I have been encouraged to see a bit more of an upbeat and optimistic attitude in the business sector lately. Reflecting a slower inflation rate last month, the economy seems a little more settled which is great news as, behind the scenes, CRS is embarking on some fairly aggressive business development plans. For now, the only titbit I can offer you is, “Watch this space…!” But focusing on the things we can talk about, by now you will have seen our new-look software which has been well received and, thankfully, launched without any problems. Many thanks for the great reviews! Should you need any assistance with the new interface please log a support request and a consultant will be in touch as soon as possible.

I’d like to draw your attention to the need for a solid understanding of the intricacies of the COID Act and the processes for workplace claims relating to occupational injuries. CRS recently held a
very successful workshop on workplace injury and compensation, with a good cross section of clients from a number of industries present. While there was a lot of extremely valuable crosssector
knowledge sharing, it did highlight an ongoing lack of general awareness about COID claims, specifically a lack of knowledge that there are different criteria for different sectors. And, as with all legislation, this is constantly changing so one needs to remain current on the Act throughout the year. Due to the success of the workshop, we are considering hosting similar events in the future. So if you are keen to attend, drop us a line and we’ll let you know as soon as we have dates in place.

Below is a very interesting interview with one of Deloitte’s HR leaders, delving into a few considerations of the modern work environment, including flexibility. As a leader at CRS, I myself strive to create a flexible work environment as I believe HR has become output-based rather than input-based. Employees are far more effective when they have a blended and balanced work / life scenario. If one needs to handle personal matters at the office or if work gets done from home or another remote location, as long as the output is there, does the ‘how’ and ‘where’ really matter? We’re going to see more and more flexibility coming into employment contracts so HR leaders need to get onboard with this now and formulate a company policy that is viable for the nature of the business.

As our peers overseas have been getting to grips with their new privacy laws and GDPR, the topic of privacy and security cropped up again closer to home. I cannot emphasise enough the need to instill in employees the need to take online security extremely seriously. One can invest in the most advanced anti virus systems and firewalls but the first line of defence is only as strong as the person deleting the dodgy email loaded with suspicious links and avoiding suspicious websites. Bear in mind that threats now also come in the form of phone calls with people urging you to perform certain steps online or asking for remote access of your system to ’fix’ problems, so all the more reason to kill those cold calls in the first few seconds! Spend some time on refresher training with your employees this month and make this a part of your onboarding training too. The risk is simply not worth it.

Lastly, with EMP501 madness behind us, here’s hoping you all made it through unscathed. Our consultants have been flat out with support requests in the last couple of weeks so we hope that we’ve been able to add value and the process has been a lot less painful for you! Do drop me a line if you’d like to share your feedback.

Have a great month
Ian McAlister