The need for drug and alcohol testing in high-risk workplaces is largely uncontested, but disputes still arise over the types of tests administered, and how employers respond to positive results.
This short webcast explains what every employer should consider when implementing a testing regime.
Employers should not view workplace bullying and harassment only as something to take seriously in the event of a complaint, but as "part of core business", according to occupational psychologist Dr Moira Jenkins.
Recent changes to the Fair Work Act provide further motivation for employers to ensure their staff know what bullying is - and what it's not, according to Workplace Solutions director Fay Calderone.
Claims of bullying and harassment can damage an organisation's culture and reputation - and drain it of valuable time and resources - but they are often preventable, according to psychiatrist and dispute resolution expert Dr Doron Samuell.
Managers need the skills to have casual conversations - as opposed to confrontations - about minor performance and behaviour problems, says leadership consultant Steve Fearns.
Too often, what should be a simple conversation about performance or behaviour blows up into a confrontation, says leadership coach and life strategist Steve Fearns. In this webcast, he sets out a framework for managers to: create self-awareness in employees; provide non-threatening feedback; approach counselling and discipline; build responsibility and accountability; establish a team charter; and more.
There is no single performance management process endorsed by courts and tribunals, but their rulings demonstrate some "clear fundamentals" that employers should follow to avoid disputes and claims, according to employment lawyer Shana Schreier-Joffe.
A new National Australia Bank (NAB) policy is offering free counselling, flexible work and paid leave to workers who are suffering from domestic violence.
The Fair Work Act's bullying amendments will make it more difficult for employers to address performance issues at work, according to Maddocks partner, Ross Jackson.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
