Casuals, contractors, labour hire and fixed-term employees can be a valuable asset to an organisation - or its biggest risk. Watch this webcast to understand which factors to consider when deciding to engage the various types of contingent workers; and more.
Organisations with overseas ownership, and those that send employees to work in other countries, often get caught out by employment laws for failing to provide the correct entitlements, according to employment lawyer Rick Catanzariti.
Businesses that use labour hire workers can reduce legal risks if they heed the lessons of a recent Fair Work Commission decision, which clarifies when a host will - and will not - be considered an employer, according to workplace lawyer Fiona Austin.
There are plenty of reasons to engage a worker as a contractor as opposed to an employee, but the fact that someone expresses a preference for being a contractor isn't one of them, says HR Business Direction's Melissa Fitzpatrick.
The end of any contracting arrangement heralds a heightened risk of employee entitlement claims, but those involving unpaid superannuation are particularly hard to defend and costly to address, according to PwC partner Rohan Geddes.
Different time zones, isolated workers and productivity concerns can all be turned from challenges to advantages with some creative thinking, a conference heard this week.
Rulings handed down since the commencement of the Fair Work Act's adverse action provisions have clarified some of the mystery around their operation and contain important lessons for employers.
Contractors make up part of nearly every employer's workforce, but understanding your responsibilities in this area and maintaining first-rate safety standards can be tough.
This webcast covers:
How to ensure contractor compliance;
Your OHS obligations to different kinds of contractors;
Harmonisation - consultation obligations and other changes;
Engaging contingent labour purely to save costs is fraught with risks, so employers should ensure they use contractors for the "right" reasons, and take adequate steps to protect themselves against claims, says employment lawyer Nick Duggal.
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.
