Organisations that rely on contingent workers will be most significantly affected by the introduction of harmonised workplace safety laws, says employment lawyer Charles Cameron.
Due to a lack of education and understanding, too many managers wrongly assume mental illness will prevent an employee from working well, says SANE Australia executive director Barbara Hocking.
When an organisation is serious about employees' wellbeing, it will not only tell them to look after themselves but provide them with the means to do it, say members of the HR department at Minter Ellison Lawyers.
Under the model OHS laws that take effect in January, an HR manager who under-staffs a department where an injury occurs could potentially be found criminally liable, says employment lawyer Paul Cutrone.
The more resilient employees are, the more likely they are to "survive and thrive" in today's increasingly complex world, according to organisational psychologist Kathryn McEwen, who says that although some workers are born more resilient than others, the ability to "bounce back" from adversity can be developed.
Many workplace policies make it hard for employers to investigate anonymous complaints, and should be redrafted, according to workplace investigator Lisa Klug.
An overly prescriptive approach to sickness absence can do more harm than good, according to occupational physician Dr Mary Wyatt, who says a pragmatic, common-sense approach is far more effective in reducing absenteeism.
Discrimination against people who smoke or are obese is an emerging issue in many workplaces, according to a new International Labour Organisation report, which says raising awareness is a key to driving change.
Employers should not only consider productivity issues, but also safety, when regulating mobile phone use in the workplace, says FCB partner Matthew Robinson.
According to a recent Australia Institute study, millions of workers "donate" unpaid overtime to their employers on a regular basis - but employees who work longer don't necessarily work harder, warns RMIT professor of employment relations Dr Sandra Jones.
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.
