Employment law cases | Page 320 (3,488 items)

Engaging contingent labour purely to save costs is fraught with risks, so employers should ensure they use contractors for the "right" reasons, and take adequate steps to protect themselves against claims, says employment lawyer Nick Duggal.

Employers that attempt to recover costs associated with sponsoring workers could find themselves on the wrong side of the law, placing their ongoing eligibility as a sponsor at risk, says immigration law specialist Katie Malyon.

As employers increase their reliance on foreign workers to fill local skills shortages, understanding the 457-visa scheme is becoming a top HR priority. Watch this webinar to ensure that compliance errors don't jeopardise your organisation's ability to take advantage of this valuable resource.



This presentation, by immigration law expert Katie Malyon, outlines:

• The criteria for eligibility as a 457-visa sponsor;
• The interface between employment and immigration laws;
• How to comply with DIAC's requirements around remuneration, record-keeping, notification and more;
• Special considerations when dismissing 457-visa holders;
• How to transition 457-visa holders to permanent residency; and
• Case studies of employers caught out in non-compliance.

The High Court's Barclay ruling should "put employers' minds at ease" about their ability to successfully defend an adverse action claim, say Kemp Strang employment lawyers.



In this podcast, Lisa Berton and Nick Noonan discuss the importance of the case; its practical implications; and the key steps employers should take to minimise the risk of facing or losing an adverse action claim.

In a judgment that will be welcomed by employers, the High Court has ruled that an employer did not breach the Fair Work Act's adverse action provisions when it took disciplinary action against a union representative.

Assessing employees for redundancy on the basis of "subjective" selection criteria requires extra care to avoid adverse action and other claims, warns Freehills senior associate Natalie Spark.

If your organisation needed to make redundancies, would the process be smooth, dispute-free, and minimise the impact on employees?



In this presentation, Freehills senior associate Natalie Spark covers:

• genuine redundancy criteria;
• employee entitlements;
• consultation and redeployment obligations;
• unfair dismissal, discrimination and adverse action risks;
• how to develop selection criteria; and more.

HR practitioners and managers who are alert to signals of "silence and violence" can take early preventative steps to stop workplace issues exploding, says Sydney Institute of Management managing director, Brian Taylor.

In this presentation, learn the principles of "crucial conversations", and start to remove barriers to achieving results in all aspects of work.



Brian Taylor, of the Sydney Institute of Management, covers:

• the essential elements of crucial conversations;
• the "silence to violence" continuum;
• three skills needed for crucial conversations;
• principles of effective dialogue;
• what we can learn from "masters of dialogue"; and
• applications for crucial conversations.

Leading cultural change demands strong focus, an unwavering determination and a willingness to be held accountable, says Sex Discrimination Commissioner Elizabeth Broderick.