1. Ask yourself why you deserve a rise – Firstly, reread your job description. If you can show your boss you’ve gone beyond the call of duty by taking on extra work and responsibilities then you stand a much better chance of winning them over.

2. Know your worth – Do some research to establish exactly what you ought to be getting paid.

3. Put pen to paper – Before meeting with your boss it might be a good idea to provide a written copy of your case in advance.

4. Don’t ambush your boss – Warn them of your intentions.

5. Think about your timing – Picking the right time is crucial. First thing on a Monday or late on a Friday are definite no-noes. One survey picked out Wednesday as the day on which employers are most likely to be receptive to a pay request.

6. Be realistic – If you want your request to be taking seriously you need to pitch it right (don’t walk in demanding a double of your salary).

7. Learn the art of negotiation – The key to negotiating is confidence. Be sure of your arguments, present your case clearly and succinctly and, most of all, don’t be afraid of failure. 

8. Have a back-up plan

9. Keep on smiling

10. Work harder

Whether you need permanent, part-time, contract or on-hire casual staff, our team work hard to match the right person to the right job by getting to know your business ‘inside and out’, being accessible, creating relevant role profiles, sourcing and vetting the best fit candidates and providing current, viable advice on salary expectations.

For job seekers, our consultants go the extra mile to find roles and companies that are a good fit, deliver a new career challenge or are a better lifestyle match. And we never hesitate to provide assistance with resume and cover letter writing, interview techniques, and salary and contract negotiations.

• We don’t work on commission which means our focus is on finding the best candidate
• Our rates for temp/casual staff are competitive
• We have a flat fee structure for permanent placements
• We’re local, with an office mid-Peninsula in Dee Why
• We understand the needs of local businesses, NFPs and councils
• We tailor services to your unique needs

#peninsulapersonnel #keepingitlocal #recruitment #lovewhatwedo

In NSW, the new $3,000 and $5,000 hardship grants will be available to small businesses in Sydney’s Northern Beaches that were affected by COVID-19 restrictions over Christmas last year.

Northern Beaches

The $3,000 grant is for small businesses that have suffered at least a 30 per cent decline in turnover due to the lockdown, while the $5,000 grant is for small businesses that have had at least a 50 per cent decline in turnover.

The NSW government said it designed the program to cover unavoidable costs for which no other government backing is available, including utilities, rent, financial or legal advice, and other activities to support the operation of a business.

In addition to the grants, the NSW government announced it will be implementing additional measures to support businesses in the Northern Beaches, including:

• Promotion for the Northern Beaches for local attractions and welcoming visitors to the community.
• Industry-specific information on public health restrictions to assist small businesses impacted by Public Health Orders to better understand their obligations.
• Improved access to existing support including mental health resources for small business owners on the SafeWork website, Business Connect, and the Small Business Commission’s mediation services team.
• The Dine & Discover program whereby a pilot of the program will be tested in the Northern Beaches (https://www.nsw.gov.au/covid-19/dine-and-discover-nsw)

#peninsulapersonnel #keepingitlocal #news #smallbusinesses #supportyourlocal

As the Australian Government plans to start rolling out vaccinations against COVID-19 from March 2021, many employers want to know if they can force workers to get vaccinated.

The answer to this question will depend on a number of factors and your individual business circumstances.

Lawful and reasonable direction

At the core of any employment relationship is the employer’s right to issue a lawful and reasonable direction to an employee.

So you need to consider the type of work being performed and determine whether there is an increased risk associated with that role should the employee fail to be vaccinated.

Opponents to mandatory vaccination often cite human rights infringements as a basis for their objection.

In the employment context, it is true that certain provisions in anti-discrimination legislation in states and territories prohibit discrimination in ways that could intersect with a person’s refusal to be vaccinated.

Similar provisions also exist at the federal level.

For example, the Fair Work Act 2009 (Cth) prohibits discrimination against an employee on the basis of their political opinion or religion. This could include political or religious opposition to vaccinations.

However, an exception will ordinarily arise if the discriminatory action is taken because of the inherent requirements of the particular position concerned.

For example, it may very well be a genuine and reasonable requirement of employment in the childcare sector that educators and other staff members be vaccinated so as to protect vulnerable children from the spread of Covid-19.

Another example, it may be a genuine and reasonable requirement of employment in the aged care sector that all workers must be vaccinated so as to protect vulnerable older people.

In the context of COVID-19, which is considered to be more infectious and more dangerous than influenza, this exception could arguably extend to all employment that involves physical interaction with others.

In other words, it could be an inherent requirement of employment generally that employees be vaccinated against COVID-19 so as to not risk infecting others.

Workplace health and safety

On the occupational health and safety front, controlling the spread of infection in the workplace is an obligation borne by all parties.

Employees owe a duty to their employer to take reasonable care for their own health and safety, as well as the health and safety of persons who may be affected by their acts or omissions in the workplace.

Employees must also cooperate with their employer in respect to any action taken by the employer to comply with a requirement imposed by the legislation.

In light of these duties, it may be reasonable and perhaps even necessary for employers in particular sectors to implement a vaccination policy in order to protect the health and safety of all workplace participants.

#peninsulapersonnel #news #poll #employers #employees #covid

A big congratulations to Melinda, Temp of the Month, January 2021!

Melinda:

I would like to thank you for this placement as I really feel like I’ve found my tribe. I have never felt so accepted. I was part of the team from day one. The company is amazing and I’m loving my role.

Host Employer:

We have landed in clover with Mel as our temp.  There are a lot of plates that need to be kept spinning here. Mel is willing and more than capable of helping the team keep them all on the spin.  She is fantastic with our clients and was quickly welcomed into the team here with her warm nature and willingness to get the hard work done.  Another perfect placement for us by PP.  You guys always nail the brief!

#peninsulapersonnel #keepingitlocal #tempofthemonth #recruitment #northernbeaches #localpeopleinlocalroles

You’re most likely to do well in a job that you enjoy. A good way to identify jobs that you enjoy is to think about your work style. How do you like to work? Do you enjoy tasks that are:

• Practical
• Analytical
• Creative
• Helping
• Enterprising
• Administrative?

Chances are you like to work in a range of different ways.

Job Outlook is an initiative of the Australian Government National Skills Commission. Job Outlook provides information about Australian careers, labour market trends and employment projections.

Take the Career Quiz to learn more about your work style and to see jobs that match your interests. You can also use Explore Careers to filter by work style.

Finding jobs that use your skills

Skills are the language of the workplace. Many people don’t realise that the skills they’ve built in one job can be useful in many other jobs and industries. Since most people will move between a number of different jobs in their lifetime, it’s important to understand how your skills can transfer from one job to another.

People often have trouble naming the skills that they have built from their past jobs. Skills Match can show you skills you may have built in past jobs, and can also show you other jobs that use similar skills – some of these might surprise you!

Employers often value a person’s skills just as much as, or sometimes even more than, a formal qualification. You can use Job Outlook to discover the skills that are usually needed for a job. There are more than 1000 career profiles on Job Outlook, each one has a Skills and Knowledge page – view the Activities list on this page to see the skills usually needed for a job. You might have developed some of these skills in past jobs, by supporting your local school or community group, or from other life experiences.

Take on the task, you’ll be surprised.

#peninsulapersonnel #keepingitlocal #recruitment #survey #skills #workstyle #newjob #newcareer #lovewhatyoudo

Businesses are reminded that as of 4th January, 2021 the Jobkeeper payment to eligible employees has now reduced. Josh Frydenburg confirmed that the payment will end on 28 March 2021.

The new jobkeeper payments are as follows:

4 January 2021 – 28 March 2021

• Tier 1 Eligible Employee $1000 per fortnight
• Tier 2 Eligible Employee $650 per fortnight

Entitlement to the tier 1 or tier 2 rate is based on whether an employee meets the 80-hour threshold test below.

• Tier 1 – 80 hours

the eligible employee’s total hours of work, paid leave and paid public holidays was 80 hours or more in the 28 days finishing on the last day of the last pay period that ended before 1 July 2020 or 1 March 2020.

• Tier 2 – less than 80 hours

the eligible employee’s total hours of work, paid leave and paid public holidays was less than 80 hours in the 28 days finishing on the last day of the last pay period that ended before 1 July 2020 or 1 March 2020.

It will be interesting to see businesses prepare for the end of jobkeeper on 28 March 2021 or whether extending will occur.

Extending JobKeeper at the federal level would require the passage of new legislation and redesigned eligibility rules. Under the existing test, businesses need to prove they have suffered a 30 per cent or more decline in revenue in the previous quarter, compared to the same quarter a year prior.

 Businesses are learning to adapt to COVID protocols and/or moving online. Meanwhile, tax cuts and interest rate cuts continue to flow, making talk of a “fiscal cliff” overblown.

#peninsulapersonnel #keepingitlocal #news #jobkeeper #smallbusinesses #supportyourlocal

This year has been a tough one and I am sure we are all excited to see the second hand tick into a new year, 2021. This time of year is also a time to realise others are a lot less fortunate and finding it tough.

With the help of clients, candidates and those in our wider community, we have been able to put together presents and hampers for women and children in shelters on the Northern Beaches. We worked in conjunction with Zonta and are absolutely overwhelmed by the donations and gifts we received.

We have gifts for 30 mothers, 15 teenagers (5×12-14years, 10x15years+) and 11 children (3×3-4years, 2×4-5years, 2×5-6years, 1×6-8years & 3×7-11years).

It is truly incredible what we can do as a collective, as a community.

#peninsulapersonnel #keepingitlocal #christmastime #communityspirit #communitysupport

Congratulations Becky, PP’s November Temp of the Month. You have been such a valued temp, we are honoured to have you. Congratulations!

Feedback from Becky:

I trained the new team up this year as I have experience of previous campaigns. It can initially be a bit overwhelming for someone new but it was executed and went really well. We had a number of different platforms so the role was busy, but we had a great team and everyone was positive. The client really looked after us too with lots of baked goods for encouragement.

Feedback from the Host Employer:

We had another fantastic and very successful campaign this year, with special mention to Becky.

#peninsulapersonnel #recruitment #tempstaff #hostemployer #feedback #keepingitlocal #recognition #congratulations

Your habits can change, It’s possible.

Keep it simple
Habit change is not that complicated. While the tips below will seem overwhelming, there’s really only a few things you need to know. Everything else is just helping these to become reality.

The simple steps of habit change:

1. Write down your plan.

2. Identify your triggers and replacement habits.

3. Focus on doing the replacement habits every single time the triggers happen, for about 30 days.

The Habit Change Cheatsheet
The following is a compilation of tips to help you change a habit. Don’t be overwhelmed — always remember the simple steps above. The rest are different ways to help you become more successful in your habit change.

1. Do just one habit at a time. Extremely important. Habit change is difficult, even with just one habit. If you do more than one habit at a time, you’re setting yourself up for failure.

2. Start small. The smaller the better, because habit change is difficult, and trying to take on too much is a recipe for disaster. Want to exercise? Start with just 5-10 minutes. Want to wake up earlier? Try just 10 minutes earlier for now. Or consider half habits.

3. Do a 30-day Challenge. In my experience, it takes about 30 days to change a habit, if you’re focused and consistent.

4. Write it down. Just saying you’re going to change the habit is not enough of a commitment. You need to actually write it down, on paper. Write what habit you’re going to change.

5. Make a plan. While you’re writing, also write down a plan. This will ensure you’re really prepared. The plan should include your reasons (motivations) for changing, obstacles, triggers, support buddies, and other ways you’re going to make this a success. More on each of these below.

6. Know your motivations, and be sure they’re strong. Write them down in your plan. You have to be very clear why you’re doing this, and the benefits of doing it need to be clear in your head.

7. Don’t start right away. In your plan, write down a start date. Maybe a week or two from the date you start writing out the plan.

8. Write down all your obstacles. If you’ve tried this habit change before (odds are you have), you’ve likely failed. Reflect on those failures, and figure out what stopped you from succeeding.

9. Identify your triggers. What situations trigger your current habit?

10. For every single trigger, identify a positive habit you’re going to do instead.

11. Plan a support system. Who will you turn to when you have a strong urge? Write these people into your plan.

12. Ask for help. Get your family and friends and co-workers to support you. Ask them for their help, and let them know how important this is.

13. Become aware of self-talk. You talk to yourself, in your head, all the time — but often we’re not aware of these thoughts. Start listening.

14. Stay positive. You will have negative thoughts — the important thing is to realize when you’re having them, and push them out of your head. Squash them like a bug!

15. Have strategies to defeat the urge. Urges are going to come — they’re inevitable, and they’re strong. But they’re also temporary, and beatable.

16. Prepare for the sabotagers. There will always be people who are negative, who try to get you to do your old habit. Be ready for them.

17. Talk to yourself. Be your own cheerleader, give yourself pep talks, repeat your mantra (below).

18. Have a mantra. “Liberate Yourself”. This is just a way to remind yourself of what you’re trying to do.

19. Use visualization. This is powerful. Vividly picture, in your head, successfully changing your habit.

20. Have rewards. Regular ones. You might see these as bribes, but actually they’re just positive feedback.

21. Take it one urge at a time. Often we’re told to take it one day at a time — which is good advice — but really it’s one urge at a time. Just make it through this urge.

22. Not One Puff Ever (in other words, no exceptions).

23. Get rest. Being tired leaves us vulnerable to relapse. Get a lot of rest so you can have the energy to overcome urges.

24. Drink lots of water. Similar to the item above, being dehydrated leaves us open to failure. Stay hydrated!

25. Renew your commitment often. Remind yourself of your commitment hourly, and at the beginning and end of each day. Read your plan. Celebrate your success. Prepare yourself for obstacles and urges.

26. Set up public accountability. Blog about it, post on a forum, email your commitment and daily progress to friend and family, post a chart up at your office.

27. Engineer it so it’s hard to fail. Create a groove that’s harder to get out of than to stay in: increase positive feedback for sticking with the habit, and increase negative feedback for not doing the habit. 

28. Avoid some situations where you normally do your old habit, at least for awhile, to make it a bit easier on yourself.

29. If you fail, figure out what went wrong, plan for it, and try again. Don’t let failure and guilt stop you.

Leo Babauta is the author of The Power of Less and the creator and blogger at Zen Habits, a Top 100 blog with 130,000 subscribers – one of the top productivity and simplicity blogs on the Internet. Check out more via https://zenhabits.net/the-habit-change-cheatsheet-29-ways-to-successfully-ingrain-a-behavior/