A pilot program to help workers manage the physical, emotional and relational challenges associated with fly-in fly-out work has achieved success - and won over some "really strong-charactered males" who wouldn't otherwise ask for help, according to John Holland Group HR strategy and delivery manager (minerals and industrial) Shameelta Pratap.
Employers of people who work alone, are geographically isolated, or have the potential to be alone when working late or travelling on the job, must take reasonable steps to minimise associated risks - even if that means doubling their staffing, says Kemp Strang partner Lisa Berton.
Drug and alcohol testing policies that follow industry and Australian standards are more likely to be considered reasonable - and therefore enforceable - than those that depart from standard practice, according to employment lawyer Erin Rice.
The need for drug and alcohol testing in high-risk workplaces is largely uncontested, but disputes still arise over the types of tests administered, and how employers respond to positive results.
This short webcast explains what every employer should consider when implementing a testing regime.
Employers should not view workplace bullying and harassment only as something to take seriously in the event of a complaint, but as "part of core business", according to occupational psychologist Dr Moira Jenkins.
Recent changes to the Fair Work Act provide further motivation for employers to ensure their staff know what bullying is - and what it's not, according to Workplace Solutions director Fay Calderone.
If you think an employee's cold symptoms are wildly exaggerated, and point to nothing more than a harmless "man flu", you might be tempted to dismiss their complaints - but according to Dr Georgia Karabatsos, employers should take all symptoms seriously.
Investing in preventative mental health - when compared to the costs of workers' compensation claims, absenteeism and lost productivity - really is a "no brainer", according to people risk expert Danni Hocking.
Defining the return on investments in workplace wellness is one of the biggest challenges for employers with "the best intentions", but data is critical to continuing support for programs, says Aon Hewitt principal Danni Hocking.
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.
