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Frequently Asked Questions

360 survey

"The 360 degree process is there to enable a company admin or manager to survey staff as to the heath of the company, opportunities for growth and look proactively for strategies to continuously improve the company. The process is easy! 1. Create a survey 2. Send it out to your employees to review 3. Receive and review the answers 4. Go back to your staff with the findings with active solutions to improve your business from the information that you have found out. If you need help with interpretation of the 360 survey to get long lasting benefits, Happy HR are experts in developing smart and effective strategies from the information provided by your staff. Please call 1300 730 880 tor email happy@happyhr.com."

Become a Partner

We would love to talk to you about becoming a Happy HR partner. It costs nothing to be a Happy HR partner and will provide you with a new revenue stream for your organisation.

Behavioural improvement plans

"Our behavioural performance improvement plans are based on S.M.A.R.T Goals. S.M.A.R.T is an acronym for: Specific, Measurable, Action-orientated, Realistic and Time bound. The behavioural performance improvement plans are used to train a person who is not behaving in line with the company code of conduct and other. A manager will place an employee onto an behavioural performance improvement when they are not meeting behavioural requirements. The manager and the employee mutually agree on the behavioural performance improvement plan, so both are aware of what obligations are required from each party to ensure the behavioural performance improvement plan is achieved."

Candidate management and job board

Creating an job advert is easy! Simply go to the candidate management page, click on create a new advertisement, choose the position you want to recruit for, select the position and an advertisement will be created. From here you can edit the position description and list the advertisement on the Happy HR job board. You can use this link on online job boards and also your company careers page so applicants can apply directly into Happy HR!

When creating a role in the candidate management module you can create an interview guide to assist you in creating questions around a roles core competency. This will assist you with interviewing more effectively and consistently. This module will allow you to create notes about each answer a candidate provides you so you can keep these on file and compare one interview versus another!

"When creating a role in the candidate management module you can create a reference check guide to assist you in conducting reference checks. Reference checks are an important part of the recruitment process! Simply click on the role, go the employee you wish to conduct a check on, click on conduct reference check, conduct the reference check, save and it will stay on file. From here you can invite them into the system by clicking invite from the action button."

"When you start receiving applicants you can start to shortlisting you next recruit! To do this, you simply click on the “faces” on the candidate application and select 1. Suitable 2. Not sure or 3. Not suitable. As an FYI, you can reject candidates as a group or directly to an individual to all the candidates that you have selected as “not suitable”. Yep, shortlisting just got happy….:)"

You role will appear for 120 days then you will have to refresh the campaign.

Yes of course you can edit the role once it goes live.

Contracts

Yes you can add your own contracts into Happy HR, however for these to work in line with the system functionality you will need to add in the dynamic text. This text looks like {dynamic_Text}. We are here to assist you with this so please call 1300 730 880 or email happy@happyhr.com!

Dashboard

The approval section is where you find items that require your acceptance or approval. You will also see a history of items previously accepted.

The activities section is where you find items that have been accepted. You will also see a list of upcoming, past due, and history of completed items.

The calendar section is where you find items that have been approved in a calendar view. On the calendar you can view by event, date and user if you are a company admin.

"The trophy’s and shout out’s section is where you find awards won by yourself or you can search by person as a company admin. You can also see shout out’s given and or received by all. This is a great way to recognise staff for their personal contribution to the company. So share the happiness!"

Happy HR as an awesome communication system that allows you communicate to individuals, to a group or communicate to all. You can create and receive messages. The communication module allows you to engage with your people at the click of a button!

Happy HR as an awesome notification system that us to keep you up to date with all things HR.

Recent activities is a time stamp of all the activities conducted in your Happy HR account.

In the settings section you can update your personal profile, add support packs, view integration modules and update account payment details etc.

Deputy integration

"When logged into Happy HR, go to your settings tab and click on the “Deputy not integrated button”. You will be taken to Deputy.com. Deputy may ask you to log into Deputy if you are not logged in at that time. Once logged in it will take you to the authorise application page, click Authorise. Once you click authorise you will be taken back to Happy HR and you will be fully integrated!"

"Happy HR and Deputy shares payroll, address, birthdate and shift information If you are inviting current employees into Happy HR, please ensure that the emails that you have for each employee is the same in both software’s. This way when the systems sync, you don’t get a double up. The email is the unique identifier and by having the same email address prevents double up of data."

"The cloud has lots of possibilities and being aware of the deputy partnerships can help you be more efficient in the running of your business. Happy HR is more than happy to take a call on 1300 730 880 to provide you with information or to answer any questions about Deputy and what their features and benefits can do for your rostering needs."

Development plans

A development plan is used to train a person to learn a new skill so they can be placed into a new position or it could be used as a platform for training and the development for new skills. The manager and the employee mutually agree on the development plan so both are aware of what obligations are required from each party to ensure the training plan and or new skill is acquired.

Grievance

A grievance is when an employee feels that he or she is being treated unfairly, is being harassed or something is not in line with Occupational Health and Safety as an example. The grievance investigation process allows a complainant to have their issue investigated in an informal and formal manner ensuring a satisfactory and best practice outcome for all parties. This process is time-stamped, so all parties can ensure the investigation stays on track, allowing company managers to easily demonstrate that they followed the right processes and procedures.

The grievance process is the process that is required to be followed by the fair work act 2009. This grievance policy can be viewed in your documents under performance management documents. If you need any help with a grievance please call 1300 730 880 or email happy@happpy@happyhr.com to find out more.

Happy HR Support

"You will have access to 15 minutes of phone based support per month. We also provide Skype support, and virtual screen sharing so we can demonstrate features to you on the spot. We want to ensure that you and your staff know how to successfully use the Happy HR platform. If you have a HR question, an anxiety, a question about performance management or how to handle a difficult situation, or need to talk to a HR professional about any situation in your workplace as your HR partner we are here to help."

Happly HR is here to provide ongoing HR training, provide HR support, webinars to ensure that you maximise the use of the software. We want to ensure you get the benefits of the software but also the benefit of having us as your HR partner. As qualified HR professionals we are truly here to help.

HR policies and various

Yes clients can modify their HR policies but this may affect their legal compliance. Happy HR can organise for a legal professional to review your amendments. There is a small but reasonable fee to review your altered policies to give you piece of mind.

Not a problem! Simply hit the “previous versions” button next to the HR policy in the document panel when logged in as a company admin and this will bring the policy back to the original document so you remain legally compliant.

The simple acceptance system is when there is a change to HR legislation Happy HR will make you aware of this by sending you a "approval" to the company admin dashboard. Once you accept this (and we strongly recommend that you do) your employees will receive a "approval" on their personal dashboards to accept.

Inviting employees

Staff induction is now done in a flash! Happy HR has an online induction process that you use via the organisational chart. All you do is simply fill in the new recruits email address, salary, offer expiry date and our platform allows new recruits to review and accept their letter of offer, position description and company HR policies all before their first day at work!

No problem, simply go to the employee dashboard, click on invited staff, find the employee, change the details and simply click update. A new invite will be instantly received by the new employee.

No problem, simply go to the staff org chart, click on invited staff, find the employee, and simply click terminate. The invite will be instantly cancelled.

No problem, simply go to the staff dashboard, click on the current staff, find the employee, change the details and simply click update. The employees employment contract etc will instantly change.

Keypay.com.au integration

"When logged into Happy HR, go to your settings tab and click on the “Keypay not integrated button”. You will be taken to Keypay.com.au. Keypay.com.au may ask you to log into Keypay.com if you are not logged in at that time. Once logged in it will take you to the authorise application page, click Authorise. Once you click authorise you will be taken back to Happy HR and you will be fully integrated!"

"When logged into Happy HR, go to your settings tab and click on the “Keypay integrated button”. Once you click de-authorise you will be deintegrated!"

"Happy HR and Keypay.com.au shares payroll, address, birthdate, leave balances, banking, phone number, job title and superannuation information. If you are inviting current employees into Happy HR, please ensure that the emails that you have for each employee is the same in both software’s. This way when the systems sync, you don’t get a double up. The email is the unique identifier and by having the same email address prevents double up of data."

If you are a Keypay.com.au user you will be able to reduce your administration as the Happy HR program will automatically set up new users/employees in Keypay.com.au. This will save double handling, manage your staff leave balances, update, payroll and superannuation details etc.

Before you integrate Keypay.com.au with Happy HR please ensure that the emails that you have for each employee is the same in both software’s. This way when the systems sync you don’t get a double up. The email is the unique identifier and by having the same email address prevents double up of data.

The leave balance gets calculated and (synced) once a pay run executes.

"Here is the process flow for leave in Happy HR: 1. Employee Applies for leave, the status will be in approvals - nothing at this stage gets pushed to Keypay.com.au 2. Once the Admin or Manager approves the leave, it move's to the status of APPROVED – the request is pushed to Keypay.com.au , it will automatically deduct the balances in Keypay.com.au and will also update Happy HR’s leave balance 3. If you Cancel leave in Happy HR, Happy HR can’t update Keypay.com.au as the API doesn't allow us to, you must cancel the leave in Happy HR and you must also cancel the leave in Keypay.com.au . Once you do this it will update the Keypay.com.au leave balances and will update Happy HR leave balances once the Cron (sync) runs next time (This is at 12:00am and 12pm). 4. If you only cancel in Happy HR, again Happy HR can't update/cancel the leave in Keypay.com.au (due to Keypay.com.au ’s rules in the API). As per point 3 if you are cancelling leave you must cancel approved leave in Happy HR and also in Keypay.com.au "

"The cloud has lots of possibilities and being aware of the Keypay.com.au eco system can help you be more efficient in the running of your business. Happy HR is more than happy to take a call on 1300 730 880 to provide you with information or to answer any questions about Keypay.com.au and what their features and benefits can do for your payroll."

Legal and compliance

Our employment contracts are approved by legal professionals. To ensure that you remain legally compliant, we recommend that clients use our easy to use copyrighted self-population questionnaire that pre-populates current HR contracts that are legally compliant. This way when there is an update to a contract because of a change to HR legislation clients can remain HR compliant with our simple acceptance system. If you update your information by using the edit company tab in the Happy HR Admin document dashboard they will also remain legally compliant. Our contracts are compliant to Australian Commonwealth standards. You may make alterations to the documents but these will no longer carry the assurance of Happy HR PTY LTD. Happy HR can organise for a legal professional to review your amendments. There is a small but reasonable fee to review your altered policies to give you piece of mind. Remember it is your obligation to run your company according to the contracts should you accept them.

Upset or vexatious employees will sometimes bring different legal proceedings against an organisation. While the use of Happy HR’s documents and performance management procedures may assist in defending such proceedings, these cases will be decided based on individual case facts. In these circumstances Happy HR PTY LTD makes no representation or offers a guarantee that use of the polices and guidelines will provide a defence to such proceedings should a person or organisation behave outside of Fair Work and Commonwealth guidelines.

"At Happy HR your data and privacy is protected! 1. The pages of Happy HR have are HTTPS for full security. 2. We take data security very seriously as it’s YOUR data. Happy HR is hosted on a highly secure cloud server at Digital Pacific. Our server does a backup daily and retains a backup of the previous 20 days at any point in time. Hourly incremental file storage level backups for the previous 30 days will be maintained at all times. Digital Pacific has highly secure facilities and host’s information some of the biggest companies in the world. All servers are encrypted as this is standard practice. 3. In regards to your credit card information, we use EWAY as it is a terrific and secure product, the Happy HR system does not store any credit card information 4. Happy HR cannot access your data etc unless you give us access to it. 5. Happy HR staff are trained in accordance with Privacy Act and will always act in line with this act. 6. Our clients own their own personal data and information and; we will not ever, on sell to any third parties."

Please click here if you want to find out more about minimum wages https://www.fairwork.gov.au/pay/minimum-wages

Please go here to find your Commonwealth award https://calculate.fairwork.gov.au/findyouraward

"Many businesses misunderstand arrangements for using a contractor, and incorrectly treat employees as contractors. Please look at https://www.ato.gov.au/Business/Employee-or-contractor/How-to-determine-if-workers-are-employees-or-contractors/Myths-and-facts/ Please go here to use this calculator to assist you to determine the status. https://www.ato.gov.au/Calculators-and-tools/Employee-or-contractor/?2016TPNL"

Click on this link to find the correct award. https://www.fairwork.gov.au/awards-and-agreements/awards/list-of-awards

Manager file notes

No employees cannot see manager notes, only the company admin and manager.

Messages

"Creating messages is really easy. 1. You go to the message tab 2. Click create message to create a group send to an individual, to all managers or to all your employees! 3. Write your message and click send 4. You can message back and forth to all of your workmates. The communication module is really powerful and will allow your team to chat to drive engagement with your teams. The system is designed to communicate on the go seamlessly. All the messages are timestamped and you can even attach documents!"

MYOB.com

"When logged into Happy HR, go to your settings tab and click on the “MYOB not integrated button”. Once you click authorise you will be taken back to Happy HR and you will be fully integrated!"

"When logged into Happy HR, go to your settings tab and click on the “MYOB integrated button”. Once you click de-authorise you will be deintegrated!"

"Happy HR and MYOB.com shares payroll, address, birthdate, leave balances, banking, phone number, job title and superannuation information. If you are inviting current employees into Happy HR, please ensure that the emails that you have for each employee is the same in both software’s. This way when the systems sync, you don’t get a double up. The email is the unique identifier and by having the same email address prevents double up of data."

If you are a MYOB.com user you will be able to reduce your administration as the Happy HR program will automatically set up new users/employees in MYOB.com. This will save double handling, manage your staff leave balances, update, payroll and superannuation details etc.

Before you integrate MYOB.com with Happy HR please ensure that the emails that you have for each employee is the same in both software’s. This way when the systems sync you don’t get a double up. The email is the unique identifier and by having the same email address prevents double up of data.

The leave balance gets calculated and (synced) once a pay run executes. In "Accounts right" only.

"The cloud has lots of possibilities and being aware of the MYOB eco system can help you be more efficient in the running of your business. Happy HR is more than happy to take a call on 1300 730 880 to provide you with information or to answer any questions about MYOB Partners and what their features and benefits can do for you."

OH&S

"The OH&S module is designed for a business to track an OH&S incident from reporting to investigation, repairs and risk mitigation. If an unfortunate incident was to occur the whole process can be tracked in the software. Step 1 An incident is reported by an employee. Step 2 The person with the accident can be assessed and medical treatment recorded, accident site preserved and risk assessment conducted. Step 3 A warning email can be sent to all staff to warn them on the issue. Step 4 The issue that caused the issue is booked in for repair and tracked right through until repaired and assessed. Step 5 Staff are told it’s safe to use equipment and training plans can be conducted so staff can be sure how to best mitigate any risks. Step 6 Active management. Remember its every employees responsibility to speak up about work safety!"

On boarding and off boarding

"This is easy to do. Go to the checklist management tab, review the default checklists as you will find that these are really close to what you might need. However if you need to add a question simply click add question, type the question and this question will now appear when a manager onboards a new recruit using the checklist. Equally if you want to remove a question, just delete the question. All company assets that are marked as received and are also recorded via the onboarding checklist so you can track and record all company assets. If an employee resigns or is terminated from your company you can mark those assets as received by a manager when you use the off boarding checklist. These checklists are timestamped and recorded."

Organisational chart

Once the Position Descriptions (PD) are finalised. It is only a matter of adding the PD’s onto an the organisational chart in a structure that suits your business. You will be able to view your organisational chart, which allows you to track how each individual and department is performing. From here you can manage your staff at the click of a button.

"1. You need to have a unassigned position in the organisational chart. If you don’t have an unassigned position that you want to assign someone to please add the position into the correct place in the organisational chart. 2. Next click “RE-ASSIGN” 3. Select the “NEW ROLE” in the drop down box 4. If you have chosen the right position click “OK” to “Are you sure you want to re-assign this user to this new position?” if not please click cancel and try again. 5. If your ok to proceed click “OK” 6. Your position will be unassigned and the employee will have a "approval" for their new performance indicators as well as keeping all their historical information."

"To add as sub company. 1. Click the add button 2. Select the “sub company” 3. Click invite the sub admin 4. Add all the details for the sub company and choose A) you are purchasing the account or B) the sub admin is purchasing the account 5. Complete the process 6. The sub company will now be added and the documents will be set by the company admin from which the company is created."

You can download a CSV file of your data base by clicking export!

Really easy to do! Just click on the + button, click on action, click move to a new position, choose the position it will report to and click to move the position.

Yes, just click print screen and you will be able to print a copy of the chart.

Payment and General

No Happy HR is not able to provide direct debit. For online registrations click the "register button". Happy HR accepts credit card payments through Eway.

Yes, Happy HR is easy and intuitive and you don’t have to be an IT wizard to take advantage of what it has to offer. Our HR process enables clients to seamlessly run their organisations - not get in the way. We will ensure that we provide support, training and webinars so you and your staff understand how to successfully use the Happy HR platform.

Happy HR is really easy to set up! We are here to help you every step of the way. Our team of qualified HR and management consultants will work with you to set up the system, ensure your HR polices are in line with your values and write your position descriptions to ensure that the activities in each position description are truly aligned to you strategic and operational goals. We work with you to become a master user and also provide training to managers and employees as well. The software is easy to use and will reduce 90% of your HR administration. Also if you need support, our dedicated Client Relationship Team is here to help you with any and all enquires.

In general, clients are up and running in about 2-3 hours. You simply choose a plan, then fill out a simple questionnaire, which will populate ready to use legally compliant HR policies that are tailored to your company. From there you create your position descriptions, organisational chart and you’re ready to go.

Happy HR will save you a significant amount of time and money. Having all your documentation in one place in an easy to find format means everything is at your fingertips.

Yes it is. Happy HR takes data protection very seriously. Happy HR has policies and procedures to store personal information securely. We respect the privacy of our client’s personal information and our commitment to them is demonstrated by utilising the same principles required by Australia’s privacy legislation for dealing with customer information (The National Privacy Act 2001). This information is strictly confidential and will only be used for the purpose for which it was collected and no other purpose without your written authority. Furthermore we only provide access to those who are required to perform the administration activities. We undertake that the information we receive will be kept confidential and will not be passed on to another party without your express permission or unless we are required to by law.

Clients can produce hard copies of your HR documentation but Happy HR has a much better solution. Happy HR is a cloud based software that means clients don’t need hard copies as it’s all stored in the cloud and only a click away!

Cloud computing means storing and accessing data and programs over the internet instead of your computer's hard drive.

Happy HR is suitable for all businesses. You have a legal obligation to have HR polices to govern your business or you risk being like the 30,000 other cases that ended up at Fair Work Australia last year because they did not have a legally compliant HR process and or system.

Please see our terms and conditions page for our terms.

Please see our recruitment terms and conditions page for our terms.

Please see our terms and conditions page for our refund policy.

Please go to the privacy policy page of the website to view our privacy policy.

Please contact happy@happyhr.com or on 1300 730 880. You may have put in the wrong email address and it’s as simple as us verifying you then going into the back end to re submit your correct address. From here we will send you an email with all the correct login details.

Simply go to the login page, click forget password, enter your email and you will be sent a new password to your nominated email.

"If an employee does not receive a invite email please follow this process. 1. Ask the employee to add noreply@happyhr.com to the safe senders list on their email account. 2. Go to staff dashboard, find the employee on the invited panel, check the offer expiry date and click update. 3. Your employee should now have their email."

"If you want the employee to still be inducted please follow the following steps: 1. Please log into the system and go to the employee tab 2. Find the employee in the invited section of the employee tab and change the offer expiry date to a future date. 3. Click update. 4. A new invite with unique URL and password has now been emailed to the employee!"

Performance improvement plans

"Our performance improvement plans are based on S.M.A.R.T Goals. S.M.A.R.T is an acronym for: Specific, Measurable, Action-orientated, Realistic and Time bound. The performance improvement plans are used to train a person who is not meeting the performance indicators as stipulated in the employee’s Position Description. A manager will place an employee onto an performance improvement when they are not meeting performance requirements. The manager and the employee mutually agree on the performance improvement plan, so both are aware of what obligations are required from each party to ensure the performance improvement plan is achieved."

Position descriptions

You can create position descriptions that clearly outline the performance indicators, core competencies, experience and education required for each role. Simply go to the position description creator and choose a position description from an industry or use the creator to create a position. Remember a position description must have performance indicators. The process is easy to do, however if you are having trouble you can call us to ask for help!

Procedural documents

"You can add your own procedural documents into Happy HR by using the procedural documents module. Simply go to the procedural documents page, click on create a new procedural document, add in your procedural document, click save and your procedural document will be created. You can also assign “user view” by company positions so only certain positions in your company can see the procedural document."

QuickBooks intuit.com.au integration

"When logged into Happy HR, go to your settings tab and click on the “QuickBooks not integrated button”. Once you click authorise you will be taken back to Happy HR and you will be fully integrated!"

"When logged into Happy HR, go to your settings tab and click on the “QuickBooks integrated button”. Once you click de-authorise you will be deintegrated!"

"Happy HR and intuit.com.au shares payroll, address, birthdate, banking, phone number, job title and superannuation information. If you are inviting current employees into Happy HR, please ensure that the emails that you have for each employee is the same in both software’s. This way when the systems sync, you don’t get a double up. The email is the unique identifier and by having the same email address prevents double up of data."

If you are a intuit.com.au user you will be able to reduce your administration as the Happy HR program will automatically set up new users/employees in intuit.com.au. This will save double handling, manage your staff leave balances, update, payroll and superannuation details etc.

Before you integrate intuit.com.au with Happy HR please ensure that the emails that you have for each employee is the same in both software’s. This way when the systems sync you don’t get a double up. The email is the unique identifier and by having the same email address prevents double up of data.

"The cloud has lots of possibilities and being aware of the intuit.com.au eco system can help you be more efficient in the running of your business. Happy HR is more than happy to take a call on 1300 730 880 to provide you with information or to answer any questions about intuit.com.au integrations and what their features and benefits can do for you."

Support packs

It’s really easy! Go to your dashboard, locate the setting tab, click on support and choose how many hours you need and follow the payment process. Note support packs are only payable by credit card.

Tanda integration

"When logged into Happy HR, go to your settings tab and click on the “Tanda not integrated button”. You will be taken to Tanda.co. Tanda.co may ask you to log into Tanda.co if you are not logged in at that time. Once logged in it will take you to the authorise application page, click Authorise. Once you click authorise you will be taken back to Happy HR and you will be fully integrated!"

"Happy HR and Tanda.co shares payroll, address, birthdate and shift information If you are inviting current employees into Happy HR, please ensure that the emails that you have for each employee is the same in both software’s. This way when the systems sync, you don’t get a double up. The email is the unique identifier and by having the same email address prevents double up of data."

"The cloud has lots of possibilities and being aware of theTanda.com partnerships can help you be more efficient in the running of your business. Happy HR is more than happy to take a call on 1300 730 880 to provide you with information or to answer any questions about Keypay.com.au and what their features and benefits can do for your payroll."

Tax file details

This is data that cannot be accepted because of the https://www.oaic.gov.au/privacy-law/privacy-act/tax-file-numbers. We are currently working on a paperless tax file declaration with a direct integration to the ATO.

Terminating employees

"Firstly before you terminate an employee you must ensure that you are doing it lawfully and in line with the Fair Work Act. If you have any anxiety or questions please don’t hesitate to call Happy HR on 1300 730 880 or email happy@happyhr.com. PIP termination Firstly you can terminate an employee through a PIP process. You must have already conducted PIP plan and the employee has failed that assessment. At this point the system will allow you to move to a disciplinary meeting to terminate. In all situations by terminating the employee the Happy HR system will automatically lock them out of the system, send them a statement of service and a link to an Exit survey, which is emailed directly to the Happy HR administrator."

"Firstly before you terminate an employee you must ensure that you are doing it lawfully and in line with the Fair Work Act. If you have any anxiety or questions please don’t hesitate to call Happy HR on 1300 730 880 or email happy@happyhr.com. BPIP termination Firstly you can terminate an employee through a BPIP process. You must have already conducted BPIP plan and the employee has failed that assessment. At this point the system will allow you to move to a disciplinary meeting to terminate. In all situations by terminating the employee the Happy HR system will automatically lock them out of the system, send them a statement of service and a link to an Exit survey, which is emailed directly to the happy HR administrator."

"Firstly before you terminate an employee you must ensure that you are doing it lawfully and in line with the Fair Work Act. If you have any anxiety or questions please don’t hesitate to call Happy HR on 1300 730 880 or email happy@happyhr.com. Serious misconduct For serious misconduct you simply go to the organisation chart and click terminate. Remember, you must have clear evidence of the employee not adhering to the company HR policies and procedures and must be an offence that an employee can be lawfully terminated. In all situations by terminating the employee the Happy HR system will automatically lock them out of the system, send them a statement of service and a link to an Exit survey, which is emailed directly to the happy HR administrator."

"Firstly before you terminate an employee you must ensure that you are doing it lawfully and in line with the Fair Work Act. If you have any anxiety or questions please don’t hesitate to call Happy HR on 1300 730 880 or email happy@happyhr.com. Disciplinary meeting For terminating via a disciplinary meeting you simply go to the meeting click action then click terminate. Remember, you must have clear evidence of the employee not adhering to the company HR policies and procedures and must be an offence that an employee can be lawfully terminated. In all situations by terminating the employee the Happy HR system will automatically lock them out of the system, send them a statement of service and a link to an Exit survey, which is emailed directly to the happy HR administrator."

"Firstly before you terminate an employee you must ensure that you are doing it lawfully and in line with the Fair Work Act. If you have any anxiety or questions please don’t hesitate to call Happy HR on 1300 730 880 or email happy@happyhr.com. If an employee is leaving your organisation on their own accord If an employee has chosen to leave your organisation once they depart simply go to the organisation chart and click terminate. In all situations by terminating the employee the Happy HR system will automatically lock them out of the system, send them a statement of service and a link to an Exit survey, which is emailed directly to the happy HR administrator."

"Firstly before you terminate an employee you must ensure that you are doing it lawfully and in line with the Fair Work Act. If you have any anxiety or questions please don’t hesitate to call Happy HR on 1300 730 880 or email happy@happyhr.com. If an employee is made redundant If an employee has been made redundant in accordance with the Fair Work Act please go to the organisation chart and click redundancy . In all situations by making the employee redundant the employee the Happy HR system will automatically lock them out of the system, send them a statement of service and a link to an Exit survey, which is emailed directly to the happy HR administrator."

Yes, when an employee is terminated via the organisational chart, the employee will receive an exit survey which they can be asked to fill out to obtain constructive feedback on the organisation.

Training plans

"You can add your own training plans into Happy HR by using the training plans module as a company admin or manager. Simply go to the training plan page, click on create a new training plan, add in your training plan, click save and your training plan will be created. You can also assign “user view” by company positions so only certain positions in your company can see the training plan."

Trophy’s and shout outs

"Simply go to the trophy page, click on create a new trophy, add in your title and reason, choose a trophy logo and click create. From here you can go to the nomination tab, choose a trophy, choose a group of employees that are the ones being nominated or request your employees to nominate an employee for the trophy, choose when voting closes, then click “create trophy” and the trophy that your employees will vote on is automatically sent to all employees to vote."

You can create a shout out by going to the trophy and shout out section of the company and employee dashboard. Click create shout out, click on the employee, give the reason and click create shout out. Shout outs are a great way for employees and management to recognise good performance within the company.

User access control

You can create user access in Happy HR by gong to the user access module. Your first step is to create a role. Once you have created a role you go to the permission section and select the permissions for this role. You can then assign this position to role and your sub companies.

Warnings and final warnings

A company admin can give a written warning via the employee dashboard. Simply click on the action “written warning” and fill out the information and click store warning. The system automatically emails the employee a copy of the written warning.

Work for us!

At Happy HR, we’re building something really special. Happy HR is the world’s most efficient and easy to use human resource and performance management platform. Happy HR is designed in Melbourne specifically for Australian businesses. Our mission is to ensure that our subscribers are able to efficiently and easily performance manage staff, business departments, drive continuous improvement and maintain legally compliant human resource policies. From induction Happy HR takes care of the whole employee life cycle…It’s HR made happy! HR and performance management can be a real problem. At last count, there were over 30,000 cases in Fair Work and over $150 million paid out. We’re really proud of the impact our product is making: Reducing risk with HR compliance. Helping client’s performance manage staff in a happy and engaging way. Reducing staff turnover. Ensuring Position Descriptions are truly aligned to business strategic goals. Real HR support. We are also very proud to have truly seamless integrations with Xero, MYOB, Deputy, Tanda, QuickBooks etc. At Happy HR we believe in providing great people with the freedom and empowerment to flourish. We are driven, happy and humble. At the same time, we set the bar really high for ourselves. This is the only way we will be successful in our mission to eliminate HR anxiety. A little about the software Happy HR is developed right here in Melbourne specifically for Australian businesses. Happy HR is the world’s most efficient and easy to use human resource and performance management platform. About the company Happy HR’s HQ is based in Docklands, close to transport (Literally 5 mins from Southern Cross Station by tram). Our mission is to ensure that our subscribers are able to efficiently and easily performance manage staff, business departments, drive continuous improvement and maintain legally compliant human resource policies. About our office We have a modern bright and funky office, have a barista machine to make the perfect cup of coffee, have a foosball table for a bit of fun. We have a new light filled office that has provided us with lots more space so we can increase our staff levels to achieve our growth plans. Yep it’s really exciting times for us. About our culture You have to want to truly “wow” our clients at every opportunity. You will be supported by a team of professionals that want to see you successful. We listen to you and your ideas. You will feel valued. Other benefits You’ll get your birthday off, end of year trips, you’ll be provided with lots of training opportunities, as well as career advancement. If you want to join a Happy team? Please send your resume and cover letter to happy@happyhr.com Happy HR is currently recruiting for the following roles: Sales This position is responsible for the growth and acquisition of new business clients via referrals, networking, cold calling and other. This role also maintains their accounts via a planned call cycle to ensure clients are engaged and happy. HR Consultant This position is responsible for assisting clients with the set-up of Happy HR as well as advising on client HR issues and matters. This role will require you to be HR qualified, passionate about HR and able to engage people at all levels to ensure outcomes required by the Fair Work Act and other workplace legislation.

Xero.com integration

"When logged into Happy HR, go to your settings tab and click on the “Xero not integrated button”. You will be taken to Xero.com. Xero.com may ask you to log into Xero.com if you are not logged in at that time. Once logged in it will take you to the authorise application page, click Authorise. Once you click authorise you will be taken back to Happy HR and you will be fully integrated!"

"Log into Xero click on the Settings tab/general settings. Go to connect – Add-ons. You will see Happy HR, click disconnect, it will have a pop out window that asks "are you sure you want to disconnect?", click Yes. You can also do this from Happy HR by clicking on the Xero integrated button from settings."

"Happy HR and Xero.com shares payroll, address, birthdate, leave balances, banking, phone number, job title and superannuation information. Once you invite a user into Happy HR it will automatically via the Cron (which is a sync at 12am and 12pm) send the new data into Xero meaning that the new employee is set up saving you time! If you are inviting current employees into Happy HR, please ensure that the emails that you have for each employee is the same in both software’s. This way when the systems sync, you don’t get a double up. The email is the unique identifier and by having the same email address prevents double up of data."

If you are a Xero.com user you will be able to reduce your administration as the Happy HR program will automatically set up new users/employees in Xero.com. This will save double handling, manage your staff leave balances, update, payroll and superannuation details etc.

Before you integrate Xero.com with Happy HR please ensure that the emails that you have for each employee is the same in both software’s. This way when the systems sync you don’t get a double up. The email is the unique identifier and by having the same email address prevents double up of data.

The leave balance gets calculated and (synced) once a pay run executes.

"Here is the process flow for leave in Happy HR: 1. Employee Applies for leave, the status will be in approvals - nothing at this stage gets pushed to Xero.com 2. Once the Admin or Manager approves the leave, it move's to the status of APPROVED – the request is pushed to Xero, it will automatically deduct the balances in Xero and will also update Happy HR’s leave balance 3. If you Cancel leave in Happy HR, Happy HR can’t update Xero as the API doesn't allow us to, you must cancel the leave in Happy HR and you must also cancel the leave in Xero. Once you do this it will update the Xero leave balances and will update Happy HR leave balances once the Cron (sync) runs next time (This is at 12:00am and 12pm). 4. If you only cancel in Happy HR, again Happy HR can't update/cancel the leave in Xero (due to Xero’s limitations in the API). As per point 3 if you are cancelling leave you must cancel approved leave in Happy HR and also in Xero."

Please review Happy HR on Xero here! https://community.xero.com/business/discussion/13942812

"The cloud has lots of possibilities and being aware of the Xero eco system can help you be more efficient in the running of your business. Happy HR is more than happy to take a call on 1300 730 880 to provide you with information or to answer any questions about Xero Add-On’s and what their features and benefits can do for you."

The leave balance amount only changes when the leave application is processed (by running a pay run). So you won’t see it change until then. If you don’t enter pay period dates, you can not specify how many hours of leave are to be applied to each day. The number of hours will be auto-generated based on the employees pay template. If you need to specify the hours per day, you will need to calculate the pay periods based on the employees pay calendar.

Leave laws

Excessive annual leave occurs when an employee on an award has accumulated at least 8 weeks (10 weeks for shift workers) of leave. After first trying a verbal negotiation, employers can now make an employee take annual leave if: 1. A written request with at least 8 weeks’ notice (and not more than 12 months) of when the leave will start is provided. 2. The direction doesn’t result in the employee retaining less than 6 weeks paid annual leave. 3. The employee is not directed to take any period of leave of less than one week. 4. The direction is not inconsistent with any leave arrangements already in place, such as agreed leave, policy or contractual provisions in the workplace.

Yes. Employees may now cash out annual leave, but they must meet the following criteria: 1. Their award/registered agreement allows it. 4 weeks of leave must remain after the cashing out 3. Cashing out is limited to a maximum of two weeks every 12 months. 4. Employers must create a separate agreement for each cash-out

Only if the employer agrees and the employee and employer sign a written agreement that specifies: 1. How much annual leave is being taken in advance 1. The day the leave will start If an employee takes leave in advance and subsequently their employment is terminated, before they’ve accrued back the leave, the employer may now deduct the amount owing from the employee’s final pay – but only if the above conditions have been met.

Yes, if an employee is paid by electronic funds transfer (EFT), they can continue to be paid as per their usual pay cycle during periods of leave. For example an employee, Steve, is on one of the 112 awards and is taking three weeks annual leave. Steve’s employer is not obligated to pay her upfront/ in-advance, before his leave begins – as long as he normally receives his pay via EFT and will continue to do so while on leave.

This must be managed in accordance with the award relevant to the employee and industry in question, for example: Many awards states that employer needs to provide at least 4 weeks notice and if an employee doesn’t have enough leave to cover the shutdown, they can agree with the employer to take one of these options: 1. Annual leave in advance 2. Unpaid leave If an employee doesn’t agree to either, they must be paid at the ordinary rate for the period – they can’t be forced to take unpaid leave.