It was "implausible" that a manager would plead guilty to a criminal charge if the allegations underpinning it weren't true, a commission has commented, in finding he also breached workplace harassment laws.
Regulatory and legislative change are creating a stronger framework for gender equality in the workplace, but the struggle to translate policy into practice continues, according to a leader in the space.
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.
Workplace bullying complaints continue to pose significant challenges for employers, including where the behaviour doesn't meet the legal definition of bullying or the threshold to make a claim. Watch this HR Daily Premium webcast to understand key lessons from cases where bullying complaints interact with other claims and issues.
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.
