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Some workplace cultures enable sexual harassment more than others, and employers shouldn't wait for complaints before addressing risks, says workplace investigator Harriet Witchell. "If a workplace is aware – and that might be through side conversations or just general public knowledge – that individuals are behaving inappropriately, the workplace can definitely take steps straight away to create an environment where that can't continue."
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The Fair Work Ombudsman has announced a more flexible approach to compliance and enforcement, slashing contrition payments and avoiding litigating against organisations suffering financially from the pandemic. The watchdog is prioritising serious non-compliance in light of an increase in employers and employees seeking its assistance, says Ombudsman Sandra Parker.
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The rise in employees working from home has triggered a need for employers to update how they manage work-related domestic violence, says NT Working Women's Centre industrial liaison officer Claire Pirrett. The growing body of case law about work-related domestic violence is forcing employers to recognise their responsibility to take action on this issue, she says.
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Encouraging employees to take a break before September is vital to maintaining employee performance through the remainder of 2020 and reducing the PTSD-like impact of the pandemic, says Catalina Consultants founder Merilyn Speiser. Without some time off employees are likely to burn out, even if they currently think they don't need a break.
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Urgency drives how work is done and it can help to get more done faster, but often causes inefficient use of time and resources, says Adapt Productivity founder and director Dermot Crowley. He shares four ways that leaders can moderate urgency in the workplace, so it drives rather than reduces productivity.
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An employer "overplayed its hand" when issuing a JobKeeper-enabling direction that reduced an employee's hours by 40%, the Fair Work Commission has ruled, finding the move was part of an "overwhelmingly precautionary" contingency plan that was disproportionate from actual and forecasted circumstances.