Understanding unconscious bias in the workplace - and taking steps to address it - can lead to more effective and adaptive decision-making, according to a new report from Melbourne Business School's Centre for Ethical Leadership.
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.
Speech time at the work Christmas party is a good opportunity for employers to pause the flow of alcohol and help prevent incidents arising from excessive consumption, says the Australian Drug Foundation's head of workplace services, Phillip Collins.
Failing to properly manage alcohol risks at end-of-year functions exposes employers to four key areas of legal risk. Here, employment lawyer Luke Connolly outlines the steps to take before your event.
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.
Can not inviting someone to Friday drinks amount to bullying? What should HR do about informal, seemingly insignificant harassment complaints? How do you deal with behaviour that was once welcome, and is now unwelcome?
Ashurst lawyer Taboka Finn answered these questions and more in our recent webinar - we have transcribed a selection for you here.
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.
Amendments to the Fair Work Act proposed by Workplace Relations Minister Bill Shorten aim to ensure there are "cost consequences" for employees and lawyers who lodge unreasonable unfair dismissal claims.
Employers hoping to act on bullying and harassment that takes place online or out of hours should ensure the conduct passes the "sufficient connection to the workplace" test, says Ashurst lawyer Taboka Finn.
