Employees with Spark: or Putting out Spark

As we head into fire “season” you might realise the hard way that your business employs SES (State Emergency Services) or volunteer fire personnel when they don’t show for a shift. This is what happened with many businesses back in 2013 in NSW, but also nearly every summer season since.

So - as a business owner - how do you show your support to these employees?

Before we have a quick look at the FWA provisions on Community Services Leave I would recommend that you have HR policies that encourage ALL employees to openly disclose and communicate all things to you, especially what they do outside of your business that may effect their performance and attendance.

An instead of looking at the downside of having to prep your business for a staffing crisis during an emergency, you could look at the positives that these employees can add to your business.

Resilience and Adaptability: SES workers often possess strong resilience and adaptability skills, honed through their experiences in handling high-pressure situations. This can translate into a composed and level-headed approach to workplace challenges.

Leadership and Teamwork: Their involvement in emergency response situations nurtures leadership and teamwork skills, which can positively influence team dynamics within the organisation.

Problem-Solving Abilities: Dealing with emergencies demands quick thinking and problem-solving, skills that are highly transferable to many workplace scenarios.

Community Spirit and Service Ethic: SES workers typically have a strong sense of community spirit and a genuine service ethic, fostering a culture of altruism and collaboration in the workplace.

So once you have hired and identified your SES superstars what else do you need to take into consideration?

Flexible Work Arrangements: Offering flexible work hours or remote work options can facilitate a better balance between professional responsibilities and SES commitments.

Mental Health Support: Provide access to resources or counselling services to help manage the emotional toll of their emergency response duties.

Recognition and Appreciation: Acknowledge and appreciate their commitment to public service, boosting morale and fostering a sense of value within the organisation.

While Community Service Leave is Unpaid under FWA it is important to note that it is unlimited including “adequate” rest time after disaster relief. So be very clear with your employees on the details of your policy with regards to Leave Notice and evidence required for leave as well as any policies on “abandonment of employment”. And be aware that these internal policies MUST NOT override what the FWA Act provides for your employees.

While the “season” for emergencies often falls around the same time as the season for leave in general, be sure that ALL your leave policies are FWA compliant. Considering many awards now have specific directions regarding leave during a “shut down”, it is worth having a closer look.

Tracking and understanding leave is getting more complicated as our workforce becomes more flexible, so it's a great reason to invest in the right software (and/or professional support) so you get left behind on any updates. 

As always I'm here to help, so if this article sparks any questions, please don't hesitate to fire off an email.