Thinking through the practical steps involved in a termination of employment will help HR professionals ensure a settlement deed properly addresses an employer's interests, says Harmers team leader, Karen Jones.
Do you know your recitals from your releases? Your testimonium from your testatum? Watch this webcast to ensure your employee settlement deeds are watertight.
How to manage an employee's positive drug test at work will depend on the circumstances and their role, but the first step should always be to re-test and confirm the result, says Mills Oakley associate Allison Grant.
Every HR and safety practitioner will potentially have to address drug and alcohol issues at work, but none should take action without a solid understanding of the legal landscape.
In this presentation, Luke Connolly and Allison Grant, from Mills Oakley Lawyers, explain:
When - and how - it is appropriate to conduct workplace drug tests;
How to respond to incidents of drug and alcohol use at work;
Drafting considerations for drug and alcohol policies; and
Legal risks arising from workplace drug and alcohol management.
Including a "gardening leave" clause in executives' contracts is always a good idea, but doing so won't necessarily mean you can enforce it, says employment lawyer Emma Pritchard.
What is a normal period of notice payable when a senior executive's employment is terminated? Should contracts contain tiered restraints? How hard is it to renegotiate a clause in an executive contract once they have signed it?
In her presentation earlier this month, Emma Pritchard of Harmers Workplace Lawyers provided listeners with information and guidance on how to best manage executive terminations.
Investigations into workplace incidents and allegations can go awry if HR practitioners don't avoid common pitfalls during interviews, say expert investigators Harriet Stacey and Alison Page.
A "very significant" judgment, awarding in excess of $300,000 to a terminated bank executive, should send employers rushing to redraft their contracts and policies, says Harmers chief operating officer Emma Pritchard.
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.
