Health, wellbeing & safety | Page 140 (1,541 items)

Claims of bullying and harassment can damage an organisation's culture and reputation - and drain it of valuable time and resources - but they are often preventable, according to psychiatrist and dispute resolution expert Dr Doron Samuell.

Investing in workplace wellness reduces business costs associated with absence and workers' compensation, but there are clear benefits in terms of engagement and productivity as well, says Aon Hewitt principal Danni Hocking.



In this webcast, she outlines:

• the positive impact of workplace wellness programs;
• the business impact of unhealthy employees;
• how to integrate wellness programs based on your organisation's risk profile;
• HR's role in workplace wellness;
• a case study of a successful workplace wellness initiative; and
• the importance of articulating the return on investment in workplace wellness.

Employers are wasting their money on engagement surveys that ask about organisational strategy instead of how workers are feeling, according to wellbeing expert Nic Marks.

Employers need to beware of legal traps when addressing issues caused by employees who have more than one job, says employment lawyer Nick Noonan.

A new National Australia Bank (NAB) policy is offering free counselling, flexible work and paid leave to workers who are suffering from domestic violence.

When an employee is the victim of cyberbullying or abusive phone calls that originate outside of their employment, an employer shouldn't simply dismiss the affair as a "personal" problem, according to Ashurst lawyer Taboka Finn.

Employers tend to overlook their health and safety obligations to employees who work from home or other off-site areas, but it is neither difficult nor onerous to take the necessary compliance steps, says employment lawyer Kristin Duff.

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.