u/Ord3r2Ch4os

I've been looking recently for a solution to have a group footer in a report print at the bottom of the page.

The common solution I could find online seems to be to put it in your page footer and apply conditional visibility; which is great if you have a really small footer, otherwise you lose space on every page (no good to me).

The other solution I found was to use MoveLayout, however this seems to have set positions that it will use on the page only? So I can get it lower, but not really where I want it or at the bottom of the page.

I came up with my own solution, which is to just compare the top value on the group footer on format event to where I want it to be, and then add the difference to the group footer height and the top position of each element within.

This seems to work well for me and my printer/page settings aren't really going to change, however I'm aware that this would be an issue if anything changed. I'm planning to change the offset amount to consider the group footer and page footer heights, but I'd like to avoid using a static value for the usable page height (so it's more generally usable) and I don't know how I can actually determine this value in the VBA?

Or is there a better approach to solve this problem entirely?

Question for the Australian HR community!

I'm a man of many hats, basic HR stuff being one of them; jack of all trades, master of none sort of thing though.

I've always taken the view that tests for Fair Work are unfortunately vague, and so it's better to follow a process and document things just so you have a paper trail. Though I'm also of the view that meetings with employees for issues generally shouldn't be combative, about telling them off, or with a "shape up or ship out" mentality; but instead "there's a problem, let's discuss it and why it's happening, and try to find a solution together". Obviously depending on the severity of the issue though.

But I've found over the years that my managers are actually reluctant to have a proper sit down with employees, even with many repeated issues or in some cases relatively serious issues.

Recently a manager told me that he'd received advice from an external advisor, following an incident that I suggested external advice as probably being appropriate, that they don't generally recommend having this formal process; with some comment about potentially being forced to terminate an employee (though that doesn't sound right without a supporting company policy requiring a specific action?).

So my question is 2 parts:

1. am I incorrect to view a formal process as a collaborative tool to address a problem? And

2. is there an actual issue with having a formal process with an employee to address issues (e.g. repeated tardiness, repeated absenteeism, repeated poor performance; and after repeated informal discussions)?

I suppose, what am I missing about the concern in having a proper and documented discussion *before* things reach a breaking point? I'm a little bit rigid, and probably on the neurodivergent spectrum, so it's possible that I'm not seeing something obvious.