In this 15-minute podcast, lawyer Malcolm Burrows answers 11 big questions about the role of HR in monitoring and managing employees' social media activity.
Employers shouldn't assume that every employee who claims to have been hurt, embarrassed, or humiliated has been bullied, the Fair Work Commission has warned, after finding a worker was unfairly sacked over allegations made by a "sensitive" colleague.
"Dodgy" medical certificates, calling in sick after a denied request for leave, and excessive absences all pose frustrating challenges for HR professionals.
People with certain personality disorders often have an edge when it comes to getting hired or promoted, because they excel at "looking like whatever you're looking for", says author and psychologist Albert Bernstein.
Drug and alcohol testing policies that follow industry and Australian standards are more likely to be considered reasonable - and therefore enforceable - than those that depart from standard practice, according to employment lawyer Erin Rice.
The need for drug and alcohol testing in high-risk workplaces is largely uncontested, but disputes still arise over the types of tests administered, and how employers respond to positive results.
This short webcast explains what every employer should consider when implementing a testing regime.
Employers should not view workplace bullying and harassment only as something to take seriously in the event of a complaint, but as "part of core business", according to occupational psychologist Dr Moira Jenkins.
Recent changes to the Fair Work Act provide further motivation for employers to ensure their staff know what bullying is - and what it's not, according to Workplace Solutions director Fay Calderone.
Claims of bullying and harassment can damage an organisation's culture and reputation - and drain it of valuable time and resources - but they are often preventable, according to psychiatrist and dispute resolution expert Dr Doron Samuell.
