Getting the Right Staff and Keeping Them
Bob Kello
Principal of Industrial Mediation Services
Bob is an experienced and respected expert in the field of industrial relations. Bob discussed issues relating to the management of farm staff and workers in times of uncertainty such as drought.
Can you tell us a bit about yourself?
I’m an Industrial Relations specialist who started Industrial Mediation Services 10 years ago, following 20 years experience with the Federal Government. I specialise in areas of Human Resource management and the practical side of the industrial relations and how it affects employers.
Could you please describe some ways that growers can recruit suitable staff?
It’s all about knowing your business. If you do know you business, as most growers do, then it’s looking at what it is you want from your employee, how you can recruit the right employee for your business and how to best research their employment background.
What are some of the basic things growers should be aware of when recruiting?
Obviously, be aware of your legal requirements and making sure you comply with these. If you get this part right then the rest will follow on from there.
Could you please give some examples of the best ways growers can maintain their staff?
The cotton industry, in fact the agricultural industry in general, is fairly unique in the ways you can provide benefits to employees. By this I mean on-farm accommodation and the like. You can negotiate with your employees outside the award system to best benefit them.
What are the main legal pitfalls in employment issues that growers should be aware of?
I think without doubt the major pitfall for growers is the way they structure their working relationship with their employee. Many employers really try to do the right thing but leave themselves open to the system when offering those incentives, things like flat rates of pay and even annualised salaries that can be a pitfall at the end of the day if not done properly.
What can growers do to avoid these pitfalls?
I’d like to say that they should contact an expert in the area and obtain some advice whether from an independent professional like myself or from a range of relevant government departments. You can never have enough information. At the end of the day it’s all about making sure you as aware as you can be.
What’s the single most important message growers can take away from your presentation?
To be aware. If you’re aware of your legal rights and obligations you can then make sound decisions based around your particular farming requirements. All growers need to be skilled in human resource management.
