Dismissal | Page 178 (1,858 items)

During the "silly season" HR professionals must be extra vigilant about managing workplace behaviour and culture issues. Watch this webinar to learn a framework for minimising your organisation's risks.



People+Culture Strategies managing principal Joydeep Hor describes a compliance model for managing workplace behaviour risks, including sexual harassment and bullying.

Every organisation is potentially at risk of damage - to its reputation, assets, morale and much more - from its employees' use of social media.



In this presentation, employment lawyer Nick Noonan outlines:

• Employers' rights to monitor and regulate employees' social media use;
• Employees' obligations when using social media;
• What to include in a social media policy;
• Employer risks in using social media in the recruitment process;
• The interaction between social media and privacy laws; and
• Recent case law involving social media issues in the workplace.

An employee's failed unfair dismissal claim - lodged after he was sacked over a Facebook rant - reinforces that the concept of the "workplace" is not limited to its physical environment, says employment lawyer Lisa Berton.

Many employers continue to put three-month probation clauses in new employees' contracts, despite the Fair Work Act rendering that timeframe meaningless with regard to dismissals, says employment lawyer Emma Goodwin.

Do you have to offer employees a support person at disciplinary meetings? What is the support person's role? Can you refuse to allow a requested support person to attend meetings? Lander & Rogers senior associate Amanda Harvey answers these questions and more.

Managing an under-performing employee requires a different process to managing one accused of misconduct, but some managers fail to recognise the distinction, says employment lawyer Amanda Harvey.

In the two years since the Fair Work Act's adverse action provisions commenced there have only been a handful of court decisions, but employers shouldn't assume they are unlikely to face a claim, says employment lawyer Natalie Spark.

In a ruling that addresses some important issues on procedural fairness, Fair Work Australia has upheld a worker's dismissal for inappropriate conduct despite her employer's failure to provide her with all the information on which its decision was based.

Too many employers put their "heads in the sand" when in doubt about the clarity of their contracting arrangements, but it's far better to "crystallise their liability", says employment lawyer Brad Swebeck.

Recent court rulings involving employees' social media "indiscretions" provide some guidance, but not certainty, for employers and workers, says employment lawyer Lisa Berton.