Compulsory COVID vaccination has been in the news lately and you may be considering what’s best for your NFP.
If you are an employer and thinking about a vaccine mandate for your workers, there are many things to consider.
If you want to go down that path as a last resort here’s how to do it ethically.
Attracting and keeping top talent can be a challenge for not-for-profit organisations that can’t pay “the big bucks”. But often money isn’t the main benefit people are looking for.
Savvy NFPs can differentiate themselves and stand out as an employer of choice with better, more progressive leave policies that can help to support your team members at the challenging or important times in their lives.
Here are 12 different types of leave your organisation could consider offering.
Multiple sexual assault and sexual harassment complaints from workers and staffers at Parliament House in Canberra this year have been a cautionary tale for many organisations on how not to handle a serious workplace incident.
Here are 14 best-practice recommendations drawn from the Foster report that can help to improve your organisation’s response should a serious work place incident occur in your workplace.
The unprecedented challenges of the pandemic have tested many NFP employees to their limits. So why have some been able to bounce back and carry on while others have struggled?
The answer may be resilience – a characteristic that gives teams the capacity to survive and even thrive in the face of adversity.
And the good news is it’s not an innate trait. It can be developed.
Working from home has revealed that employees can have it all and they don’t want to lose this privilege. A recent survey showed that almost half of employees would look for a new employer rather than give up the ability to work from home at least part of the time.
Here are four proposals for employers to stave off employee turnover during the return to in-person work.
Lack of sleep may be triggering the next workplace health crisis: almost four in ten Australians admitting they aren’t getting a good night’s rest.
Educating managers about sleep and its benefits is crucial to ensuring they can manage teams to deliver maximum impact to your organisation – and your clients who depend on them.
When your people are well, your organisation stands to benefit from higher productivity and higher staff retention.
Having a policy in your workplace – to frame staff actions on mental health and provide clarity for helping employees and managers speak openly and find solutions – can help set the foundations for supporting the mental health of employees and strengthening your organisation.
Have you noticed a workmate behaving differently? Do they not seem their usual self?
Many people will be hesitant to start a conversation but this may be pivotal in them getting the help and support that they need to get and stay well.
Here are some tips for having that conversation.
Many in our community provide often unseen informal care, with the majority of carers being female, over the age of 45. Many of these invisible informal carers are also juggling employment.
COVID-19 is an opportune time – NFP employers have a unique chance to protect the physical, emotional and financial well-being of their carer-employees through creating a carer-friendly work culture.
2020 has seen fires, an ongoing climate crisis, a global pandemic and now an emerging economic crisis as the real unemployment rate heads above 13 percent.
It’s enough to make even the most resilient NFP staff member feel stressed, anxious, worried and potentially burned out. So as a manager or HR professional, what can you do to help your staff – and yourself – avoid burning out?