Absenteeism | Page 17 (205 items)

Managing an ill, injured or absent employee back into, or out of, the workplace requires a cautious approach. This webcast will help you ensure every step taken minimises rather than adds to your organisation's legal risks.

An organisation unlawfully discriminated against an employee when it acted on an HR manager's misinterpretion of advice about the worker's medical condition, a court has found.

• HR demand concentrated in three key areas
  
• How to reduce the effects of "emotional labour"
  
• Six steps to more authentic employer branding

Employers that wait for repeated or extended absences to become an issue before taking action could find themselves having to "start from scratch" when it comes to managing a worker back into or out of the workplace, says Ashurst senior associate Shannon Chapman.

In a webinar on 6 August, learn how to ensure every step minimises rather than adds to your organisation's legal risks when you're managing an absent employee back into, or out of, the workplace. Premium members should click through to request a pass, while free subscribers can upgrade their membership level here for access.

"Piecemeal" wellness initiatives - a brochure here, a free gym membership there - have little or no impact on workplace health, but programs based on genuine cultural change can achieve "a phenomenal result" for employees and employers alike, according to OzHelp CEO Tony Holland.

Optus has reaped productivity gains of more than $1.3 million by introducing a wellness program that improved employees' work effectiveness.

Three in four employees suffer from moderate-to-extreme work-related stress, but the simple act of exercising more can make a significant difference, a global study has found.

Do you know which policies, procedures and contracts need reviewing, in light of recent legislative and case law developments? Watch this webcast to understand how the employment law landscape has changed in relation to bullying, adverse action, employment contracts, investigations and more.

An employee who was dismissed for refusing to accept a new position has failed to argue he was sacked for taking sick leave, even though his termination letter expressly referred to it.