In the wake of substantial reforms to workplace legislation and regulation, employers now face heightened focus on compliance. Watch this webcast to ensure you're across the most critical areas requiring HR's attention, and which practical steps to take next.
Obstacles that hold employees back from reporting workplace s-xual harassment include psychological factors that should receive more attention in HR strategies, researchers say.
Capability, rather than "courage", is what drives employees to act when they witness workplace misconduct or inappropriate behaviour, according to a people and culture expert.
The number one barrier to bystander intervention in the workplace isn't apathy, but employees thinking they don't have "permission" to act, a behaviour specialist says.
The Fair Work Commission has clarified the extent of some of its powers regarding s-xual harassment allegations that traverse the period before and after relevant amendments to the Fair Work Act.
In prioritising the "good of the organisation", a people and culture manager's response to an employee's sexual harassment complaint was "flawed", a tribunal has ruled.
The Fair Work Commission has considered in detail what constitutes sexual harassment, and what doesn't, in upholding the dismissal of an employee who denied his messages about "love" and requests for a date had any sexual element.
The "destabilising" effect an employee had on the workplace was the reason for her termination, and not the bullying complaint she filed just before it, the Federal Circuit Court has ruled in rejecting her adverse action claim.
Relying on complaints from seven years ago was "misconceived", the Fair Work Commission has ruled, in finding a worker accused of s-xual misconduct should be reinstated.
