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A successful candidate who claimed his employer misrepresented the nature and likely duration of his role during the recruitment process has failed in his bid for damages.

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.

Frontline leaders are vital to the success of any organisation, but to make the most of this important group you need an effective strategy for developing them. Watch this webcast to understand how to focus your efforts.

A supervisor found to be unfairly dismissed after sending a p-rnographic email at work has been denied reinstatement, after the Fair Work Commission ruled it was reasonable to expect higher standards from a leader than from regular employees.

Flexible work arrangements offer employers a host of benefits, but one technology company found that too much flexibility can also have its downsides.

If you need to get employees across an entire organisation on board with a new initiative, targeting an influential section of the workforce will be more effective than taking a broadbrush approach. Here are lessons from one organisation's experience.

HR managers who are struggling to secure budget to achieve their goals should quantify the dollar cost of not executing their strategy, and present a business case from a risk perspective, says Aon Hewitt managing director of people risk, Robyn Perkins.

The Federal Court has handed down an important ruling on what constitutes a "reasonable" recruitment process, in a dispute over whether an allegedly biased supervisor should have excused himself from a recruitment panel.

In a decision that contains useful guidance for HR professionals on when "undesirable" management behaviour is also "unreasonable", the Fair Work Commission has ruled that displaying intolerance or low-level anger towards a worker does not necessarily constitute bullying.

Turning up to a conference still intoxicated from a work function the night before did not constitute gross misconduct by an executive, a court has ruled in awarding him nearly $300,000 in damages.