Employment law cases | Page 318 (3,384 items)

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.

Employers that want to avoid costly disputes over workplace issues should focus less on their formal grievance procedures and more on training managers to deal with conflict, says employee relations specialist Jonathan Hamberger.

The real challenge in hiring workers with a disability lies not in making accommodations for them, but in overcoming other employees' attitudes and perceptions, according to a new white paper on the topic.

Employers can find themselves on the wrong side of the Fair Work Act if they vary part-time employees' hours without paying overtime, or if they terminate a fixed-term contract with notice. This article answers nine important questions about employment contracts.

Employers that learn how to manage their union relationships are far more likely to achieve industrial harmony, says industrial relations consultant Michael Cosgrove.

When a workplace has a high level of interpersonal conflict, traditional mediation processes can fail - and sometimes make the situation worse, says academic Dr David Moore.

It is nearly impossible for employers to completely understand how the Fair Work Act's adverse action provisions might affect them, but they should "sit up and pay attention" to developing case law, says Hicksons partner Brad Swebeck.

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.