The Employment Shop

Name: The Employment Shop
Address: Perth, WA, AU
Telephone: +61413927471

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The Employment Shop

HR & Recruitment
Affordable. Simple. Done.

Supporting small business with streamlined HR, straight forward recruitment services, and ready-to-use tailored templates.

28/05/2026

If you have an underperformer in your business and they’re still there… you’ve already approved their performance.
Not intentionally but operationally because:

• Deadlines were missed → no reset
• Work fell short → no consequence
• Gaps were explained → not addressed

Then it becomes the standard.

In a small business, performance isn’t defined in policies, It’s defined by what leaders consistently enforce.
And this is where managing people often falls down.

The anatomy is simple:
→ Clarity Are expectations and outcomes clear?
→ Capability Can the person actually deliver?
→ Accountability Do you act when they don’t?

How to fix it:
→ Set clear outcomes
→ Address it early
→ Follow through every time

Because what you tolerate today… becomes how your business performs tomorrow.

14/05/2026

Employees ‘slacking off’ can be frustrating for small business owners but legally, it’s different to dishonestly claiming pay for hours not worked.

Time theft usually involves dishonesty, like:

👉🏻 Inflating timesheets / claiming hours not worked

👉🏻 Starting late or finishing early without approval (and still claiming the time)

👉🏻 Doing personal work/side hustle while on the clock (and hiding it)

👉🏻 ‘Looking active’ while working remotely

'Slacking off' / poor performance is different (and usually needs coaching and a performance management process).

If you suspect time theft, do this first:

✅ Check your evidence (timesheets, rosters, system logs)

✅ Follow a fair process (don’t jump straight to accusations)

✅ Make sure your policies support any monitoring/surveillance

✅ Document everything!
Employees ‘slacking off’ can be frustrating for small business owners but legally, it’s different to dishonestly claiming pay for hours not worked.

Time theft usually involves dishonesty, like:

👉🏻 Inflating timesheets / claiming hours not worked

👉🏻 Starting late or finishing early without approval (and still claiming the time)

👉🏻 Doing personal work/side hustle while on the clock (and hiding it)

👉🏻 ‘Looking active’ while working remotely

'Slacking off' / poor performance is different (and usually needs coaching and a performance management process).

If you suspect time theft, do this first:

✅ Check your evidence (timesheets, rosters, system logs)

✅ Follow a fair process (don’t jump straight to accusations)

✅ Make sure your policies support any monitoring/surveillance

✅ Document everything!

06/05/2026

A Performance Improvement Plan (PIP) shouldn’t be a paper trail to an exit, it should be a genuine opportunity to reset expectations and support performance.

This is what effective PIPs do:

✅ Set clear, measurable goals (no vague expectations)
✅ Provide structured support (training, coaching, regular check-ins)
✅ Define realistic timeframes (not rushed or open ended)
✅ Ensure two way communication (not just top down directives)
✅ Focus on outcomes and behaviours, not personality

👍🏽 When done well, PIPs can rebuild confidence, improve performance and retain valuable employees.

👎🏽 When done badly, they damage trust and increase risk, both culturally and legally.

👉🏻 If you’re using PIPs, ask yourself:
Is it genuinely about improvement or documenting an outcome already decided?🤔

28/04/2026

Tuesday 28 April 2026 is World Day for Safety and Health at Work, highlighting the importance of ensuring a healthy psychosocial working environment for all.

By addressing psychosocial hazards such as workload pressures, poor support, bullying and workplace conflict, we can protect both mental and physical health.

Creating respectful, supportive and psychologically safe workplaces helps everyone feel valued, supported and able to do their best work.

24/04/2026

We stand in remembrance and gratitude this ANZAC Day.

Lest we forget

17/04/2026

When did you last ask: Is this workload still reasonable?

High job demands are now a recognised psychosocial hazard in Australian workplaces, not just “part of the job.”

If workload pressure is:

⚠️ ongoing
⚠️ unclear
⚠️ under resourced

…it may quietly be creating risk for your people and your business.

02/04/2026

🚨 We’re proud to be recruiting on behalf of the WA Police (WAPU) a purpose driven organisation dedicated to advocating for the rights, wellbeing and workplace conditions of WA police.

If you’re passionate about industrial relations, advocacy and making a real difference, this could be an exciting next step. We welcome applications from experienced professionals and those bringing strong transferable skills, including emerging talent keen to grow in an industrial environment.

Know someone who would be a great fit? Please share or reach out if you’d like to have a private discussion about the opportunity.

📥 Check out the details in the post

26/03/2026

The Employment Shop is partnering with the WA Police Union (WAPU) to support the appointment of an experienced Project Manager to lead the completion of a business critical CRM implementation.

This 3 month contract role will see you manage the end to end delivery of the CRM, working closely with senior stakeholders and external vendors to ensure successful outcomes.

📍 West Perth
⏳ 3 month contract – with possible extension
💼 High impact, delivery focused role

👉 Apply via SEEK or contact our team at [email protected] for a confidential discussion.

19/03/2026

🤝 We’re partnering with the WA Police Union (WAPU) to appoint a Union Secretary.

💼 A senior leadership role focused on:
• Strong governance
• High quality service delivery
• Supporting members

👉 Interested or know someone who would be a great fit?
📲 Apply or share. Details below👇

13/03/2026

Anonymous complaints in the workplace are easy to dismiss but doing so can be risky.

Complaints can often come through surveys or feedback submitted anonymously and typically they are the first sign of a deeper workplace issue.

Many employers assume that If it’s anonymous, they don’t have to do anything but the reality is more nuanced.

If an anonymous complaint points to a potential risk to employee wellbeing or psychosocial safety, employers still have obligations to respond even if the person isn’t identified.

That doesn’t mean acting blindly but it does mean doing nothing isn’t a safe option either.

A smarter approach includes:
• Looking for patterns rather than proof
• Checking in with teams through sensitive, routine conversations
• Reinforcing expected standards of behaviour
• Using surveys or follow ups to test whether issues are broader

Handled well, anonymous complaints can act as an early warning system, not a threat.

Address

Perth, WA

Telephone

+61413927471

Website

https://theemploymentshop.com.au/

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