Organisations that use their HR department to manage employees but their accounts department to manage contractors could be heightening their risk of sham contracting arrangements, says an employment law expert.
An employee who was described as a "super manager" - but deemed "unsuitable" for her role after she made a s-xual harassment complaint - was exposed to unlawful adverse action, the Federal Circuit Court has found.
Origin Energy's contingent workforce model went from a "chaotic" free-for-all resulting in six-figure fines to a centralised structure saving the company $21 million in just a few years, says its HR general manager, Keith Wilkinson.
Employers that engage on-hire workers without understanding the parameters of the arrangement are exposing themselves to an under-the-radar legal minefield, warns a lawyer.
An employer that did not renew a senior worker's employment contract because of insubordinate and unprofessional behaviour has been cleared of adverse action by the Federal Court.
Increasing reliance on contingent workers means organisations will need to develop engagement strategies designed to be effective for short bursts of time, according to research by SAP and Oxford Economics.
Offering contract-completion bonuses can help organisations overcome the number one downside to using contractors, according to new research from Robert Walters.
A costly s-xual harassment case reinforces the importance of extending unlawful conduct training to all workplace participants, not just direct employees, according to an employment law specialist.
Costly legal disputes continue to highlight the many risks employers face when managing, disciplining, or dismissing employees while they are absent, injured or incapacitated. Attend this webinar for an up-to-date review of the legal framework applying to workplace absenteeism, injury and incapacity, and lessons from recent case law.
