Turning up to a conference still intoxicated from a work function the night before did not constitute gross misconduct by an executive, a court has ruled in awarding him nearly $300,000 in damages.
Employers can reduce the productivity losses associated with mental illness and improve employees' health through a five-step plan for mentally healthy workplaces, according to new research.
A diversity program run by men, for men, has helped one Australian employer shift the mindset that flexible work arrangements are only for female employees.
Employers that fail to act on swearing in the workplace could be putting their people and reputations at risk, but how is HR supposed to decide what words should and shouldn't be tolerated?
When 'risk' is brought up in an HR context, it usually involves workplace hazards or people practices that could lead to injury or lawsuits. But HR professionals should start viewing 'people risk' more broadly, according to Aon Hewitt's managing director of people risk, Robyn Perkins.
In an environment of information overload, one of the most useful things HR can do is find ways to reduce distractions and help employees feel less overwhelmed, according to David Guazzarotto, CEO of Future Knowledge.
Certain leadership styles can increase workplace psychosocial risks, so employers must take this into account in leadership selection and performance management processes, argues a psychologist.
Ongoing pressure on businesses to do more with less is contributing to a rising number of employees coming to work while affected by physical or psychological ill health, warns a psychologist.
An employer that failed to conduct "frank and transparent" performance reviews, or promptly deal with behavioural issues, gave up its right to summarily dismiss two workers for bullying, the FWC has ruled.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
