In best-practice responses to workplace s-xual harassment, all parties are empowered, but non-disclosure agreements prioritise the victim's wishes, a new report says.
An HR manager's response to an employee's coworker concerns was appropriate, and the employer wasn't liable for an incident and its aggravation of pre-existing conditions, a court has ruled.
An employee has failed on appeal to prove she was "badgered, bullied and mobbed" by colleagues while her performance was under review, resulting in a psychiatric injury.
Many HR professionals don't "bet on themselves", but making a mental shift around their choices and autonomy can reinvigorate love for their roles, a thought leader says.
Mandating the flu vaccination was a "comfort" a large employer could rely upon to defend itself against potential litigation, and was lawful and reasonable, the Fair Work Commission has found in upholding an employee's dismissal.
An employer has failed to prove a psychological injury arose from reasonable management action, even though the supervisor in question was unaware of his impact on an employee.
A report on serious incidents in Parliament House recommends training all staff on workplace respect, among other steps. Also in this article, how #MeToo has impacted mentoring.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
