Employers that require information about an employee's medical condition can direct them to attend a medical examination, but must take care to ensure the direction is "lawful and reasonable" an employment lawyer warns.
The Fair Work Commission has banned a manager from contact with two employees for two years, in only the second orders it has issued under the anti-bullying regime.
Managing an ill, injured or absent employee back into, or out of, the workplace requires a cautious approach. This webcast will help you ensure every step taken minimises rather than adds to your organisation's legal risks.
Coffee breaks and social chats might be the most common ways that workers re-energise between work tasks, but they're not the best strategies, new research shows.
An organisation unlawfully discriminated against an employee when it acted on an HR manager's misinterpretion of advice about the worker's medical condition, a court has found.
A worker was fairly sacked for breaking one of his employer's 'cardinal rules', despite procedural failings in its HR practices, the Fair Work Commission has ruled.
Employers that wait for repeated or extended absences to become an issue before taking action could find themselves having to "start from scratch" when it comes to managing a worker back into or out of the workplace, says Ashurst senior associate Shannon Chapman.
Candidates' mental health will receive greater focus in pre-employment medicals, a lawyer predicts, after a company was found liable for damages following an attempted murder in its workplace.
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.
