What constitutes "best practice" when managing neurodiversity at work is evolving all the time. These HR Daily Premium webcasts cover how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle. Read the webcast descriptions here then watch the full presentations with premium membership.
Despite an employee's previous warning and the seriousness of an incident that occurred under her watch, the Fair Work Commission has found her dismissal was unfair because her conduct wasn't negligent.
HR professionals are too often an "afterthought" when an organisation is facing cost pressures. This webcast will help you to understand how to play a key role in proactive cost optimisation and strategic workforce planning. Read the webcast description here then watch the full presentation with premium membership.
Regularly contacting an employee outside her work hours was unreasonable, but the employer didn't breach the Fair Work Act's right-to-disconnect provisions, a tribunal has found, in the first determination of an alleged contravention.
A managing director was "clearly involved" in the decision to sack an employee, with whom he was embroiled in a "bitter separation dispute", the Fair Work Commission has found in unfair dismissal proceedings.
In stop-bullying proceedings, an accepted compensation claim for a psychological injury doesn't constitute proof that unreasonable management action has occurred, according to the Fair Work Commission.
Workplaces that intensively monitor performance increase the likelihood of their employees de-prioritising valuable discretionary work, an Australian researcher warns.
It was fair to sack an employee for neglecting his duties, despite his concerns about not seeing the footage the employer relied on, the Fair Work Commission has found.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
