Industrial relations, disputes & unions | Page 37 (567 items)

Three recent decisions from the Fair Work Commission clarify some limits of its jurisdiction to issue stop-bullying orders.

Partners of women who give birth via caesarean sections do not automatically become "primary carers" for their new babies, the Fair Work Commission has ruled in a dispute about paid parental leave.

Do you know which policies, procedures and contracts need reviewing, in light of recent legislative and case law developments? Watch this webcast to understand how the employment law landscape has changed in relation to bullying, adverse action, employment contracts, investigations and more.

A 65-year-old employee who forwarded an "entirely inappropriate" anti-Muslim email to multiple work colleagues has failed to obtain reinstatement due to a "real possibility" he would reoffend - and damage his employer's reputation in the process.

Leaders who reduce HR's autonomy and relegate the function to an advisory role are acting well within their rights, the Fair Work Commission has ruled in dismissing an HR manager's unfair dismissal claim.

In adverse action cases where employers can correctly identify the person or people who decided to take action against an employee, and the court accepts their evidence, the claim usually fails, says Ashurst partner Marie-Claire Foley.

Potential reputation damage from a stop-bullying application is so great that employers should always request confidentiality, even if the Commission is reluctant to grant it, says an employment law expert.

Figuring out how to handle employees who haven't accrued enough leave is one of the biggest challenges facing employers with compulsory Christmas business closures, warns a lawyer.

Rulings handed down to date provide valuable lessons that can help employers minimise the risk of facing an adverse action claim, and build a defence that will stand up in the Fair Work Commission. Watch this webcast to learn how to apply them.

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?