Employment law cases | Page 317 (3,384 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.

The Fair Work Act has changed collective bargaining dynamics in fundamental ways, giving employers an opportunity to negotiate for their own benefit as much as for employees, says employment lawyer Chris Gardner.

When an organisation has a very public industrial dispute its employer brand will be damaged, but the impact doesn't have to be long-term, says branding expert Brett Minchington.

Any report of unsatisfactory workplace conduct or performance needs to be investigated, says employment lawyer Brad Petley. This presentation outlines the steps to take to ensure your investigations meet the Fair Work Act's procedural fairness requirements.

Any report of unsatisfactory workplace conduct or performance needs to be investigated, says employment lawyer Brad Petley. This presentation outlines the steps to take to ensure your investigations meet the Fair Work Act's procedural fairness requirements.



Petley covers:

• The role of the HR investigator;
• Your legal obligations during investigations;
• How to gather evidence and take statements from employees;
• How to conduct effective interviews;
• How to deal with evasive or untruthful witnesses;
• When not to conduct interviews;
• The impact of the Fair Work Act on investigation obligations;
• How to manage employees post-investigation; & more.

Employers planning to shut down business over the Christmas and New Year period face risks from both an employee engagement and a legal compliance perspective, workplace experts warn.

Employers that fail to address the "trust" issues holding back flexible work adoption will find themselves struggling to attract and retain staff over the coming years, says Sage MicrOpay managing director, Craig Osborne.

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.

While employers might have gender and other diversity policies in place, most still have a long way to go in ensuring that LGBTI workers feel comfortable at work, says Diversity Council Australia CEO Nareen Young.

The model workplace safety laws commence in January, but employers that wait until then to comply could find themselves at risk of fines, prosecutions, or worse.



According to Kemp Strang partner Lisa Berton and lawyer Ben Urry, OHS professionals should be preparing by addressing five key areas:

• Documentation;
• Related risks;
• Consultation;
• Training; and
• Incident response.