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Join us for game changing HRIS launch event! | Businessary & Microimage HCM Cloud

Microimage Australia and Businessary have formed a strategic partnership to roll out a game changer in cloud enabled human capital management solutions.

When: Tuesday, 24 October – Starts at 4.30pm – Demo at 5.15pm SHARP
Where: Royal Melbourne Hotel, 649 Bourke St Melbourne

Find out more here.

RSVP to [email protected] 

Who is Microimage HCM Cloud?

Microimage HCM Cloud powers SME organisations towards digital transformation of their Human Capital Management. Built on the Microsoft Azure Cloud platform the system encompasses core HR functionality through to integrated talent management, succession planning, robust real time analytics that includes BOTS, AI and native mobile apps.

Media release: Microimage HCM Cloud and Businessary partner up to offer game changing cloud-based HR management system

Melbourne: Microimage Australia and Businessary have formed a strategic partnership to roll out a game changer in cloud enabled human capital management solutions.

Microimage Australia Pty Ltd, the Australian arm of the Microimage group (a well-established human capital management (HCM) solution provider in South East Asia) has formed a strategic alliance with Businessary Pty Ltd, a specialist in providing business and human resource professional services to Australian and New Zealand businesses.

Bringing fresh HR technology to progressive Australian/NZ businesses

Together, Microimage and Businessary will introduce a fresh perspective to human capital management to the Australian and New Zealand market, Peter Wijeyaratne, Director Microimage Australia, highlights.

“Workplace dynamics, culture and processes have changed dramatically over the past few years and with the new millennial mindset, and the digital savvy workforce now a dominant part of the employee mix, we are confident that our combined expertise in software and Businessary professional services will be a game changer in the Australian market,” said Peter.

“The Microimage HCM Cloud is a digital HR solution that covers all areas of HR including performance management, recruitment, talent acquisition, learning management, succession planning, employee engagement, time and attendance, analytics and native mobile apps. Our solution is a cloud based solution that is built for the Microsoft Azure platform and makes full use of the Microsoft Azure Cloud including all the security and technical features of the platform. This is a global Microsoft co-sell ready solution embracing all of the Azure benefits.

The Businessary difference

Businessary Managing Director, Annabel Rees sees this partnership as a refreshing and welcome opportunity for organisations of all sizes to make use of the modular nature and scalability of the application itself.

“Our purpose is to help businesses find a clear path to optimal business performance. Businessary has a depth of knowledge and resources in contemporary HR practices which we provide our clients, and we can see a fantastic synergy in coupling our experience with the Microimage solution to offer our clients and other organisations an HR system solution that is user friendly, intuitive, and easily customised.

“Our smaller clients will benefit from accessing a preconfigured HRM solution previously unobtainable due to pricing and customisation costs.  Businessary’s point of difference is driven from our multidisciplinary team using tight project management discipline, combined with our tech savvy HR and change professionals – a unique combination to take care of the all the account management, change management, customisation, documentation and training that results in a rapid deployment and seamless implementation. From our initial conversation with interested organisations, it’s clear that this is a compelling offer that will give our clients a competitive advantage.”

The Businessary and Microimage preferred partnership extends to Australia and New Zealand.


For media enquiries, a demo or more information, please contact:

Annabel Rees | +61 407 562 244 |

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About Businessary

Businessary logo

After holding numerous high level corporate roles and successfully transforming the performance of many organisations, Businessary Founder and Managing Director Annabel Rees recognised that she could make a real difference by providing business expertise previously only available to large businesses to small and medium businesses.

Employing all the diverse knowledge, experience and expertise gathered over many years consulting and leading businesses in the corporate realm, the team at Businessary provides a range of business advisory solutions to help organisations find a clear path to business success. 

A trusted advisor that supports businesses to meet their business challenges and optimise business performance.

Our expertise lies in:

  • Business advisory
  • Digital marketing solutions
  • HR and people solutions 


About Microimage

Founded in 1995, Microimage HCM Cloud Powers Digital HR enables organisations to digitally transform human capital management and shift to a complete digital HCM platform, with seamless scaling across functionalities. The all new Microimage HCM Cloud offers a comprehensive platform from core HR to talent management. HCM Cloud is designed to run on Microsoft Azure Cloud.

Microimage HCM products are used by a diverse client base across the Middle East to East Asia at present. HCM Cloud is our latest digital HR solution designed to transform human resources management with digital capabilities including cloud, mobile, social and analytics.

At Microimage, our vision is, “To be a leading technology innovator for people driven businesses.” Our mission is “To continuously innovate to deliver advanced HCM technology for people driven businesses.”

Microimage HCM was identified among the preferred HCM Solution vendors in the “Gartner Market Guide for HCM Suite Applications” in 2016. We maintain high standards in product quality assurance, professional services and post implementation support. Microimage also works closely with Microsoft Corp, by developing products on Microsoft Azure Cloud infrastructure. Our product engineering team consists of software engineers who have contributed to some of the award-winning products in the past.

With over two decades of domain experience in human resources, working closely with HR consultants and related domain experts, company continues to incorporate best HR practices with latest innovative technologies.

Are you aware of the latest penalties from Fair Work effective July 1?

Did you know new penalties have kicked in for business record keeping requirements?

We all know that good business records help you manage your business, make sound business decisions and in most cases can also improve the value of your business if you decide to sell it, but did you know that as a business you have legal obligations to store records and have them available for up to five to seven years depending on the “type” of records?

If you employ people under a modern award or agreement, you are legally required to keep accurate and complete time, hours, wages, leave, termination and issue pay slips to each employee. You need to keep each employees’ time and wages records for at least seven years and make sure they are always accessible for inspection.

Employees must also be given a copy of their employment records should they request it.
Whilst not all employee records are legally required to be kept, it may be best practice to keep certain employee records.

Penalty Rates

Record keeping obligations can vary from state to state and having a better understanding of your obligations can help prevent substantial penalty fees. From 1 July 2017 maximum penalties under the Fair Work Act are up to $63,000 per breach for a corporate entity and up to $12,600 for individuals who are involved in a breach.

Case Study: Penalties for breaching record keeping obligations

A recent federal court hearing fined two employers and their Director a whooping $37,500 for failing to keep proper employee records.

The Fair work Obudsman audited a popular Perth restaurant chain and found their lack of proper record keeping breached multiple legislative requirements.

Tram Hoang Han, who controlled the Han’s Café franchise was penalised $7500 and two companies of which she was the sole Director were penalised a further $15,000 each.

The Fair Work Ombudsman had previously advised Ms Han about the need to comply with minimum Award pay rates and keeping employee records.

The Fair Work Ombudsman’s audit was able to calculate that over 100 employees across four Han’s Café restaurants had been underpaid by $30,440. As a result of being short-changed their minimum hourly rate, Ms Han was made to back-pay these employees.

The audit also found that the practices for keeping time-and-wage records were so poor that they hindered the Fair Work Ombudsman from quantifying the full extent of the underpaid wages and entitlements, including penalty rates and overtime.

In his judgment, Justice Michael Barker described the record-keeping contraventions as “serious”. He said the “failure to maintain records truly strikes at the very foundation of the regulatory scheme which is designed to ensure that employees are paid their legal entitlements,” Justice Barker said.

So what next?

This is a timely reminder to employers to review their record keeping practices and take steps to rectify any non-compliance.

Seek the right advice and partner with Businessary to ensure you are keeping on track with your legislative obligations.


Penalties for breach of record keeping

Case study

Employer told to update “weak” policies after an investigation by Fair Work

The Metropolitan Fire Brigade (MFB) was told to review its recruitment and conflict of interest policies and practices, after a senior manager engaged in “blatant” nepotism.

An investigation found the MFB chief information officer engineered a recruitment process to ensure both her sons were hired, after she falsified their CVs, coached them prior to the interview, and got them to change their names to conceal the relationship. She even offered one of her sons a pay increase and moved him into a permanent role.

In a report into the allegations, Victorian Ombudsman Deborah Glass found this was “a case of deception where the family nest was feathered, plain and simple” and said even the most robust policy would not have prevented the level of deception shown by each of the subjects.

However, she found the MFB’s conflict of interest policy to be “profoundly deficient”, saying it “fails to acknowledge the potential for conflicts to exist during recruitment”.

Ombudsman Glass said while the employer in this case could not be held responsible for the deception perpetrated upon it, its conflict of interest policies were weak, and did not reflect best practice.  She said “…..leaders must ensure they create an environment in which conflict of interest policies are embedded in their organisational culture.”

Key message

Fair Work investigations can happen at any time to any business no matter the size.  Is your business compliant? Get in touch with us to ensure you have the right policies and practices in place to pass the compliance test.

Special offer

Get the right people working for your business with our attraction, recruitment, selection and onboarding module – now 50% off (was $4,000, now $2,000) until the end of July!


3.3% increase to minimum wage effective 1 July 2017

The Fair Work Commission (FWC) recently announced a 3.3% increase to minimum wage effective 1 July 2017.

These changes affect employees that are:

  • paid in accordance with the National minimum wage
  • paid as per the calculations in modern awards
  • on government funded maternity/paternity or parental leave

How does this affect you?

Ensuring your employees are paid in line with legislative requirements is critical. Not all modern award wages are increasing, so to ensure compliance and find out if your business needs to take action, give us a call and take the stress out of adding another action to your to-do list.

Special offer

Buy 1 hour HR advice to see if you are HR compliant, and get an additional half hour free! Call 03 9662 9900 to take advantage. 

Why does your insurance business need a digital presence?

Insurance and digital were unintentionally the star of this year’s VERO SME Insurance Index. The index found a significant decline in the use of insurance brokers by SME businesses. The trend towards online, direct solution is on the rise.

Many have argued that regardless of this trend there will always be a place for the advice, experience and knowledge of an insurance broker. And we agree. But the reality is, it’s not such a black and white issue, and Businessary’s digital team thinks there’s some room for compromise here.

A digital romance

What if we could marry up some of the best elements of traditional insurance broking, with the ease, availability and convenience of online business? This doesn’t necessarily mean an online shop or transacting business online – but the reality is that we work with so many businesses within the insurance and insurance broking business that have either no digital presence or a very poor digital presence.

A lot of insurance brokers and agencies have never needed to be online, and the bulk of their clients don’t currently prefer to do business online. But clearly, as the research is showing, the tides are changing and aren’t likely to turn.

See below for our top five reasons why you should invest some time, money and energy in your digital footprint:

Top five reasons to do digital

  1. Your current clients may not be online, but your future and prospective clients ARE! Even if they’re not looking to complete a purchase of their insurance solutions online, potential clients do the majority of their research on any transaction…you got it, online. If you’re not even there (or your presence is outdated or unprofessional), you’re out of the running, friend!
  2. Make it easy to be found! There’s being found on Google, and then there’s being FOUND. Doesn’t matter if they’re current clients or new ones, at many points people need your phone number, office location or find the names of your team. Don’t leave them to search through old emails, make it as easy as a click of the button.
  3. Demonstrate your knowledge and expertise through your website and social media presence. Digital isn’t just about selling, it should be largely about educating. SHOW your clients and prospective clients the value of a broker rather than tell. Share relevant articles and your take on them, talk about emerging risks that your clients need to be aware of, and highlight opportunities for risk mitigation to help them prevent incidents from occurring in the first place.
  4. Make your own life easier! Some businesses have created portals for clients to log in and retrieve their certificate of currency, others put handy claims forms online. Think through some of your most frequently asked questions and whether you’re adding any value to the process or if it could be automated online.
  5. Your digital presence isn’t just another step towards being the insurance broker of choice for your clients, it’s also about attracting and retaining top talent within your business. I don’t know any candidates that don’t give a thorough look at their potential employers’ website and social media.

Many of our clients that end up enhancing their website and social media find that they’re replicating a network and community online that mirrors that of their bricks and mortar community. Make the most of it – link to websites of other suppliers that you would refer people to because you know and trust them. Highlight your clients businesses and the good work they do. Feature any local organisations that you sponsor or charities that you care about and do fundraising for. Have some fun with it!


Insurance News – The digital dilemma for brokers

Insurance Business – SMEs turning their back on brokers 

Meet Generation Z – Our future workforce | Businessary HR

Time is flying and another generation is ready to take over the world (and your office). Meet Generation Z, the demographic born between 1994 and 2000. They’ve already entered the workforce, and are called the digital natives, the dot-com kids, the most technologically literate generation of children ever.

So how do you prepare of this generation? How do you hire them? How do you motivate them? How do you keep them interested?

Let’s explore further:

  • According to a recent research study, 74% Gen Z-ers think that a job should have a greater meaning than simply being a bread-winning instrument.
  • However, don’t jump to a conclusion that money isn’t important for them generous pay is high on their priority list, but still, 30% of them would be willing to accept a pay cut in order to work for a cause they can deeply relate to and care about.
  • Their top 7 job search criteria – growth opportunities, generous pay, making a positive impact, job security, healthcare benefits, flexible working hours and a good manager to learn from.
  • They want to be entrepreneurs – new ideas, new opportunities, all at their fingertips with easy to access technology.
  • They are not scared of hard work, but flexibility is very important to them.
  • Although they are a technology generation, they want the face to face contact with their colleagues so they can build valuable relationships.

There is no doubt the education system and the workplace is a changing landscape, catering to new and unexpected clients, employees and markets.

Change is inevitable, flexibility is key and regular business health checks and strategy and workforce planning days are critical to the long term success of any business be it small, medium or large.

 Reference sites:

Swearing in the workplace… does it warrant summary dismissal? | Case study

Acceptance of swearing in the workplace made summary dismissal unfair

Hanson v Precept Services Pty Ltd [2017] FWC 1488 (16 March 2017)

The Fair Work Commission (FWC) found that in a profane workplace, telling a manager to “get f-cked” did not warrant summary dismissal and the employee was awarded the maximum penalty (6 months’ pay) of $27,787.

In September 2016, the Precept Services operations manager was called to a meeting by the managing director and informed the company had investigated allegations of misconduct against him and was terminating his employment with immediate effect.

The FW Commissioner said the operations manager “was not given a clear indication about the reason for his dismissal, not even in the termination letter given to him at the time…….In addition, he was not provided with any advance notice or forewarning of the matters to be discussed in the termination meeting…”.

The operations manager told the Commission he only became aware of the nature of the complaints, and who made them, after lodging his unfair dismissal application, and that he hadn’t had an opportunity to have a support person present nor to respond to the allegations.

The Commissioner heard the dismissal had its origin in a heated exchange seven weeks’ earlier between the operations manager and the managing director’s wife, who was employed as the company’s national WHS manager.

Following a meeting between the WHS manager and the operations manager’s son, to discuss the latter’s performance as an apprentice electrician, the operations manager asked why he hadn’t been included, saying: “Your sneaky husband made that decision, did he?”

When the WHS manager asked what he meant by “sneaky”, he referred to a terse phone conversation between his own wife and the MD after she had queried the wages being paid her son. The MD had allegedly told her, “f-ck off, you do not have your facts right” before hanging up.

The Commission heard the operations manager then leant over the WHS manager’s desk and asked her, “how would you f-cking feel if I said get f-cked to you?”, and repeated the question before eventually leaving the office.

The operations manager claimed the MD often swore at other employees, including the WHS manager, and that he had also seen him punch and kick walls in the office.

The Commissioner stated that “The evidence establishes that the use of robust language in the workplace was not unusual or uncommon, and that it was accepted and tolerated to a large extent, given the example set by the managing director.”

Although the Commissioner accepted that the employer did not have a dedicated HR specialist, and this “inevitably had an impact on the procedures involved in effecting [the] dismissal”, he concluded that the operations manager was unfairly dismissed.

Key lessons

The need for businesses to have appropriate policies and procedures in place and to follow them is critical.  The Commissioner acknowledged that a lack of HR presence saw this business not following process.  If you are unsure of how to handle a certain situation, speak to a trusted HR consultant prior to acting on what you may think is the right thing to do. Workplace legislation can be complicated, so get the right advice and save yourself some money and time.

Changes to minimum wage and annual leave

Changes to awards

Did you know that the Fair Work Commission (Australia’s national workplace relations tribunal) has made changes to award conditions relating to minimum wage and annual leave?

These changes were effective from July 2016 and an overview of these changes are highlighted below:

2.4% Wage increase – 2016 annual wage review

The Fair Work Commission announced a 2.4% increase to minimum wages. The increase was to apply from the first full pay period starting on or after 1 July 2016.

Who does this increase apply to?

Employees covered by:

  • the national minimum wage
  • a modern award or
  • a registered agreement (in some cases).

However, if employees are paid over and above award conditions, these changes don’t apply.

Annual leave

The Fair Work Commission has also varied some awards with new or adjusted clauses around employees taking annual leave. Most changes took effect from 29 July 2016 and provided changes to the following:

  • cashing out annual leave
  • taking annual leave in advance
  • managing large (‘excessive’) annual leave balances
  • payment for annual leave

Some businesses have overlooked changes to workplace legislation over the years and have found themselves being audited and fined by the Commission.

It is important to understand your rights and obligations as an employer to ensure your business is compliant.  For more information on what awards apply to your business OR to ensure you are compliant with relevant legislative changes, please give us a call and we can help!

Don’t let your business get named and shamed in the headlines

Know your employer obligations!

When it comes to businesses hitting the headlines, the focus is on the ‘underdog’, or the ‘little guy’ – the big bad business taking advantage of its employees.

You only need to open the news to see another case where an employer has underpaid their employees, with many being young and foreign workers. Sometimes the company may not even be aware they are underpaying or be up to date with current rates.

How do you, as an employer, avoid being named and shamed? For starters, ask yourself the following three key questions:

• Are you underpaying your employees, or paying them the right wages?
• Are you providing all the entitlements you are legally required to?
• Are you providing safe working conditions?

We all know how costly these mistakes can be…. fines, back payments and compensation can often be the outcome.

Role reversal

However, what happens when it is the employee who has done the wrong thing by their employer?

Even in these cases, it is up to the employer to ensure that they follow the correct process to avoid potentially unfairly dismissing an employee.

Many companies have lost an unfair dismissal case (again costly!) based on process, that sometimes they didn’t even know they missed!

How can you make sure you deal with an employee in the right way, keep yourself from tripping over process, effectively address and resolve the issue, and potentially dismiss an employee if the situation calls for it?

HR in action

Businessary HR Managers Lynn Ross and Lauren McCleery recently assisted a small business in a case where an employee was continuously signed off by a doctor as unfit for work due to a tough personal situation.

Each week, the employee would advise he was feeling better and he would be returning to work on the Monday, however each Monday he would send through a new doctor’s note signing him off as unfit for work for the remainder of the week.

This was a situation that has gone on for months. The employer became suspicious as the pattern continued and communication became less and less. The employer did not know what to do, what they could do, and were understandably nervous about questioning the employee as it was a situation that involved mental health issues.

After briefing the Businessary team, an investigation was quickly underway and it was revealed that the employee in question was falsifying doctors’ letters every week over several months! This was months of false doctors’ letters that resulted in the employee not doing any work, while the company continued to pay him his usual wages out of compassion for his ‘tough personal situation’.

By getting the right support, the company was able to identify that they were being taken advantage of, conduct a timely investigation in accordance with the correct process and get an outcome (immediate summary dismissal in this case) that was fair and reasonable, and it kept the company out of a messy and expensive unfair dismissal or discrimination claim.

All about the process

We have all heard about those cases where an employee is found to be doing something untoward, but through a slip up in process, the company not only loses in Fair Work, but they end up having to pay the individual for their troubles.

The team at Businessary is here to help with any employee issues, whether it is an employee’s performance or how they have conducted themselves. We can support your business through the process from start to finish and even represent your business in a Fair Work claim should you find yourself in a situation where things have not gone the way you thought they would.

Give our HR managers a call on (03) 9662 9900 to chat further about how we can help your business.