Time for a check up? Implementing background checks at your workplace
During the recruitment process, many employers and managers contact an applicant’s references to validate their professional and career records. But what about checking for things that exceed beyond the boundaries of their career histories? Here we find out why background checks and employee screening processes are integral to the wellbeing of any organisation.
Safe workplace. Great workplace
Implementing an employment screening processes at your workplace, during the recruitment process, allows you to put the safety and wellbeing of your staff as a main priority. Employment screenings include access to an individual’s criminal history, personality tests, psychometric testing and more. This gives you have a more complete idea of who your candidate is and how they may get along with other staff. Ultimately the more you know about who you are hiring, the better the decision you can make.
Reduce risk
Background checks allow employers and managers to get a better picture of who an individual is. Having this knowledge makes it easier to make the right decisions about whether they are suitable or capable of performing their roles in a manner that is safe for them and others. This helps reduce your organisation’s risk. At CER we see many work health and safety matters involving workplace bullying and ill and injured employees. Having a robust hiring and screening process can go a long way to ensuring you’re hiring the right person. Don’t forget you are hiring much more than a skillset – cultural fit is also integral to a happy, healthy work environment.
Peace of mind
Just like contacting referees can validate an individual’s career and professional achievements and histories, background checks enable employers and managers to verify candidates, their applications and the claims they make (especially during the recruitment process). A productive and well-functioning workplace often begin with trustworthy employees.
Want to learn more? Take a look through our latest updates
We are pleased to announce the appointment of Mr Peter Smith as Chief Executive Officer of Catholic Employment Relations Limited, effective 7 April 2026. Peter will assume the role of Authorised Principal and join the Board of Catholic Employment Relations Limited on 26 May 2026.
A Practical Guide for Employers. Employers in all industries are grappling with the challenge of a new technology that is fundamentally changing the way work is performed and how resources are allocated.
By understanding the legal and pastoral dimensions of Catholic education, CER assists schools and dioceses to manage employment matters confidently, lawfully and in a manner consistent with the mission of the Church.
The Fair Work Commission’s 2025 Annual Wage Review has increased the National Minimum Wage and modern award minimum rates by 3.5%. Employers must check the updated Modern Awards Pay Database, review pay rates and update payroll systems.
NSW’s new Portable Long Service Leave scheme for the Community Services Sector starts 1 July 2025, allowing workers to accrue long service leave across different employers. Employers must register within one month of commencement, and employees can qualify for leave after 7 years of service in the sector.
From 26 August 2024, changes to the definition of “employee” will affect how independent contractors are classified. The key change reinstates the multi-factorial test, requiring employers to consider the overall substance of the working relationship, not just the contract terms. This applies to all current and future relationships.
Starting August 26, 2024, employees in Australia will have a new legal right to disconnect from work-related contact outside of working hours. Under Section 333M of the Fair Work Act 2009, employees can refuse to respond to after-hours messages from employers. This change is aimed at improving work-life balance. Learn how these new rights will impact your organisation.
From 1 July 2024, all modern awards and enterprise agreements must include delegates' rights terms due to the Fair Work Legislation Amendment (Closing Loopholes) Act 2023. This change ensures workplace delegates have legislative rights to communicate with members and access workplace facilities.
Managing underperformance in the workplace involves clear communication of responsibilities, accurate identification of performance issues, and supportive consultation with employees. Proactively managing underperformance fosters a culture of continuous improvement, enhancing productivity and organisational success.
Fair Work Commission announces 3.75% wage increase - National Minimum Wage and modern award minimum wages. To address gender undervaluation, including in the areas of early childhood education, disability home care, and social and community services.
Reasonable management action must be lawful, proportionate, procedurally fair, transparent and justified. It includes actions like performance management and disciplinary measures. Proper application of these principles helps reduce legal risks, such as claims for psychological injury and unfair dismissal and can lower staff turnover.
The Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022 (Cth) (Respect at Work Act) was introduced to implement six recommendations from the Respect@Work Report
The landscape of casual employment in Australia has undergone significant changes following the High Court's landmark decision in Workpac Ltd v Rossato & Ors [2021] HCA 23. The recently enacted Closing Loopholes No 2 Act, introduces a legislative definition of casual employment effective from late August. Employers are advised to reassess their casual workforce within the six-month transition period to ensure compliance.
As remote work becomes increasingly prevalent, the boundaries between home and work life have become more fluid. With many employees finding themselves engaged in work tasks outside of traditional office hours, the need for clear guidelines regarding work-life balance has never been more pressing. Read more about what you need to know.
A recent decision by the Fair Work Commission highlights the significance of proper procedure even when there are valid grounds for dismissal. In a case involving allegations of harassment, the Commission found that the employer's procedural deficiencies outweighed the valid reasons for termination. Despite the employee's inappropriate behavior, the employer's failure to manage the conflict adequately and provide procedural fairness led to an unfair dismissal verdict.
The responsibility lies with the employer to provide evidence and justification for their refusal of a flexible work request. Employers should keep this in mind during negotiations or when declining requests, aiming to find common ground whenever feasible to prevent unnecessary conflict.
The right to disconnect, introduced through the Fair Work Legislation Amendment (Closing Loopholes No.2) Bill 2023, grants Australian employees the entitlement to ignore work-related communication outside of working hours, except when deemed unreasonable. This amendment seeks to balance work-life boundaries by allowing employees to disengage after work hours, unless specific criteria for reasonableness are met.
In the aftermath of the COVID-19 lockdowns, the education sector grapples with the concept of flexibility. The push for workplace flexibility aligns with the 2023 Senate Select Committee on Work and Care's recommendations, citing positive impacts on gender equality globally. However, the unique nature of the education sector underscores the necessity for comprehensive engagement with school communities to address diverse needs and ensure successful implementation of any significant changes.
Fixed term contracts (including maximum term and temporary contracts), entered into on or after 6 December 2023, are limited to a maximum period of two years and/or one renewal, including previous periods of employment, unless limited exceptions apply.
CER will soon be integrated into Catholic Schools NSW (CSNSW), joining the Legal and Risk team, and marking the end of the CER entity. The merger aims to better meet the employment law needs of Catholic organisations in education, social services and religious sectors.
Learn how to effectively manage performance issues with employees, from distinguishing between underperformance and misconduct to implementing performance improvement plans for better results.
This article explores the concept of reasonable additional hours under the Fair Work Act, covering the rights of employees to refuse such hours and the corresponding compensation. It delves into considerations for determining reasonableness, payment obligations, and potential future changes regarding the "right to disconnect" outside of work hours.
Effective from 1 July 2023, the Fair Work Commission has announced a 5.75% increase in the National Minimum Wage and Modern Award pay rates, with the NMW actually increasing by 8.6%. Ensure that your award-covered employees' wages reflect the new pay increase and stay compliant with the updated regulations.
A recent decision by the Industrial Relations Commission highlights the challenges schools face when dealing with child protection and fairness to employees accused of serious misconduct. This article explores a case involving a male teacher in NSW who was dismissed for alleged sexual misconduct involving a student. CER can assist with advice and representation.
Learn how to navigate difficult conversations and provide constructive feedback in the workplace to avoid negative consequences such as resentment, low morale and decreased productivity. Reframing difficult conversations as constructive conversations promotes curiosity, understanding and resolution. Creating a psychologically safe workplace environment, characterised by warmth, vulnerability and open dialogue, fosters confidence and enhances communication skills, leading to a more productive and engaged team.
Employers will have new obligations and requirements from June 6 2023, regarding requests for flexible working arrangements and unpaid parental leave extensions, necessitating a review of current practices, discussions with employees, consideration of alternative changes and update to current procedures. Please seek guidance to ensure compliance with the new obligations.
There are amendments to flexible working arrangements and unpaid parental leave extensions, which will come into effect on 6 June 2023. Employers must be aware of their new obligations and requirements and take action to review and update their practices and policies to ensure compliance with the amendments. This article details the actions that employers should take to prepare for the new requirements.
In this article recent decisions relating to ‘shift-work’ are explored emphasising the importance for employers to accurately evaluate what constitutes 'time worked' to avoid potential legal disputes and underpayment claims. It provides practical tips for employers to ensure compliance with pay-related obligations and provides guidance on determining whether pre-work activities should be considered 'work' and thus require payment.
The Full Federal Court of Australia has made a significant decision regarding the right of employers to require their employees to work on public holidays. The court ruled that employers are not allowed to direct employees to work on public holidays but must instead make a reasonable request and consider the factors listed in Section 114(4) of the Fair Work Act. This decision may cause difficulties for employers who rely on rostering in advance, particularly those covered by the Social, Community, Home Care and Disability Services Industry Award 2010.