your while and this is why many organisations only do external pre-employment testing on the top two candidates after the interview. The Importance of Pre-Employment Medicals 2011-05-02T01:35:43Z the-importance-of-pre-employment-medicals Recruitment can be a costly and resource hungry exercise, however if we don’t get it right and protect our business and employees by implementing pre-employment medicals in our recruitment processes it will often cost us more than what we bargained for. Pre-employment medicals provide you with a base line benchmark understanding of potential applicants’ medical status for items such as: hearing, eyesight, lung functions and general fitness, in order to ascertain if they are medically fit and capable to carry out the tasks that the position you are hiring for requires of them. This information is vital to ensuring you are not setting someone to fail in a position by employing someone who has a tiny frame with little strength and into a position that consists of heavy manually handling all day long. If you were to do this, it would only be a matter of time before you have manual handling injuries such as sprains or strains and back injuries which would lead to workers compensation claims. If you currently do not have pre-employment medicals as part of your new entrant process, or even if do, below are some tips on what to look out for and how to ensure you are doing it legally. Having pre-employment medicals in place sends a strong message to applying candidates that you are serious about their health. 1. Pre-employment medicals should be a part of all business recruitment process, however they should never be the single indicator of why an individual is not successful in a position. 2. Ensure your pre-employment medicals policies and procedures are in line with the AS4811-2006 Employment Screening. 3. Ensure your pre-employment medicals policies and procedures are non-discriminative. 4. Ensure that you screen for health issues that are relevant and exclusive to the tasks and duties being asked to perform, and to conditions that they may be getting exposed to. i.e. if hearing protection is required to be used in the position, it would pay to have a hearing test that includes the frequencies of industrial deafness as part of the pre-employment medical in order to give you a benchmark for any future claims of loss of hearing. 5. If you include a drug and alcohol test as part of your pre-employment medical, ensure your company policies are clear about why you do this testing, how the tests will be carried out, the chain of custody of the results and what are, if any, levels or tolerances that are accepted. 6. Include a functional capacity screening where high levels of physical activity is involved and required in the position. Research has proven that screened employees have a less injury rate that those not screened, and functional capacity screening has lowered the severity of workplace related back strains and other workers compensation costs (Nassau, 1999). 7. Ensure all medical reports are checked to ensure the “Is Medically Fit” box is ticked. 8. Some industries and positions require an annual medical screening to ensure employees are medically fit. For example, truck drivers over 50 years of age. I hope this article has encouraged you to either commence pre-employment medical screening in your organisation or at least improved your current practice. Remember, all medical reports and records pertaining to personal medicals outcomes must be kept confidential. Training Gift Vouchers (New) 2011-04-29T02:41:06Z training-gift-vouchers-new Dowell Solutions today is announcing a unique gift idea for family, friends or corporate associates. Dowell Solutions Training Vouchers can be purchased for the full value or part value of a distance learning/correspondencecourse. What better way to support and encourage your friends or family in gaining a qualification or furthering their education. All distance learning/correspondence courses are listed below and are identified by an (*) next to them. The vouchers can be sent directly to the individual or to the purchaser. Accredited Training (aligned with local RTOs) Following are the certified training courses thatare provided by Dowell Solutions: Certificate IIIin Business Administration BSB30407* Certificate IV in Business Administration BSB40507* Certificate IV in Front line Management BSB40807* Course in OHS Consultation, 90502 NSW (OHS Committee Training) Certificate IV in Occupational Health and Safety BSB41407* Diploma in Occupational Health and SafetyBSB51307* Monitor a Safe Workplace BSBOHS407A* Participate in OHS InvestigationsBSBOHS508B Identify Hazards & Assess OHS Risk BSBOHS403B Manage Workplace Safety PSPOHS602A Follow Safe Manual Handling Practices HLT HSE204B Coming soon….. Certificate IV in Training and Assessment TAE40110* * Denotes course is available via distance learning/correspondence To purchase a Training Gift Voucher simply contact us. For great information on the benefits of studying via distance read this article“Benefits of studying via distance: Enticing everyone to get an education”. How To Develop Your Occupational Health & Safety (OHS) Committee 2011-04-26T06:23:07Z how-to-develop-your-occupational-health-amp-safety-ohs-committee Moving your Occupational Health and Safety (OHS) Committee from non functional to highly functional and effective can be a dream come true to some employers. To others it is a way to ensure they met their legislative requirements and complete tasks that ensure proactive risk management is continually occurring. By having and allowing others to perform hazard identification, risk assessments and incident investigation. It can reduced the pressure on front line managers/supervisors and OHS Officer. Here are some ideas on how to further develop your OHS committee into a functional and effective group. 1. Train your OHS Committee – Start with the legislative training, Course in OHS Consultation, (OHS Committee training) and then further develop them in hazard identification, risk assessment, incident investigation. Therefore providing others in the organisation that can be utilised to carry out these tasks to support others or when the need arises. 2. Give them the tools they need - Provide them with copies or access to the current OHS legislation, any relevant Codes of Practice, Australian Standards, Industry Standards and the organisations policies that may be relevant. 3. Develop an OHS Committee Constitution and/or a Team Charter -Provide them with resources to work through a constitution or team charter that is clear about their roles and responsibilities on the committee and how they will consult with others, make decisions, work together and function as an OHS committee. 4. Involve them – With safety activities such as the development of the annual safety plan, workplace inspections, risk assessments, incident investigation where appropriate, hazard identification, and safe work method statements. 5. Have them assist with OHS Systems audits - Involving them when your OHS systems are being audited can be a valuable exercise. Even if they escort the auditor around the site, or carry out the onsite induction, you will be surprised the learning someone will absorb from listening to an OHS systems auditor for a day. 6. Utilise them in OHS Policy development and review – Utilise the OHS committee as your vehicle to consult to the rest of the organisation on OHS policy and procedure development, review and improvement. This will help you meet your consultation obligation from the OHS legislation. 7. Include them when making decisions – On items such as what safety training or safety video should be shown to staff, trials on new safety products or which personal protection equipment (PPE) should be used. 8. Provide an annual budget – It could be as little at $1000 or as big as $10,000, allowing the committee to make a decision and carry out the planning on what issue or areas the funds are to be spent on. This will provide some ownership and accountability to your OHS committee. Plus it will provide them with some understanding of what management goes through when deciding where to spend funds to reduce risk. 9. Provide team bonding opportunities – This could be as small as holding a quick 15 minute meeting to cover off attendance and reports. Then heading out onsite to participate in a workplace inspection together to identify hazards and complete risk assessments as a team. Instead of having a long winded formal OHS committee meeting. Having an OHS committee over an afternoon tea, coffee or even providing a lunch or a cake can create a productive environment. Some large organisations send their OHS committees to legislation updates and workshops and others to annual safety shows. The gains from these are always positive and educational for the OHS committee and the employers. 10. Encourage and Reward you OHS Committee – Remember to thank your OHS committee for their contributions, not only is this common courtesy it will go a long way towards building a strong relationship with them. Rewarding your committee when there is genuine achievement is also important, just as you would reward other staff for achievements. The reward could be a small morning tea, providing a lunch at their next meeting, an acknowledgment in your newsletter or the local newspaper, the ability to participate in extra training etc. Whatever reward you choose, it does not need to be monetary. The more of these ideas and concepts you install over time the more it will increase the functionality and the effectiveness of your OHS Committee. Not only will these make a positive change for the people involved, it will assist you in meeting some of your legislative obligations and requirements which in turn assist in providing a safer workplace for your employees. How to Reduce Your Workers Compensation Premium 2011-04-26T06:19:56Z how-to-reduce-your-workers-compensation-premium Several components add up to how much your annual workers compensation premium will be, if you know what they are and which ones you can control, you can then work on reducing them. Workers compensation insurance premiums are based on a number of components including: The industry in which the employer operates (the industry premium rate takes into account the costs of compensation claims that have occurred in the industry) The amount of wages the employer pays to its workers The costs of any claims made by their workers (for employers with a basic tariff premium greater than $10,000 and with wages greater than $300,000) The dust diseases levy The mine safety premium adjustment (for mining industry employers) The components that are out of your control are the industry tariff, cost of medical providers and the dust levy. Following are some ideas on how you can potentially reduce your workers compensation premium. Ensure proactive safe systems at work to minimise injuries One of the major components you can control is people not getting injured in the first place. Ensuring safe systems of work and regular hazard identification and workplace inspections will help with this. Ultimately, the safer workplace you have will lead to fewer injuries that occur which will result in less claims and a reduced premium. Basically, a reduction in your workers compensation claims will equal a reduction in your workers compensation premium. Understand the cost of claims The main factors to a cost of claim are - the type of injury sustained; the amount of lost time incurred; the length of time a claim is open; and how many claims remain open from one premium year to the next. Check your basic tariff Ensure you are listed under the correct industry tariff that best describes the process and work that is performed in your organisation. Investigate to see if you can split parts of the organisation into cheaper tariffs i.e. a manufacturing process line would be one tariff, however, any administration or office workers could be under a cheaper tariff as their work is less hazardous. Check your employer categories are correct Ensure that your premium has listed the correct category based on the determination of your business i.e. small, medium or large. Small employers do not have their premiums experience adjusted where as medium to large employers do. Manage and review your claims closely Where possible have a designated person who is trained in Return to Work and Rehabilitation to manage your claims closely.Have a rehabilitation coordinator/provider go to the doctor with the injured employee (where appropriate, and permission has been granted) to ensure the treating doctor is aware of the type of tasks the injured worker has available to them for suitable or light duties. Also, ensure quarterly reviews with your insurance company and any external rehabilitation providers as this gives you the opportunity to understand what each party is doing and where they are up to with each claim. If you are concerned about the medical evidence you are receiving regarding an injured or ill employee you are entitled to get an independent medical examination to determine the nature of the injury. Provide suitable duties Having employees “unfit for work” is what will drive the cost of the claim up quickly and also add to the next three (3) years premium. Ensuring you have suitable duties available to have someone back at work, even it is on restrictions and less hours is not only better off for the employee, it will also reduce the final cost of the claim and therefore reduce your premium. Remember, suitable or light duties cannot be demeaning. Ensure your claims are closed ASAP Having claims open over your renewal can add cost to your premium. Also having claims open longer than required can also increase the value of the forecast of a claim. Therefore, having your insurer close the claim as soon as practical is good practice and will save you dollars. As soon as you get someone back to work with a full clearance after an injury, advise your insurer and seek for the claim to be closed as soon as practical. Usually they will wait until they have all the invoices from medical treating doctors. Be organised It may sound obvious, however, you would be surprised to know that many companies don’t communicate to their insurer unless they have a problem with an injured worker. Some only know their premium year has ended when they receive an invoice or request to update their information or their wages declaration. Knowing when your premium year ends gives you the chance to ensure your insurer has closed any claims that are still lingering. Put dates of medical appointments and medical certificates in your diary so you can follow them up and ensure an injured employee attends the appointment and provides you with an updated medical certificate. Ensure your workers compensation claims files are kept separate to your personnel files and are kept under lock and key for security and privacy. Have template documents and forms ready for filling out and processing when claims occur. Have one folder per person per claim, with all documents in date order. This is so if you are ever legally requested to present the information from the file, it can be photocopied easily and will read like a story of events, or if WorkCover request the file they only take the file of the claim not their entire personnel file. Being organised will ensure your claims are managed effectively and efficiently. Never use uninsured subcontractors This is common amongst employers particularly in the construction industry. If you do not ensure a subcontractor has the correct and proper workers compensation insurance, they will be covered by your workers compensation insurance if the subcontractors are injured while working for you. This will then in turn increase your premium and you will have an owing to your insurer for the end of year premium audit, plus it will increase your premium for the next three years policies. The above list of ideas to reduce your workers compensation insurance premium can be done independently, however, combining them and implementing them all will provide a greater affect for your organisation and provide a better reduction in your workers compensation insurance premium. It is important to remember the best way to minimise your workers compensation insurance premium is by providing a safe work environment and not injure or cause illness to your employees. 11 Tips to Improve Your Resume Today 2011-04-26T06:11:02Z 11-tips-to-improve-your-resume-today With the employment market tightening up it is even harder now more than it has ever been before to get your foot through the door to obtain an interview to land the perfect job. The following 11 tips will help you improve and enhance your resume today so your resume is easy to read and clearly identifies your abilities to your prospective employer. Therefore, providing you with the opportunity for your resume to stand out from other resumes and applicants. 1. Leave out the cover title page Cover title pages only create a barrier for the prospective employer that is reading your resume. They never get read and they don't create any purpose in your resume. So don't waste any time, effort or money in creating or having a title page on the front of your resume. 2. Put your name and phone number in the footer of each page By putting your name and phone number in the footer of each page helps the prospective employer when reading your resume to remember who they're reading about quickly without having to glance back to the front page. It also assists with collating the pages just in case for some reason the pages are separated. 3. Number your pages X of Y Numbering your pages X of Y in the footer of the page (e.g. Page 1 of 6), will assist if the pages become separated. If one page is missing the prospective employer reading your resume will easily be able to pick this up. 4. Include achievements with your employment history Including an achievement with your employment history helps build integrity about your work ethic and your ability. It demonstrates that not only could you do the job but you also did it at a higher standard and was recognised for it. 5. Keep your font consistent Whatever font or font size you use in your resume ensure it is consistent and use it right the way through your resume. This will make it easier for the prospective employer to read and not be confusing on the eye. 6. Have someone proofread it for spelling or grammatical errors Having someone proofread your resume for spelling and grammatical errors is very important. There is nothing worse than submitting a resume to a prospective employer to find that you've misspelled a word or have grammatical errors through it. This in itself could diminish how successful you are in getting an interview. 7. Know the difference between a resume and a CV (Curriculum Vitae) It is important to know the difference between a resume and curriculum vitae as some employers will ask for a resume and others will ask for a curriculum vitae. The difference is simple. A curriculum vitae is a document that sets out every type of employment and work experience that you have had throughout your life. A resume is work experience and employment that you've had that is relevant to the position you are applying for and sometimes only goes back for the last 10 years. 8. Steer clear of pretty borders, pictures and fancy fonts Fancy fonts, pretty borders, and pictures only confuse the eye when the prospective employer is trying to read your resume and absorb the importance of the content you are trying to portray. Ensure your resume is clear, concise and utilises white space effectively and steering clear of pretty borders, pictures and fancy fonts. 9. Ensure your referees will promote you in a positive light Having referees that will promote you in a positive light to your prospective employer is really important. You would be surprised how many referees I have called throughout a recruitment process that either wouldn't comment on the individual or had nothing nice to say about the individual. However, it was obvious that the individual was unaware of this. In some cases this could be the difference between whether or not you are successful in landing the position that you've just been interviewed for. If you're unsure of how your prospective referee will promote you, ask them what they are likely to say if called before you place them in your resume as a referee. 10. Ensure when you list your knowledge and skills that these are changed and rearranged for each different position you apply for Having your knowledge and skills listed in order of importance to the position you are applying for will make it easy for the prospective employer to read your resume and feel confident about how good a fit you will be into their business. If you can line up your knowledge and skills to reflect those that are listed in that position or job description your also giving yourself that extra opportunity as these will be the first ones the employer will read under your heading skills and knowledge. Don't make the employer work hard to read and understand your abilities. 11. Use verbs When writing your resume you want use words that describe activity, action and demonstrates doing. Such as: high levels, has the ability, sound skills, demonstrated skills, demonstrated ability, proven ability, experienced in, I facilitated, was involved in, etc., to begin your sentences. I hope these 11 tips have enabled you to improve and enhance your resume today and provide you the opportunity to stand out from the rest of the crowd. For further advice and direction throughout the recruitment process including writing strong selection criteriacontact us at www.dowellsolutions.com.au