The Business of Architecture*

What are your obligations in terms of unpaid internships? Nick Ruskin from K&L Gates looks at the fine print.

In a profession under pressure, unpaid internships are becoming increasingly common, but they may be placing our most vulnerable students and graduates at risk. Melonie Bayl-Smith unpacks the issues.

Implementing policies and staff training around harassment are important, but enforcement is crucial. Employers must be prepared to take direct action when required, advises employment law specialist Elizabeth Radley.

We encourage all ACA members to ensure that their workplaces are safe for all. There are some excellent resources out there to help employers understand their obligations, and to develop the best processes, policies and culture.   

ACA – SA is developing advice for all members about the effective use of performance reviews. To get going we want to hear from you.

Providing support and easing the transition for an employee returning to work makes good business sense, argues Jennekin Dicks.

At a time when margins are small, and the war for talent is real, Josephine Sukkar outlines the importance of trust, clever recruitment and succession planning, and the cultivation of flexible management and teams.

How does your practice address sexual harassment at work? Merilyn Speiser from Catalina Consultants offers a 10-step approach to keep your business harassment-free.

The ACA Guide IFA Agreement provides member practices with a guide document to review and adjust to suit their particular practice.

The ACA provides new Guide Agreements to assist members meet their obligations under recent changes to the Architects Award.

An employee usually won’t succeed in an unfair dismissal or bullying claim if the conduct of their employer is considered ‘reasonable management action’. But what does that term mean? Merilyn Speiser from Catalina Consultants investigates. 

Part-time employment can have enormous benefits – to employers and employees, but also to the creative process, argues Madeline Sewall.

The new financial year will bring a number of changes to laws and regulations affecting HR, including new obligations for employers. 

The topic of mental health is receiving increasing attention in architecture. So, how can you ensure that your practice is safe and healthy? ACA partner Cbus works with SuperFriend to provide knowledge and resources about mental health, some of which is shared below. 

The findings of the 2017 National Salary Survey, with analysis by Dr Gill Matthewson, are now out – salaries are up very slightly, but worrying trends continue for the third year. There is still a gender pay gap and some practices persist in paying under Award minimums!

When it comes to creating a motivated and well-supported architectural workforce, mentoring is a no-brainer, argues Michael Smith. 

Lee Hillam reflects on the long-hours culture in architecture.

Poor workplace cultures and conditions are bad for everyone – employee, employer and the wider profession. David Wagner responds to one recent account. 

Michael Corrigan explains long service leave entitlements for casual or regular part-time employees, and how to calculate leave owed. 

A new decision by the Fairwork Commission means that redundancy payments should now be calculated with reference to previous casual employment as well as part-time and full-time service. Abraham Ash and Andrew McNair of Clayton Utz explain. 

Reverse mentoring has much to offer architectural practices, with potential benefits to employees, employers and the whole business. 

Leone Lorrimer offers a series of resolutions to help ensure that architectural practices provide fair and equitable remuneration, and a set of resources to support them.

Nurturing a company culture of opportunity and challenge, support and appreciation is not just about giving you a warm fuzzy feeling – it can increase your bottom line. Rena Klein makes the case.

Updated Federal Industrial Awards pay rates for awards relevant to employees working in architectural practices.

The 2016 Federal Budget includes an internship program. Details are scant, but the ACA is keeping a watching brief on the initiative and what it means in relation to the Architects Award.

Competition for good architectural staff is keen across much of Australia at the moment. Salaries matter, but as Krista Shearer from Bespoke points out, there are other things your practice can do to attract and retain good people – and people rarely move for salary alone.

What is productivity and how should we measure it? Robert Peake reports on recent survey findings and suggests strategies for architectural practices.

Leone Lorrimer co-hosted the first CEO Roundtable to explore and discuss gender diversity issues in architecture. She reports on the event and the resulting action plan. 

The Fair Work Act 2009 contains a range of general protections available to employees against conduct that is discriminatory, unfair or unlawful. Peta Tumpey and Rae Mozejko, of TressCox Lawyers, set out what the general protections are and what employers can do to avoid claims being made in this jurisdiction.

Peta Tumpey and Katie Simon outline the steps you need to go through as an employer to ensure you meet your obligations in relation to redundancy.

Sydney-based representatives from top Australian architecture practices have signed up for the first Male Champions of Change program in architecture. Leone Lorrimer reports on the launch event, the initiative, and what it means for Australian architecture. 

How do you develop a clear, effective process for succession in your practice? Robert Peake outlines the key issues and strategies, and warns of problems you may encounter. 

Retaining high performing employees and managing performance have major business benefits. Peta Tumpey and Katie Simon of TressCox Lawyers provide a guide. 

John Held on happiness, mental health and the construction industry.

What does the recent Human Rights Commission report mean for architectural businesses?  

How do you build an architectural business? Charles Justin offers 10 principles to guide a practice.  

The Parlour Guides to Equitable Practice aim to help Australian architecture move towards a more equitable profession; one that offers opportunity for all and is better positioned to meet contemporary challenges.

With the release of the new ACA HR Policy Templates, we outline the benefits of having policy in place for practices of all sizes. 

The ACA is concerned to note that some architectural practices are advertising unpaid ‘internship’ positions that appear to be unlawful.

A new guide for small business from the Fair Work Ombudsman.

Cbus provides an update on changes to superannuation requirements in 2014.

The American Institute of Architects' 2013 Compensation Report.

Equal Pay Day draws attention to the pay disparity between men and women. We list some resources to help you ensure this is not an issue in your practice. 

The international discussion of architecture salaries continues with a number of ongoing projects.

The Women in Male Dominated Industries Toolkit of Strategies offers a range of ways to recruit, retain and support women.

Melonie Bayl-Smith argues that flexible work arrangements may be the best option for an architectural practice to retain its corporate knowledge and for the profession to retain its talent.

New anti-bullying legislation focusses on how employers respond to allegations of bullying. 

Do internships provide a much-needed foot in the door and an opportunity to learn or are they exploitation? It all depends on the structure and policies in place, and the integrity with which they are supervised.

Mark Ward of Cbus gives an overview of changes to the Australian superannuation system which took effect at the beginning of the 2013 financial year.