The Australian Financial Review --- Page: 58 : 28 August 2007
Original article by Catherine Fox

LexisNexis Summary
A number of Australian companies with large female workforces have developed new policies aimed at retaining skilled workers.

With more women currently graduating with law degrees than men, many Australian law firms are being forced to take action to retain female staff. However, the moves to provide benefits such as additional paid parenting leave or an on-site creche are not generally new initiatives, but are being adopted out of necessity.

Research conducted with Perpetual Limited employees suggests that it is becoming increasingly important to permit employees to take regular leave in order to maintain high levels of productivity.

Link: http://www.humanresourcesmagazine.com.au/articles/91/0C04D891.asp?Type=60&Category=874

AS the workforce is challenged by an ageing population and skills shortages, mature age workers have become increasingly valuable. Melissa Yen speaks to Errol Peters of Sunstate Cement, examining their innovative and award winning approach to an ageing workforce.

Reading about their 5 pronged innovative efforts is well worth it.
A quick summary:
1. recognise the problem
2. a program of attack
3. the key is communication
4. acknowledge the benefits
5. maintain the success

Time to do your homework?
If not why not?

Link: http://www.contractworld.com.au/reloaded/ica-coalitionpolicy2007.php

Background
Over the last 6 months or so, ICA has been in a process of positive policy engagement on key independent contractor issues with both the federal Coalition Government and the ALP.

In early July, ICA released answers supplied by the ALP to key policy questions along with our commentary (click here). ICA remain involved with the ALP in clarifying two key issues and will release information when this process is completed.

ICA now release answers from the Coalition Government to similar questions.

General comment on Coalition policy regarding independent contractors
The key features of the Coalition policy are:
The definition of an independent contractor is totally secured as that at common law. This is hugely important because it settles a debate that has been going on for over two decades. It is consistent with International Labour Organisation positions.

The important tax position relating to Personal Services Income is settled.

Independent contractors are protected from industrial relations clauses that seek to restrict their business activities or deny them access to work.

There are clear and robust protections from secondary boycotts.

There are significant new opportunities under collective bargaining processes for independent contractors should they wish to access them.

There is security for independent contractors in that they choose who represents them (if they seek representation) and that the control of their contract is firmly in their own hands.

Independent contractors are protected from price-fixing. This is a key to securing fair business treatment.

All of these features are strongly supported by ICA. Taken in total, it is a policy package that is probably a world leader in recognizing and protecting the rights of independent contractors.

Have a read... what do you think?

Link: http://www.bersin.com/research/hitm_top22.asp

Bersin & Associates have conducted a comprehensive study where they surveyed more than 750 corporates to assess their levels of sophistication across 62 talent management processes.

The findings are somewhat surprising leading to The Top 22 representing the priority list for HR executives and line managers in the development and management of 'talent'.

Click here to read the complete article and read Bersin & Associates recommendations for the three tactics that will put your talent management strategy right on track.

Link: http://champions.universalevents.com.au/ausbts.asp?cli=CLO2037965

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