Employment law cases | Page 356 (3,771 items)

Any report of unsatisfactory workplace conduct or performance needs to be investigated, says employment lawyer Brad Petley. This presentation outlines the steps to take to ensure your investigations meet the Fair Work Act's procedural fairness requirements.

Any report of unsatisfactory workplace conduct or performance needs to be investigated, says employment lawyer Brad Petley. This presentation outlines the steps to take to ensure your investigations meet the Fair Work Act's procedural fairness requirements.



Petley covers:

• The role of the HR investigator;
• Your legal obligations during investigations;
• How to gather evidence and take statements from employees;
• How to conduct effective interviews;
• How to deal with evasive or untruthful witnesses;
• When not to conduct interviews;
• The impact of the Fair Work Act on investigation obligations;
• How to manage employees post-investigation; & more.

Employers planning to shut down business over the Christmas and New Year period face risks from both an employee engagement and a legal compliance perspective, workplace experts warn.

Employers that fail to address the "trust" issues holding back flexible work adoption will find themselves struggling to attract and retain staff over the coming years, says Sage MicrOpay managing director, Craig Osborne.

During the "silly season" HR professionals must be extra vigilant about managing workplace behaviour and culture issues. Watch this webinar to learn a framework for minimising your organisation's risks.



People+Culture Strategies managing principal Joydeep Hor describes a compliance model for managing workplace behaviour risks, including sexual harassment and bullying.

While employers might have gender and other diversity policies in place, most still have a long way to go in ensuring that LGBTI workers feel comfortable at work, says Diversity Council Australia CEO Nareen Young.

The model workplace safety laws commence in January, but employers that wait until then to comply could find themselves at risk of fines, prosecutions, or worse.



According to Kemp Strang partner Lisa Berton and lawyer Ben Urry, OHS professionals should be preparing by addressing five key areas:

• Documentation;
• Related risks;
• Consultation;
• Training; and
• Incident response.

Every organisation is potentially at risk of damage - to its reputation, assets, morale and much more - from its employees' use of social media.



In this presentation, employment lawyer Nick Noonan outlines:

• Employers' rights to monitor and regulate employees' social media use;
• Employees' obligations when using social media;
• What to include in a social media policy;
• Employer risks in using social media in the recruitment process;
• The interaction between social media and privacy laws; and
• Recent case law involving social media issues in the workplace.

Employers that want to avoid costly disputes over workplace issues should focus less on their formal grievance procedures and more on training managers to deal with conflict, says employee relations specialist Jonathan Hamberger.

The real challenge in hiring workers with a disability lies not in making accommodations for them, but in overcoming other employees' attitudes and perceptions, according to a new white paper on the topic.