HR professionals can learn a lot from the growing body of adverse action case law involving employees who have made complaints or inquiries about their employment, a specialist lawyer says.
Adverse action claims continue to evolve, with new lessons and implications for HR professionals. In this webcast, a workplace lawyer outlines key adverse action rulings and developments and what they mean for employers' risk-mitigation strategies.
The extent to which individuals, including HR professionals, may be found personally liable for workplace breaches continues to expand and change under Australian law. In this webcast a workplace lawyer discusses individual liability issues, including accessorial liability under the Fair Work Act; personal liability under anti-discrimination and adverse action provisions; and much more.
An employer that dismissed a worker the day after he accused it of underpaying him has convinced the Federal Circuit Court it didn't take unlawful adverse action against him.
A former Freelancer employee has lost his high-profile adverse action case, with the Federal Circuit Court finding he was dismissed for failing to follow a direction, rather than for making a workplace complaint.
An employer has been ordered to pay $157k for unlawful adverse action, after the Federal Circuit Court found it sacked a manager for making complaints about its CEO.
The Federal Circuit Court has accepted an employer sacked a worker for harassing and intimidating colleagues, not for making workplace s-xual harassment and safety complaints as she alleged in her adverse action claim.
In separate adverse action cases, one employer has been ordered to compensate a worker it sacked for asking about bonuses, and another has defended a claim of constructive dismissal.
Demand for HR professionals reached a high in the past quarter as new financial budgets kicked in, research shows. Meanwhile, $57k compensation awarded for parental leave adverse action; new mental health resources; Woolworths signs a supply chain compliance deed; and more.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
