Social media and blurry work/life boundaries mean employers can learn a lot about employees' out-of-work activities, but they should be very cautious about addressing them, according to employment lawyers.
Managers who view certain employees as "critical", without questioning their actions or their motives, could be putting the livelihood of their teams at risk, according to Workplace Conflict Resolution director Catherine Gillespie.
Developing an awareness of, and being able to manage and use emotions effectively, is an important part of successful leadership, according to authors Darren Hill, Alison Hill and Dr Sean Richardson.
HR practitioners and managers who are alert to signals of "silence and violence" can take early preventative steps to stop workplace issues exploding, says Sydney Institute of Management managing director, Brian Taylor.
Damages awarded to a senior executive who was belatedly accused of misconduct should send a strong message to employers about the need for consistency when terminating staff - especially when the stakes are high, says Harmers Workplace Lawyers chief operating officer Emma Pritchard.
Drug and alcohol addiction is like "any other health condition" and employees should be given opportunities to seek treatment and improve their job performance rather than have their employment terminated, psychologist Cameron Brown says.
In "tough-stuff conversations" managers should be clear in their communication, clear in their intent, and get to the point by using direct language, say authors Darren Hill, Alison Hill and Dr Sean Richardson.
An experiment that showed imagination can be a significant business asset is transforming an Australian company's approach to learning and development, and leadership.
More certainty around public holiday penalty rates, harmonised long-service leave provisions, and broader rights to request flexible work are among the recommendations of the Fair Work Act review's report. In this article, review panellist Ron McCallum outlines some of the key proposals that - if enacted - are likely to impact on employers.
