Why

Why

Jobjet is an employment concept to challenge employers to engage their staff.

The best employers are those who realise there are mutual benefits in developing an employee’s
career even though an employee’s career path development may not be with them. Jobjet provides an
opportunity for a company to make a return on outplacement. Retention of staff is now only half
the story.

Promotion ceiling
A high school graduate with limited work experience is employed in an office on a junior’s salary
to under take administrative work. After one year the employee has be given a small salary
increase however the company has no position to advance the employee and no further training
to expand the employee’s skill sets. The employer knows the employee is a high risk to leave but
cannot offer more in terms of salary or training in the current role.

The company would be better to trade up the employee and capitalise on the one year of training
invested in the employee. Trading up the employee would give the employer a ROI and benefit
the employee with an increase in salary and or further training with a new company, which in
turns advances their career development.

In this example, the company could become a HR
feeder of admin staff to large law and accounting firms.

Moving away
A staff member’s partner has just been transferred by their company to a regional area in
the country. The staff member, who is of great value to the company, has to leave given their
personal circumstance. The company has invested a great deal of training time and money into
the staff member.

The employer can help promote the profile of the staff member into the new region they are
intending to move. The employer can make a ROI by transferring over the staff member through
Jobjet and then have confidence reinvesting in a new employee.

Work sponsor
The holder of a 457 visa (overseas worker) has finished the term of their employment with
a sponsor employer. The worker has gained experience and developed a skill set under the
training of the work sponsor. The overseas worker can now be transferred by the employer to
another work sponsor and have the visa extended.

This is an opportunity for employers to find another work sponsor (employer) on behalf of the
employee to take on the worker as a new employer sponsor.

The employer benefits from the cross transfer as there is a potential transfer fee paid to the
employer. The new employer can take on an employee with an appropriate skill set already
developed and the employee benefits from an extended visa and pay.

Redundancy
Click here to view the relevant section of the Fair Work Act 2009 SECT 122 (3)(a).

Workers arrive for work on a Friday morning at the gates to find the factory is shut and an
employer representative is handing out redundancy notices. The employer has found a reason
to change the business strategy or has been forced to cut production and a number of jobs have
become redundant.

The current practice is for employees to be given short notice of redundancy despite the fact the
employer has known of the redundancy option for some time. Redundancy is common in the
workforce.

Employers should now be transferring employees over to another company where the skill set
of the worker is compatible, and avoid redundancy payments. The worker can be given the
opportunity to work in another company as long as an appropriate position is on offer and the
individual’s circumstances are considered. Redundancy does not have to be paid if the employer
can find work that is similar and reasonable within the enterprise.

Employer’s contract situation changes
An engineer firm finds that all major works have been completed on projects within the city
and the firm has engineers in waiting to be reassigned. There has been little released for future
project works in the area and the company has been unsuccessful in its tender for current works.

The engineer firm can transfer on sequester employees to other firms, who have successfully
tendered, for a defined period of time. The employee may also be willing to be deployed
interstate or overseas. The firm benefits by retaining the employee they have invested in without
having to pay them through the down time. The sequestered employee is also gaining experience
and developing their skill set with the other company, all with the security of returning to their
original firm at the end of the agreed period.

Another example is trading staff in a University. Lecturers can be traded to other universities (local
or international) on sequester for a semester.

Sea Change
An Australian Bureau of Statistics survey reported that 15% of Australian workers aged 45 and
over say they don’t plan to retire. Most intend to ease down to part-time work.

People sometimes want a sea change (transferring down) and would opt to be traded to a lower
level position or employment type. The employer benefits on the transfer and provides another
option for the employee to consider when relocating to a slower pace of life.