This Accord, between Australia’s customer owned banks, mutual banks, building societies, credit unions and commercial banks is a comprehensive set of anti-scam measures across the entire industry.

“This Scam-Safe Accord is a new offensive in the war on scams. It reflects the banking sector’s unwavering commitment to safeguarding every Australian. It outlines the actions every bank will take to protect Australian consumers and small businesses and to harden the system against scams,” said ABA CEO Anna Bligh.

“The initiatives we launch today are a significant step forward and demonstrate the banking industry’s commitment to fight scams. It doesn’t matter if someone banks with a regional mutual bank or the largest bank in the country, customers can be confident their bank is working hard to protect their money,” said COBA CEO Mike Lawrence.

At the heart of the Scam-Safe Accord is a $100 million investment by the industry in a new confirmation of payee system to be rolled out across all Australian banks. Confirmation of payee will help reduce scams by ensuring people can confirm they are transferring money to the person they intend to.

With 15.4 billion transactions worth $2.5 trillion occurring every year across the banking sector, the design and build of an industry wide confirmation of payee system is a major undertaking. Design of the new system will start straight away and it will be built and rolled out over 2024 and 2025.

Banks have committed to introduce new and higher protections into their systems, meaning customers should expect more warnings and delays when paying someone new or increasing payment limits. To prevent misuse of accounts through identity fraud, all banks will uplift technology and controls, including all major banks introducing unique identification measures known as biometric checks when opening new accounts.

In addition, the Scam-Safe Accord includes a major expansion of intelligence sharing across the sector with all banks acting on scams intelligence from the Australian Financial Crimes Exchange by mid-2024, and joining the Fraud Reporting Exchange. This means critical information is shared across the banking sector at speed about scam transactions, improving the chances of preventing scams and recovering stolen funds.

“Preventing scammers from taking the hard-earned money of everyday Australians is a shared responsibility. As scammers work hard to devise new ways to steal money, it’s critical that governments, industry and consumers remain vigilant to make Australia a hard target for scammers,” said Mike Lawrence.

“Recent data from banks shows that $600 million in stolen funds has been returned to customers over the last year. To keep up this effort it is critical that government, banks, telcos, social media and crypto platforms work together as part of an eco-system to stay one step ahead of sophisticated criminal gangs,” Anna Bligh said.

Banks play a key role but are only one part of the solution. The ABA and COBA look forward to seeing details from other sectors about their plans to proactively address scams.

The Scam-Safe Accord initiatives are based on the principles of disrupt, detect and respond. They include the following commitments from banks. The initiatives define a banking sector industry standard following the authorisation, from the Australian Competition and Consumer Commission in August for ABA banks to work collectively to develop initiatives to help reduce scams.

Scam-Safe Accord 

The Accord applies to all members of the Australian Banking Association and the Customer Owned Banking Association, and includes banks, mutual banks, credit unions and building societies.

The Australian Banking Association’s membership is comprised of 20 banks from across Australia. The ABA advocates for a strong, competitive and innovative banking industry that delivers excellent and equitable outcomes for customers.

The Australian Financial Crimes Exchange: Providing security capabilities, technology, and intelligence in one central platform, the AFCX brings together businesses, government, law enforcement agencies and industry groups to protect Australian consumers and businesses from financial crime, cyber-crime and scams.

The Customer Owned Banking Association is the industry association for Australia’s customer-owned banking institutions – mutual banks, credit unions and building societies. COBA champions the customer owned banking model and advocates for a more competitive retail banking sector that benefits all Australians.

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One of the hardest parts of starting an ecommerce business is finding the right tools with all the right functionality for the right price. With the ecommerce software industry overflowing with solutions that promise to cater to your every need and help you grow, finding the perfect solution is easier said than done. This is partly because “ecommerce software” is extremely vague. Thanks to years of competing for top search result rankings, vendors have inadvertently (or not) flooded the internet with the keywords “ecommerce software,” falsely deeming may tools that don’t necessarily support an ecommerce venture as entirely capable.

Because of this practice, and the constantly-changing nature of the way we buy, sell, and consume, it’s become nearly impossible to determine what features ecommerce software should or shouldn’t have. So, I’m taking a more flexible approach in this article.

We’ll look at the essential functionality that every ecommerce business needs, and then discuss semi-essential features, and nice-to-have features. Then, to close, we’ll talk about what you should consider before you hand over your credit card to an “ecommerce software” vendor.

Source: Zoho

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• E-learning legal education platform wins prize worth up to $550,000 at legal tech-focused pitch night.
• Expert judging panel from Australia’s legal technology and startup ecosystems chose winner and runners-up.

Applications to pitch were received from around the world and ultimately 10 startups were selected to present their solutions in a fast-paced 90-second initial round to persuade the judges to advance them to round two.

The 10 selected startups came from across Australia, the US, the UK, and Bangladesh: Amplified Global, Ask Lexi, DDLoop, Deeligence, Gavel, Halisok, Legalized Education, Mary Legal, Oddr, and Pathways Digital.

Three finalists progressed to round two and had three minutes to dive deeper into their legal tech solutions. Round two was followed by challenging questions from the judging panel, made up of Michelle Bey, chief innovation officer and transformation lead at Lander & Rogers; Karen Finch, president of ALTA; and Stewart Rasmussen, co-founder and CEO of Syncly and an alumnus of the LawTech Hub.

Drumroll, please

Dhaka-based e-learning legal education platform Legalized Education won first prize. Focused on embracing new technologies, co-founder and CEO, Tasnuva Shelley is providing subscription-based legal solutions for entities, law-related courses for enthusiasts, and online learning tools for legal professionals.

Ms Shelley, upon winning, said, “Thank you so much; this means the whole world. You have actually changed the entire legal tech landscape for this country [Bangladesh]. Now, when I walk in a room and show this [2023 Legal Tech Pitch Night win], they are going to pay attention to me.”

2023 judge Stewart Rasmussen, founder and CEO of Syncly, was moved to tears after Ms Shelley’s wining speech.

Mr Rasmussen said: “Tasnuva Shelley captured everything it takes to be a success in business and in life—passion, compassion, purpose, knowledge, drive and humility. When she won, her smile made me cry, I could see how much this meant to her.”

Michelle Bey, chief innovation officer and transformation lead at Lander & Rogers, said: ” As a judge for this year’s Legal Tech Pitch Night, crowning Legalized Education as the winner was certainly the year’s highlight! Tasnuva’s passion, unwavering dedication, profound sense of mission, and depth of understanding in what it takes to galvanise an entire country’s legal education system were incredibly moving. I have no doubt that she has a remarkable journey ahead and we—Lander & Rogers—hope to be there to support it.”

Karen Finch, president of ALTA, added: “I was really blown away by the calibre and high standard of all the pitchers and their incredible technology solutions and services. It was so wonderful to hear from pitchers located all around the globe, and Tasnuva Shelley from Legalised Education was such a deserving winner. I really recommend everyone check out and support Tasnuva and her team and what they are achieving in Bangladesh.”

The first-place prize grants Legalized Education access to all benefits that the current LawTech Hub residents and alumni have access to, which is over AU$550,000 of business and technical support from the LawTech Hub and its world-class partners.

Runners-up and People’s Choice

Los Angeles-based Gavel, represented by founder and CEO, Dorna Moini, was named first runner-up. Gavel, a legal automation platform with infinite workflow possibilities, enables users to generate accurate, customised, and perfectly formatted documents with the hopes of reclaiming 20-plus hours per week.

Straddling Melbourne and Sydney, Mary Legal, represented by co-founder and COO, Rowan McNamee, was named the evening’s second runner-up. Mary Legal leverages artificial intelligence to listen to client consultations, accurately transcribe, and generate comprehensive first drafts of legal documents.

Named after Mr McNamee’s aunt and family law barrister, Mary, he said of his aunt and startup’s namesake: “She is known for her ruthless efficiency. The way I view it, every law firm needs a Mary, so I’m bringing Mary to every law firm that I can.” Melbourne-based Deeligence, represented by co-founder and COO, Elena Tsalanidis won the evening’s People’s Choice Award, which was voted on by the 2023 Legal Tech Pitch Night audience. Deeligence is a secure, collaborative due diligence workspace converting manual processes into a more efficient and profitable way to get deals done.

Emceed by Courtney Blackman, head of partnerships at Lander & Rogers and director of the LawTech Hub, the 2023 Legal Tech Pitch Night was attended by an international audience of startups and scaleups, VCs, angel investors, law firms, government, and peak legal industry bodies.

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IP rights give you exclusive legal rights to profit from your ideas. There are four IP types you can register with IP Australia, the government agency that administers IP rights — trade marks, patents, design rights and plant breeder’s rights. 

• Trade marks: A trade mark protects your unique brand and distinguishes your product or service. Trade marks can be used to protect a logo, phrase, word, letter, colour, sound, smell, picture, movement, aspect of packaging or any combination of these. Registered trade mark owners have exclusive rights for 10 years and registrations can be renewed indefinitely. IP Australia’s TM Checker tool makes it easier for small businesses to apply to register a trade mark in minutes from $330. 
• Patents: A patent protects an invention, or how something works. It may be a device, substance, method or process but it must be new, useful and inventive in order to be granted a patent. Lasts up to 20 years (for a standard) to 25 years (pharmaceutical). 
• Design rights: Protects the overall appearance of your new and distinctive product for up to 10 years (renew registration at 5 years). The appearance may be a combination of shape, colour, configuration pattern and ornamentation. 
• Plant breeder’s rights: A plant breeder’s right protects new plant varieties. It could be for a new variation of flower, vegetable, fruit, tree or plant. Exclusive use of new varieties of plants lasts for 20-25 years, depending on the plant type. 

To work out which of these four IP rights apply to your business, try IP Australia’s Choosing the right IP tool to help you identify what type of IP protection you may need in two easy steps. You may need to protect your idea with multiple types of IP rights. 

Registering for an IP right is not just about protection, but it can potentially increase the value of a business by creating valuable IP assets which can be commercialised through licensing, transfer or sale. 

There are other types of IP including copyright, circuit layouts and trade secrets that are not administered by IP Australia. Copyright protects art, non-commercial designs, music, literature or film. Copyright protection is free and applies automatically. To learn more, visit the Copyright Council website. 

Other great tools to protect your IP include non-disclosure agreements and confidentiality clauses in contracts. To learn more about how a registered IP right supports your business’s success, and how to apply, visit the IP Australia website. 

The post Intellectual property basics – what every small business should know appeared first on Small Business Connections.

In many cases, poor performance will fester because employees have not been made aware of their poor performance issues, and because their managers:

• don’t act promptly and skirt around key performance issues;
• are afraid of confrontation and dislike engaging in uncomfortable conversations; and/or
• are simply too busy to address the problems.

However, businesses that fail to take adequate and swift action when performance issues arise are likely to face operational issues, economic impacts, employee disengagement, and most importantly, legal proceedings upon termination (e.g., unfair dismissal claim).

What happens when performance management is prioritised?

As foreshadowed above, where you dismiss an employee and can demonstrate that you have prioritised a structured performance management process, you will be better placed to defend an unfair dismissal claim. Relevantly, section 387 of the Fair Work Act 2009  (Cth) outlines the key elements the Fair Work Commission (Commission) will consider when determining if a dismissal was harsh. Specifically, the Commission will consider:

• whether there was a valid reason for dismissal;
• whether the employee was notified of that reason;
• whether the employee had an opportunity to respond;
• whether the person had been warned about unsatisfactory performance before the dismissal;
• the degree to which the size of the employer’s enterprise would be likely to impact on the procedures followed in effecting the dismissal;
• the degree to which the absence of dedicated human resource management specialists or expertise in the enterprise would be likely to impact on the procedures followed in effecting the dismissal; and
• any unreasonable refusal of a support person; and
• any other matters the Commission considers relevant.

In the case of Frederikus Hogendorn v Nokia Solutions and Network T/A Nokia [2020] FWC 4476, the Commission upheld the dismissal of an employee for underperformance and commended the employer for following a thorough performance management process.

During his employment, Mr Hogendorn was issued with a written warning for performance issues and was later placed on a performance improvement plan by the employer. However, despite the support provided by the employer, Mr Hogendorn failed to meet the requirements of the performance improvement plan and was eventually terminated.

Importantly, Commissioner Hunt considered the following elements in concluding that the dismissal was not harsh, unjust, or unreasonable:

• the significant period of time of time the employer gave Mr Hogendorn to improve his performance;
• the multiple warnings the employer had issued to Mr Hogendorn; and
• Mr Hogendorn’s failure to improve his performance, despite the employer implementing a performance improvement plan.

In this case, the employee’s application for unfair dismissal was dismissed by the Commission.

What happens if I don’t prioritise performance management?

Consider the below scenario:

“I’ve had performance concerns with my employee for months! Sam’s been here well over a year, and he should know what to do by now. We’ve had some informal chats, but nothing formal or documented…I’m at my last straw and I want to terminate his employment today.”

All too often, businesses let employee performance concerns carry on for months before abruptly deciding to terminate their employment when they’ve had enough, without documented evidence to support the dismissal. Assuming the employee has met the minimum employment period, proceeding to terminate an employee for performance issues without having followed a structured performance management process will leave the business open to the risk of a successful unfair dismissal claim.

This was highlighted in the case of John Robert Dean v Sybecca Pty Ltd T/A Sleepy Lagoon Hotel [2010] FWA 8462. Here, the employee, a Hotel Manager at Sleepy Lagoon Hotel, filed an unfair dismissal claim against his employer upon receiving confirmation of termination for unsatisfactory performance. In his application, the Hotel Manager submitted that he never received counselling or warnings about his performance during his tenure.

In its defence, the employer argued that the Hotel Manager ought to have been aware of the business’s goals and expectations based on intermittent comments made by the employer to the Hotel Manager. The employer acknowledged not engaging in direct performance management but tried to argue that interactions with managers and staff, where the expectation of hard work and diligence was emphasised, was evidence of warning the employee about his poor performance.

The Commission concluded that, albeit the employer presumed that the Hotel Manager understood the expectations placed upon him, the employer’s actions did not constitute a formal warning or provide an opportunity for the employee to improve his performance. Further, the Commission found that the employee was never expressly warned that his employment was in jeopardy.

Despite being a small business without human resources expertise, the Commission held that the employer should have communicated with the employee about their concerns and provided an opportunity for improvement, ultimately determining the dismissal to be unfair.

Key takeaways

1. When performance issues arise, address those concerns immediately with the employee through open and transparent communication.
2. Utilise tools such as performance improvement plans and document all conversations about performance, whether informal or formal, and keep records of any written warnings issued to the employee. Such evidence can be used to the businesses advantage, should you be required to defend an unfair dismissal claim.
3. Ensure any performance management process that you implement complies with the rules of procedural fairness.

Want to know more?

If you want to learn more about the performance management process, or simply sharpen your existing knowledge and understanding, come along to our ‘Performance Management for Retail Leaders’ webinar, on 31 August 2023 at 9.00am -11.00am (AEST).

Presented by Lindsay Carroll (Legal Practice Director) and Remy Atkinson (Lawyer), you’ll learn how to effectively communicate as a leader, deliver constructive feedback, effectively set performance goals, conduct performance evaluations, and handle performance-related issues in a fair and compliant manner. Tickets are $200 plus GST and you can register here.

Source: NRA

The post What happens if you don’t prioritise performance management? appeared first on Small Business Connections.

What is Google Business Profile?

Google Business Profile is more than just a directory; it’s a gateway to success in the digital world. This user-friendly platform enables business owners to manage their presence on Google Search easily and Google Maps. By creating a GBP listing, businesses can provide valuable information to potential customers, including their addresses, contact details, business hours, website link, photos, and customer reviews. The listing appears in Google’s local search results, making it easier for users to find and interact with your business.

Why is Google Business Profile important?

Enhanced visibility: Imagine your business popping up at the top of the search results when a potential customer in your area looks for the products or services you offer. That’s what GBP does for you—it significantly improves your business’ visibility in local search results, increasing your chances of attracting more customers. “Claiming and verifying your Google My Business profile is the pivotal first step towards unlocking your business’s online visibility and achieving local SEO success,” according to Jins George, co-founder of HR Stride, a leading digital marketing agency.

Free advertising: One of the best parts about GBP is that it is an effective way to advertise without incurring additional costs. It’s a 24/7 digital storefront where potential customers can learn about your business and engage with you directly. GBP’s dedicated platform also offers you targeted visibility in local search results, enhancing your competitive edge.

Customer engagement: GBP gives you more than a static listing; it allows direct customer engagement through reviews, messages, and updates. You can respond to reviews, answer questions, share exciting updates, and even showcase your latest offerings—all in real time! This fosters a sense of trust and transparency around your business, so you can build a deeper connection with your audience.

Analytics and insights:

Data is gold in the digital world, and GBP provides valuable insights into your customer base. With GBP analytics, you can track the ways customers find and interact with your business listing. This data helps you better understand your audience, enabling you to refine your marketing strategies to address their needs more effectively.

Who is Google Business Profile for?

GBP is an invaluable asset for any business seeking to enhance its online presence and connect with local customers. GBP can help you connect with your target audience, whether you own a local brick-and-mortar store, a dynamic service-based company, or a flourishing ecommerce business. The benefits of leveraging this powerful tool can be immense for both small startups looking to make a splash in the market and established enterprises aiming to maintain their position amongst competitors.

How do you get listed on Google Business Profile?

The process of setting up a GBP listing is straightforward. Let’s walk through the steps:

Sign into Google: If you already have a business account on Google, it’s as simple as logging in. If not, create a Google account for your business to get started.

Claim or add your business: Search for your business on Google to see if it already has a listing. If it does, claim ownership of the listing to take control. If not, you can easily add your business details and get started.

Provide accurate information: Accuracy is key to providing useful business information. Ensure your business name, address, phone number, website, and business hours are all up to date and accurate. This will help potential customers find you without any confusion.

Add engaging photos: A picture is worth a thousand words, and on GBP, it can be worth a thousand customers! Showcase your products, services, and location with high-quality, eye-catching images. Visual appeal goes a long way in attracting potential customers.

Encourage customer reviews: Positive reviews are the lifeblood of your online reputation. Encourage satisfied customers to leave their valuable feedback on your GBP listing. This will help you build trust with potential customers while improving your search rankings.

Resolving frequent GBP listing issues

While Google Business Profile is designed to be user-friendly, it’s normal to encounter a few hurdles. Here are some common issues and ways to tackle them:

Duplicate listings: Sometimes, duplicate listings will appear for your business, causing confusion among customers. The good news is that you can easily report this and request to merge duplicate listings through the GBP dashboard.

Verification problems: Verifying ownership of your business listing is crucial, but it can be tricky, especially for businesses with multiple owners or virtual offices. If you encounter issues during the verification process, Google offers a variety of authentication methods. They may send physical postcards to your business address, place phone calls to your business number, send you an email with a verification code, or connect you with a support representative who can verify your identity over video chat. Whichever method you use, make sure you follow Google’s instructions. If problems persist, you can contact GBP support for assistance.

Incorrect information: Inaccurate business information can mislead customers and harm your online reputation. Make it a habit to monitor and update your GBP listing regularly. Remember, accuracy builds trust with your audience.

Negative reviews: As much as we aim for perfection, negative reviews are inevitable. However, they present an opportunity for you to demonstrate exceptional customer service. Responding professionally to negative reviews, addressing customers’ concerns, and offering solutions can significantly improve your online reputation.

By creating your GMB listing, you’ll tap into new and valuable opportunities to showcase your business and engage with your audience. Embrace this interactive, user-friendly tool and watch your business thrive in the digital spotlight. Customers are searching for the products and services you offer. Make sure your business is the option that stands out!

Source: Zoho

The post Why does your business need Google Business Profile? appeared first on Small Business Connections.

From the new wait staff at the corner cafe to the young people taking your drive-through orders, casual employees form the backbone of our society in many ways. Whether you’re hiring to replace staff or to support your growth, here are a few things you should know when considering casual hires.

Agreement and commitment

Perhaps the most well-known fact about casual employees is that their jobs don’t come with a long-term commitment. Your employment agreement should state that you are providing employment on a casual basis, and should outline the working conditions, compensation, and job responsibilities. As soon as you hire a casual employee, you should provide them with a copy of the Casual Employment Information Statement (CEIS) and the Fair Work Information Statement (FWIS). You can learn more about these statements here.

You don’t need to provide an official notice to end employment for casual staff, except under certain circumstances (We’ll discuss those later in this post).

Working conditions

Casual employees work on a frequently-changing roster. Like any employee, they are entitled to join unions and have a safe workplace that’s free from discrimination. They have the right to swap and refuse shifts, and if applicable, to claim unfair dismissal. Even though you don’t have to provide advance notice for dismissing a casual employee, dismissing them without notice may be considered unfair if they’ve been working for you for a long time and had a reasonable expectation to continue working.

If a casual staff member has been working for you on an ongoing basis for 12 months, and they have a reasonable expectation to continue working for you, they’re also entitled to ask for flexible working arrangements.

Remuneration

Casual staff is entitled to the national minimum wage of $21.38/hour or $812.60 for a 38-hour week, calculated before tax. Casual loading also applies, meaning that casual employees should be paid at least 25% more than full-time employees.

Unless your business has an enterprise agreement registered with the Fair Work Commission, outlining basic employee rights like pay and working conditions, you have to follow the modern award system to determine minimum wages for casual staff. You can use the Fair Work Commission’s pay and conditions calculator to determine the correct wages.

All casual employees over 18 are entitled to a minimum of 10.5% superannuation. Casual employees under 18 are eligible for superannuation if they work over 30 hours in a week.

Casual staff who work 38+ hours per week, or 12+ hours per day, are entitled to overtime pay. How much they’re entitled to depends on your business, industry, and the employee’s award.

Leave

Casual employees can claim two days of unpaid carer’s leave, two days of compassionate leave, and unpaid community service leave.

In addition to that, they’re entitled to paid domestic violence leave for five days from an SME employer, and 10 days from an employer that is not classed as a small business.

Note: You’re an SME employer if you have fewer than 15 employees, excluding casual staff.

Career progression

The National Employment Standards (NES) enable casual employees to become permanent employees, either full or part-time. This is called casual conversion, and any staff member who’s been employed for over 12 months on an ongoing basis, and with regular working hours, is eligible.

For small businesses, offering casual conversion is optional. Eligible casual staff can request to become permanent employees, and as the business owner, you should communicate your decision in writing within 21 days.

All businesses that are not considered small should offer casual conversion. If you’re a bigger business and you refuse to offer casual conversion, you should have reasonable grounds for doing so. Learn more about casual conversion and acceptable reasons for refusing it.

Parting thoughts

Hiring casual staff is a great way to fill gaps in your workforce. However, it’s important to remember that casual staff members have as many workplace rights as permanent workers. Be judicious about working hours, visa conditions, and payment options to ensure that neither you, nor your staff members, are inadvertently breaking the law. If in doubt, speak to an employment rights lawyer or a casual staffing agency to help filter applicants and choose candidates that are right for your needs.

Source: Zoho

Also read: Stand out in a competitive market: 6 Points to keep in mind

The post What you need to know before hiring a casual staff appeared first on Small Business Connections.

NRA Director – Policy, David Stout, said retail business owners and their employees had been watching the case closely, hoping to see the courts send a strong statement to offenders.

He said the sentence would be a disappointment for those who regularly deal with violence in their workplace.

“Retail workers and business owners are desperate for better protection from violence,” Mr Stout said.

“We know that 80 percent of retail workers have experienced some form of abuse at the hands of customers, including violence.

“It was pleasing to see the South Australian Government leading the nation by bringing in specific laws, and we are still keen to see other states and territories follow.

“We are also very grateful for the way the South Australian Police have prioritised this issue and worked hard to bring this prosecution to the courts.

“Sadly though, unless the courts also realise the significance of the problem, and send appropriate signals when sentencing offenders, the deterrent simply is not there.

“In this case, staff were physically assaulted and spat on, and they have told the court they were left traumatised by the experience.

“To see the offender walk away with a good behaviour bond and fine, but no jail time will compound their trauma, and will disappoint all retail owners and workers who had such high hopes for these new laws.

“We would like to see the South Australian Government have another look at their nation-leading laws, to ensure that all the good work of police is not undone in sentencing offenders.”

Mr Stout said the NRA was leading advocacy on this issue through its state-based Retail Crime Committees and called on the retail sector to work together to present a strong and united voice to government.

Source: NRA

Also read: Stronger penalties to protect retailers from customer abuse

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With only 4% of small business in Australia owning a registered trade mark, many businesses are unaware of the measures they can take to protect their brand.

What is a registered trade mark?

A registered trade mark legally protects your brand and helps customers distinguish your products or services in the market. Trade marks can be used to protect a logo, phrase, word, letter, colour, sound, smell, picture, movement, aspect of packaging or any combination of these.

A common misconception is that a trade mark is the same thing as a business name or domain name, and it’s not. A registered trade mark provides exclusive legal rights.

You can check the availability of your trade mark using IP Australia’s new tool – TM Checker”.

What are the benefits of a registered trade mark?

A registered trade mark can help you build a memorable experience with your customers, and lead to brand loyalty and repeat business. Registering a trade mark also gives you exclusive rights to use that trade mark as your brand in Australia, and you have a legal avenue to prevent others from using it for the same goods and services. You can benefit from:

• Exclusivity: exclusive rights to use the trade mark across all Australian states, for an initial period of 10 years with the ability to renew indefinitely
• Protection: a legal avenue to stop others from using your registered trade mark on similar goods and services
• Licensing: the ability to authorise others to use your registered trade mark. This is a powerful tool when you create agreements with producers, distributors, sellers or contractors
• Business value: a registered trade mark can be bought, sold or transferred which can increase the value of your business.

What are the risks of not having a registered trade mark?

Did you know…

• 48% of small business have to rebrand due to a contested trade mark infringement (In an intellectual property survey of small to medium businesses with 91 Australian respondents)
• $130k-$240k is the average cost of small business rebrand, not including loss of search engine optimisation (SEO) (In a US survey of small businesses <$30m revenue)
• 3 out of 4 trade mark infringements lead to costly litigation, on average costing $100,000 (In a survey of global brands)

Trade mark business story: Tutu By You

Tutu By You was launched in 2020 by business partners and cousins, Steph Young and Emily Murray. Steph and Emily wanted to create a brand for kids and something that would bring much joy and happiness to the world. They considered intellectual property (IP) protection early in their business start-up, with their ‘Sparkle Bands’. Sparkle Bands were a unique item from their business that Steph and Emily protected using a combination of a registered design right and a registered trade mark.

Hear more about Tutu By You and their journey to commercialisation and IP protection.

Ways to use and enforce your registered trade mark

As the owner of intellectual property (IP) rights, it’s your responsibility to ensure you protect them. We’ve listed below some methods you can use to protect your brand:

Using the ‘R’ symbol

Using the ‘R’ symbol next to your registered trade mark to notify others of your protected status will help disincentivise others from misuse.

Online advertising protection

With a registered trade mark, advertising platforms like Google, Facebook, LinkedIn and Twitter will remove any advertisement that uses your protected phrase or word mark.

Australian Customs

If you suspect goods infringing your registered trade marks or copyright are being imported into Australia, you can lodge a Notice of Objection with the Australian Border Force (ABF) with details of your registered trade mark. This gives the ABF the authority to temporarily seize suspected infringing goods.

Monitor your brand

Monitor your brand’s online presence and track any mentions of your brand. This will help you to identify potential issues and act quickly.

Take part online

Participate in digital communities and online conversations by engaging with your customers through social media, online forums and other online channels. This will not only help build your brand and show your customers that you care but will help you monitor negative and/or mis-leading information about your brand.

Visit the IP Australia website to understand how a trade mark can support your business’ success, and how to apply for one.

The post How to protect your brand with a trade mark appeared first on Small Business Connections.

Recognising the need for a transformative solution, a seasoned consultant proposes integrating the company’s people and identity management systems to streamline operations and maximise efficiency. The integration would provide a comprehensive solution, enabling seamless management of user identities, access controls, and HR processes.

Why integrate identity and HR management systems?  

Identity management systems ensure the secure management of user accounts and permissions, while HR management systems serve as a central database of employee information and services.

The intersection point is the handling of employee data. Once the manufacturing firm integrates its systems, it creates a common, unified database where information can be shared effortlessly between the HR management system and the identity management system.

Now, when a new employee joins the firm, their details are entered in the HR management system, which automatically creates a user account in the identity management system. This workflow eliminates the need for manual account provisioning, saving time and reducing the risk of errors. As the employee continues their journey within the company, any promotions or role changes entered in the HR management system will seamlessly reflect in the identity management system.

The benefits of integration  

There are many benefits a firm experiences after integrating its identity and HR management systems, including:

• Streamlined processes: Integration eliminates redundant data entry and manual synchronisation between HR management and identity management systems. When the changes made in one system are automatically reflected in the other, there is less potential for errors, which saves valuable time.
• Enhanced security and compliance: The integration centralises access controls and user provisioning features. As a result, a firm’s processes are streamlined, which makes it easier to ensure compliance with various requirements. For added security, the firm can also mandate multi-factor authentication (MFA) for employees, further reducing the risk of unauthorised access and data breaches.
• Reduced costs: Firms can save money by automating manual processes and reducing personnel expenses. The long-term benefits of improved efficiency, reduced errors, and enhanced security typically outweigh initial implementation and maintenance costs.
• Efficient HR management: Integrating HR management and identity management systems enables a firm’s HR team to manage employee records, monitor performance, and administer benefits from a centralised platform.
• Enhanced employee experience: Self-service options for tasks, like requesting time off and accessing training resources, offer employees autonomy and improve their satisfaction. Ultimately, the integration creates user-friendly and efficient experiences, promoting employee engagement and productivity.
• Increased agility: Optimising people processes makes it easier to onboard and offboard employees, improving agility and responsiveness across the firm. This helps teams stay competitive in a changing business landscape.

The transformation  

Firms can achieve both short and long-term benefits by integrating their identity and HR management systems. This action reduces operational hiccups significantly, improves the employee experience, and enhances data security.

If you are looking to optimise your organisation’s efficiency, consider integrating your identity and HR management systems. By synchronising these two critical aspects of your business operations, you can increase your chances of sustained success.

Source: Zoho

Also read: Integrate your finance and CRM systems for long-term benefits

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