- WEEKLY INSIGHT
Gen Z’s “Bare Minimum Monday” Creates Workplace Tension with Baby Boomers
In modern discussions, the concept of punctuality often sparks a debate similar to discussions about the relevance of chivalry in today’s world. Just as chivalry is seen as a set of courteous behaviours that marked a person as honourable and respectful in past generations, punctuality represents a form of respect towards others’ time and commitments. The question “Is Punctuality Dead? The Great Debate Between Generations” parallels discussions on whether traditional values like chivalry have been forgotten in our fast-paced, technology-driven world. Both punctuality and chivalry share the underlying principle of respect for others, and the debate around them reflects broader inquiries into how societal values evolve with changing generational perspectives.
Workers born between 1997 and 2012 (considered as Gen Z) have a significantly different approach to balancing work and life compared to Baby Boomers’ adherence to punctuality. Insights from a recent survey illuminate the stark differences between the generations regarding timeliness. Nearly 50% of Gen Z respondents, aged between 16 and 26, view a delay of 5-10 minutes as permissible. In contrast, a substantial 70% of Baby Boomers exhibit no tolerance for being late.
This shift towards more relaxed views on punctuality amongst younger workers has led to some discontent among employers. A recruitment specialist, Roxanne Calder (pictured above), notes this trend across various sectors, including the fast-paced realms of cafes and retail outlets. Despite recognising the drawbacks of lateness, Calder also emphasises the strengths that Gen Z workers bring, particularly their focus on achieving results.
Technology’s facilitation of work and personal life adds another layer to this issue. Gen Z’s constant connectivity fosters a “just-in-time” mindset, valuing efficiency over preparation. Consequently, work often extends beyond traditional hours thanks to remote access capabilities.
To bridge these gaps, Calder proposes seeking mutual adjustments. Companies may have to balance maintaining client satisfaction while adapting to the younger generation’s evolving work habits.
The discussion concludes by recognising the strict punctuality norms that Gen Z individuals likely encountered during their education and extracurriculars before entering the job market. Moreover, the informal atmosphere of remote work during the pandemic may have shifted their views on punctuality.
2. HR/IR SNAPSHOT
$7/ hour or the “We’re Hiring Lie” Fake Opening, Real Fines – FWC Cracks Down on Dodgy Job Ads.
In March 2023, the FWO received the authority to issue fines to employers who post job ads offering illegally low pay rates. As part of its crackdown on illegal job advertisements, the Fair Work Ombudsman (FWO) has issued 151 infringement notices to employers, resulting in over $89,000 worth of fines.
“Employers should do the right thing when recruiting their workforce – and those who break the law are paying the price,” said Fair Work Ombudsman – Anna Booth in a statement. Among the cases it handled was a hospitality business that posted a job ad offering just $7 to $10.50 an hour for full-time/part-time bar staff positions.
The business was fined $313, with the job ad removed online, after the FWO found it contravened the Fair Work Act. “Advertising your intention to pay employees $7 per hour, for example, is precisely the sort of unacceptable conduct that the Fair Work Ombudsman wants to stamp out,” Booth said.
But the fight for fair wages goes beyond mere numbers. The FWO recognises the vulnerability of migrant workers who might be unaware of their rights or desperate for income. Ms Booth highlights the importance of protecting these workers, stating, “We want to stop exploitation at the earliest moment – and trying to take advantage of migrant workers… is appalling.” By eliminating “dodgy ads” and promoting wage transparency, the FWO is safeguarding vulnerable workers and ensuring a fairer playing field in the job market.
As part of its crackdown, the FWO said it is also routinely searching public job ad websites for potential job ad violations. Including fake job ads, which companies are starting to use to obtain market intelligence and information on competitors during the interview process (Foster 2024).
“Ghost and fake job ads are a decision pure and simple to deceive and manipulate. It’s unethical and a form of candidate abuse,” is a powerful quote from Sue Parker, a previous recruitment agency owner – who knows fake job ads have been rife across Australia for decades. Listing ghost jobs can also be a tactic “to placate overworked staff”. Imagine the scenario when your boss says, “Hey, don’t worry. Look, we’re advertising to get your support. Don’t stress“
3. TEAM DIARY
Compliance Made Easy marvinHR – Your Trusted Partner in Australian Employment Law.
Nearly 50% of HR in Australia is compliance-based with over 122 industry-specific awards detail minimum pay, overtime entitlements, and other conditions. Further, each state and territory has an additional set of regulations that impact areas like occupational health and safety. Australian employment law is constantly referred to as an “ever-shifting landscape,” and the answers for today will not be the answers for tomorrow.
Take the Closing the Loopholes Bill as an example. To date, over 20 significant amendments have already been enacted, and at least another 10 noteworthy reforms – one we have all heard about “The Right To Disconnect” which will come into effect in August.
Even HR Professionals in Australia lack confidence in their ability to keep up with the ever-changing laws. A 2023 report by GoCo found that 50% of HR professionals lack confidence in their ability to keep up with all the new compliance laws. Another 2022 report by ADP found that 31% of HR professionals struggle with recruiting employees on visas.
At marvinHR, we understand the complexities of navigating Australia’s employment system, especially for those on visas. Our unique advantage comes from our firsthand experience – two of our team members have gone through this process. We don’t just offer theoretical guidance; we provide practical, real-life insights and solutions based on our experiences.
Further, in a recent survey, 2 in 3 SMEs—which equates to almost 40% of small Australian businesses—admitted to payroll errors as wage theft criminalisation looms. At marvinHR, we understand the nuances and intricacies of these processes better than anyone. Our seasoned team is dedicated to ensuring your business remains compliant, your payroll runs smoothly, and you’re well-prepared for the upcoming changes in legislation.
We offer a broad range of outsourced HR services starting from only $1000 per month, including but not limited to the following:
Employment Contracts, Policies & Procedures, Organisation Handbooks & Specific HR Legal Matters
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4. THIS WEEK’S TOP 4 READS
- HR’s end-of-financial-year checklist (4 days left)
- HR bosses reveal this year’s biggest people problems.
- ‘I will do what I want’: Manager fights with CEO, business owner – FWC Ruling
- SEEK: Australia’s job ads fall at ‘slower’ rate of 0.6%
