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.
Engaging independent contractors used to be "relatively easy", but the contract clauses that previously protected organisations from contractor claims are not as defensible as they once were, according to Ashurst senior associate, Taboka Finn.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
