Scope & Sequence Consulting

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Mentoring HR Professionals, Empowering Businesses to Succeed✨️

Expertise: Allied Health & Disability (HPSS & SCHADS)
🌻HR Consulting
🙋‍♀HR Mentoring
🙌 ER/IR, Contracts, Award, Policies, Performance, Grievances and so much more.

✨️Making HR stress free

With the current cost of living crisis, we all know that the budgets are tight, so keeping employees engaged requires mo...
02/04/2025

With the current cost of living crisis, we all know that the budgets are tight, so keeping employees engaged requires more than just financial rewards.

The good news? Some of the most effective recognition strategies cost little to nothing!

1️⃣ Recognise Behind-the-Scenes Work – Celebrate contributions beyond just results. Awards, certificates, and shoutouts make a big impact.

2️⃣ Encourage Peer Recognition – Genuine praise from colleagues fosters a positive culture and deepens team connections.

3️⃣ Design Work for Growth – Give employees stimulating tasks, development opportunities, and autonomy to keep them motivated.

4️⃣ Introduce Job Rotation – Offering new experiences, skills, and responsibilities keeps work fresh and engaging.

5️⃣ Leadership Time & Mentorship – Direct feedback, career conversations, and leadership engagement help employees feel valued.

💡 HOT TIP: The best rewards are personal, purposeful, and aligned with your company culture. Money isn’t the only motivator—genuine appreciation goes a long way! Get to know your employees, know what they appreciate, and you'll be surprised to know it's so much more than just money!

✅ T R U E . Under the Fair Work Act 2009, employees who have worked for the same employer for at least 12 months before ...
01/04/2025

✅ T R U E .

Under the Fair Work Act 2009, employees who have worked for the same employer for at least 12 months before the birth or adoption of a child are entitled to unpaid parental leave. This applies to full-time, part-time, and eligible casual employees.

Casuals are eligible as long as they fulfil the below criteria:
1. They have been working for their employer on a regular and systematic basis for at least 12 months

2. They have a reasonable expectation of continuing work for their employer on a regular and systematic basis, had it not been for the birth (or expected birth) or adoption (or expected adoption) of a child.

Unpaid parental leave applies to employees who have, or will have, responsibility for the care of a child.

Each parent can take up to 12 months unpaid parental leave, or up to 24 months if their employer agrees. An employee’s entitlement to unpaid parental leave is not affected by how much leave their partner takes.

The parents can be working for the same or different employers.

🤔As a business owner, you might wonder about the rules around public holiday work.➡Under the Fair Work Act 2009, employe...
01/04/2025

🤔As a business owner, you might wonder about the rules around public holiday work.

➡Under the Fair Work Act 2009, employers can request employees to work on a public holiday—provided the request is REASONABLE.

❌At the same time, employees have the right to decline if they have valid reasons.

✅The responsibility falls on the employer to prove the request is fair, while the employee must justify their refusal.

Interestingly, the Fair Work Act doesn’t specifically address employees volunteering to work on public holidays. Instead, state legislation determines which businesses can operate on certain public holidays, as long as employees have genuinely chosen to work.

Importantly, there’s no law outright prohibiting work on public holidays—what matters is that the arrangement aligns with legal requirements and fair workplace practices.

🙋If you're unsure how this applies to your business, it’s always a good idea to get tailored advice to stay compliant while keeping your team engaged and supported.

Casual employment changes are here! 🚨 As of today (26 February 2025), eligible casuals can request to switch to permanen...
26/02/2025

Casual employment changes are here! 🚨

As of today (26 February 2025), eligible casuals can request to switch to permanent employment under the employee choice pathway—and employers can only refuse under certain conditions

To be eligible for conversion from casual to permanent employment under the new employee choice pathway, a casual employee must:

Employment Duration: Have been employed by the same employer for at least 6 months. For small business employers (fewer than 15 employees), the requirement is 12 months

Employment Status: Believe that their work arrangement no longer fits the definition of a casual employee, meaning they have a predictable and regular work schedule.

Additionally, employees cannot submit a conversion request if they are currently involved in a dispute with their employer about changing to permanent employment or if a similar request was refused in the previous 6 months

Struggling to stay up to date with all the HR changes?

Why not subscribe to my newsletter so you will be updated!

Every success, whether big or small, is the result of dedication, effort, and a deep passion for the goal.It's often the...
14/02/2025

Every success, whether big or small, is the result of dedication, effort, and a deep passion for the goal.

It's often the unseen hours, challenges faced, and perseverance that truly shape the outcome.

The journey towards any achievement is as important as the destination itself, and it's these experiences that build resilience, character, and ultimately, success.

Let this be your reminder that hard work and passion go hand in hand, pushing us to grow, overcome obstacles, and reach our fullest potential.

I have been very lucky to support many entrepreneurs in achieving their goals! Share yours below and lets celebrate together 🥳

F A L S E ❌Employers are not legally required to provide coffee / tea / milk to their employees. There is currently a po...
13/02/2025

F A L S E ❌

Employers are not legally required to provide coffee / tea / milk to their employees. There is currently a poorly worded blog post circulating that gives the impression that this is a legal obligation...

However, this is not the case.

Legal requirements related to workplace conditions can be found in the National Employment Standards, as well as the relevant Award or Enterprise Agreement.

Generally, there is no legal obligation to provide such amenities.

While it's not a legal requirement, offering these items can go a long way in creating a positive work environment.

Employers should strive to make their workplace welcoming and comfortable for their staff, but it’s not something mandated by law.

What are some of the "nice to have" things you are / your employer is providing to you?

We all want more feedback, but do we actually give it to others?Giving feedback isn’t always easy, but it’s one of the m...
13/02/2025

We all want more feedback, but do we actually give it to others?

Giving feedback isn’t always easy, but it’s one of the most powerful tools we have to improve performance and foster growth.

When done right, feedback can build trust and transparency within teams, encouraging better collaboration and communication. It’s about being clear, constructive, and respectful so that the message lands well and sparks positive change.

It’s not just about pointing out areas for improvement—feedback should also highlight what’s working. This helps individuals grow, feel valued, and understand how they contribute to the bigger picture.

The more feedback is woven into your team's daily routine, the more it becomes a natural part of how you work together and hold each other accountable.

When feedback is delivered regularly and thoughtfully, it creates a culture where people feel empowered and motivated to reach their full potential.

When is the last time you've provided feedback? Do you have any tips / hacks to share to make it easier?

🤔We have all heard about probation period, and have gone through it, but do you understand the true purpose of probation...
11/02/2025

🤔We have all heard about probation period, and have gone through it, but do you understand the true purpose of probation?

➡A probation period is a TRIAL phase at the beginning of a new job or employment contract.

📅Typically lasting six months, it allows both the employer and employee to assess whether the working relationship is a good fit.

🕵️‍♂️During this period, the employer evaluates the employee's performance, skills, attitude, and overall compatibility with the company culture and role requirements.

For the employee, probation is an opportunity to adjust to the new role, understand the workplace environment, and decide if the job aligns with their career goals.

It's a time for both parties to make sure expectations are met and to identify areas for improvement or further development.

✅If the employee's performance meets the company’s standards, they are confirmed as a permanent employee after probation.

❌Conversely, if performance or expectations are not met, the employer may choose to end the contract.

Probation periods provide a clear and structured way for both the employer and employee to make informed decisions before committing long-term.

It’s completely NORMAL for disciplinary conversations to feel uncomfortable. Why?➡Because they are inherently challengin...
10/02/2025

It’s completely NORMAL for disciplinary conversations to feel uncomfortable.

Why?

➡Because they are inherently challenging.

➡Because very few of us enjoy conflict.

➡Because you are dealing with emotions.

🙋But is also shows you are a human and you care.

Addressing performance or behaviour issues with an employee can be difficult, especially when emotions are involved or when someone’s job is on the line.

However, discomfort doesn’t mean the conversation is a failure.

In fact, it often signals that the discussion is addressing important matters that require attention.

The key is to approach these conversations with professionalism and empathy, creating a space where both parties feel respected.

While discomfort is a natural part of these discussions, it also presents an opportunity for growth—for both the employee and the manager.

By navigating uncomfortable moments with clear communication and a focus on solutions, you can work toward a more positive outcome.

Ultimately, facing discomfort head-on leads to stronger, more effective outcomes and improved workplace relationships.

✅My hot tip? Think of these as IMPORTANT conversations. Don't avoid them. Because if you do... you are creating yourself another set of problems.

Now that it is February, some of us are starting to feel the effects of losing that "New Year’s resolution" momentum. Th...
07/02/2025

Now that it is February, some of us are starting to feel the effects of losing that "New Year’s resolution" momentum.

The initial excitement can often fade after a few weeks.

So how can you still try to achieve those goals?

Change your mindset!

Focus on consistently putting in small efforts every single day.

Success isn’t built in a day, but in daily habits.

Start by breaking your larger goals down into manageable tasks that you can do daily, even if they seem small.

Whether it’s dedicating 10 minutes to learning something new or planning your day the night before, these small actions add up over time.

The real power of progress comes from showing up each day, even when motivation feels low.

So, rather than waiting for the “perfect time” to tackle your goals, make today count.

Each small step you take gets you closer to where you want to be—just keep moving forward, one day at a time. Success isn’t about perfection, it’s about persistence.

Address

Ballina, NSW
2478

Opening Hours

Monday 8am - 8pm
Friday 8am - 6pm
Saturday 10am - 2am

Telephone

+61478900978

Website

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