As the modern awards system becomes more complex, employers should ensure they're staying up to date with changes, and keep one eye on whether an enterprise agreement might better suit their needs, a workplace lawyer says.
The Fair Work Commission has praised an HR team's response to a "verbal assault" at a work-related function that ultimately resulted in an employee's dismissal.
In a webinar on 10 December, learn how court and Fair Work Commission rulings this year have changed the way your organisation should manage its employment compliance and liability risks. Premium members should click through to request a complimentary pass, while free subscribers can upgrade their membership level here for access.
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.
A recent Federal Court case will make it easier for employees to prosecute employers that fail to uphold the commitments they make in workplace policies, warns a lawyer.
Employers are not obligated to ensure employees read the workplace policies they agree to comply with, but failing to do so can have legal consequences, according to a workplace lawyer.
A common unfair dismissal defence in cases where employees have covertly recorded work conversations is that they breached the implied duty of mutual trust and confidence; but according to an employment lawyer, this defence is no longer worth arguing.
Organisations involved in mergers and acquisitions might be entitled to offer workers employment without recognising their previous service, but no matter how the contracts are worded, some leave entitlements always remain, warns employment lawyer Athena Koelmeyer.
An employee who suffered psychiatric injury after a supervisor took covert photos of her chest is entitled to compensation, after a court found her employer's response to the incident and her concerns wasn't "reasonable".
An employer that mistakenly believed it was justified in dismissing an employee who was absent for more than three months could potentially have relied on a different - but valid - reason for termination, the Fair Work Commission has ruled.
Some employers have successfully stepped up to the task of managing psychosocial safety, but in many other workplaces, initiatives are falling flat. Join us for an HR Daily webinar to understand what's holding back progress in this critical space and how to move forward.
