20 OctWhy is it sometimes better to bring in a specialist Industrial Relations Consultant?
ELAA spoke to our Industrial Relations Consultant, Nick Church from EC Workplace, about why it may be appropriate to bring in a specialist Industrial Relations consultant to help your service manage a workplace issue.
Can you tell us how you came to become a consultant in the Early Childhood Education and Care (ECEC) sector?
I started consulting in the Early Childhood Education and Care (ECEC) sector in 2019, following over 20 years working in a variety of lead roles for both employers and unions. I also worked as the Industrial Relations ( IR) Advisor for Kindergarten Parents Victoria (KPV) from 2007 to 2010 and maintained my professional contacts with key early years stakeholders.
Can you tell us about some of the skills you bring when engaging with a client in a consultancy?
I work with the client to review the technical aspects of the issue or issues they are facing – for example workplace obligations – and then provide a practical and pragmatic overview. I keep in mind that whatever workplace issue the client is facing, those involved will need to be working together once the issue is resolved.
What are some of the outcomes of working with a consultant?
Focused and tailored advice to the specific situation(s) the client is facing. This means I work closely with the client to identify the issues, any associated workplace obligations and the practical options available.
What are some of the key fundamentals that early childhood services should keep in mind when dealing with Industrial Relations?
First of all workplaces are regulated by relevant laws and the early childhood sector has additional layers of regulation imposed by both state and federal governments.
Employers should also remember that workplace disciplinary processes must adhere to the principles of procedural fairness, including that the employer should not have any actual or perceived bias, which may be challenging in small to medium sized workplaces.
Finally, sometimes the best technical response can be replaced by a practical and pragmatic solution that may not be favoured by all, but maximises the chance of workplace relationships being put back on track.
You can find out more about ELAA’s consultancy services by CLICKING HERE
