Health, wellbeing & safety | Page 130 (1,434 items)

When seeking to return an ill or injured employee to work, employers should be prepared to ask for - and provide - a great deal of detailed information, says employment lawyer Helen Donovan.

Managing long-term absent employees requires a cautious and proactive approach, or employers risk facing claims involving the whole gamut of employment law.



Watch this webcast to understand how to:

• manage prolonged absences from work;
• identify the 'inherent requirements' of a position;
• consider 'reasonable adjustments';
• ensure compliance with the proposed amendments to Commonwealth anti-discrimination laws;
• determine what material to provide in an independent medical assessment;
• return employees to work on suitable duties; and
• evaluate relevant legal risks before a termination of employment.

In this 20-minute Q&A, Herbert Smith Freehills senior associate Helen Donovan answers your questions about managing ill and injured employees.

A former executive who has experienced depression first-hand says the traditional way employers approach mental health isn't working - but the solution is simpler than they might think.

Two organisations are using simple but creative approaches to tackle mental ill health at work, says resilience speaker and executive coach Graeme Cowan.

Contractors make up part of nearly every employer's workforce, but understanding your responsibilities in this area and maintaining first-rate safety standards can be tough.



This webcast covers:

• How to ensure contractor compliance;
• Your OHS obligations to different kinds of contractors;
• Harmonisation - consultation obligations and other changes;
• Current general requirements;
• Warranties and indemnities; and more.

Employers should carefully monitor and manage how much discretionary sick leave they provide to employees following an injury or illness, according to employment lawyer Helen Donovan.

Interviews are an integral part of any workplace investigation, and play a vital role in ensuring a fair and just outcome after bullying, misconduct or unsafe work. Watch this webcast to develop your skills and help your organisation make the best decisions after workplace incidents.



In this presentation expert investigator Harriet Stacey, from WISE Workplace, explains:

• the PEACE framework for structuring workplace interviews;
• how to interview the respondent of a workplace allegation;
• how to apply procedural fairness principles during interviews;
• privacy, confidentiality, anonymity and related considerations;
• rules around record-keeping, and more.

Employee claims under the Fair Work Act are increasingly targeting individuals, so HR practitioners should ensure they help directors and officers to understand their potential liability, says employment lawyer Ben Gee.

If you want to end the year on a high, wish your staff well for the holidays and leave it at that, says engagement expert Omer Soker.