Employment law cases | Page 337 (3,652 items)

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.

This schedule, prepared by immigration law expert Katie Malyon, sets out 10 key employer obligations under the 457-visa scheme.

Damages awarded to a senior executive who was belatedly accused of misconduct should send a strong message to employers about the need for consistency when terminating staff - especially when the stakes are high, says Harmers Workplace Lawyers chief operating officer Emma Pritchard.

A full bench of the Federal Court has upheld a two-year restraint as "reasonable", saying the non-solicitation provisions in an executive's contract did not offer enough protection for his former employer.

Drug and alcohol addiction is like "any other health condition" and employees should be given opportunities to seek treatment and improve their job performance rather than have their employment terminated, psychologist Cameron Brown says.

With the introduction of new gender equality legislation imminent, a workplace lawyer has warned employers to ensure they are "walking the talk" in terms of providing equal remuneration and access to flexible work arrangements.

In "tough-stuff conversations" managers should be clear in their communication, clear in their intent, and get to the point by using direct language, say authors Darren Hill, Alison Hill and Dr Sean Richardson.