Are your policies and practices covering workplace bullying and harassment clear, comprehensive, and easy to follow? Are they capable of protecting your organisation from these risks?
This webinar, presented by Ashurst lawyer Taboka Finn, explains:
How bullying and harassment definitions are evolving;
The potential impact of proposed laws in this area;
Ways to handle online, social media and out-of-hours behaviour;
OHS issues that HR professionals must be mindful of;
Considerations for your anti-bullying and harassment policies; and
A ruling that it was unjust to dismiss a worker for "offensive, derogatory and discriminatory" posts about his managers highlights the critical importance of social media policies in the workplace, according to an employment lawyer.
What risks arise from "Googling" job applicants during a recruitment process? What questions can you ask about a candidate's medical history? Are you obliged to provide access to an employee's personnel file? Hicksons Lawyers partners Brad Swebeck and Sarah Jones answered these questions and more in our recent webinar.
The days of tolerating wolf-whistles in the workplace are over, but according to psychologist Dr Jennifer Loh, employers need to beware of a far more subtle - but equally destructive - form of discrimination.
In the event of an unfair dismissal claim from an injured worker, a solid paper trail is a critical element of an employer's defence, says Mills Oakley lawyer Luke Connolly - but when it comes to constructing one, many don't know where to start.
Solid policies, training and record-keeping are an employer's best defence against discrimination claims, say employment lawyers Brad Swebeck and Sarah Jones.
The discrimination landscape is constantly evolving, posing new challenges for HR professionals. Watch this webcast to learn how to guard against modern risks and meet your obligations.
Social media and blurry work/life boundaries mean employers can learn a lot about employees' out-of-work activities, but they should be very cautious about addressing them, according to employment lawyers.
Two organisations have avoided being found vicariously liable for s-xual harassment committed by employees, after proving they had taken reasonable steps to prevent and manage the incidents.
It's time for HR professionals to get over any embarrassment they feel about discussing gay, lesbian, bisexual and transgender employment issues, says former High Court judge Michael Kirby.
