The operational variations between 10 employers weren't "significantly" different enough to warrant blocking a supported bargaining authorisation, a Fair Work Commission full bench has ruled.
Online reviews about employers can "significantly" impact the opinions of thousands of current and potential employees, and how organisations respond can turn "threat management" into an employer branding strategy, new research shows.
It was fair to summarily dismiss a worker who refused to change behaviour that reflected badly on his employer, even though the termination process was flawed, the Fair Work Commission has accepted.
Failing to provide light duties for six months, in line with doctors' recommendations, was unlawful because it "disregarded" the injured employee's right not to be exposed to workplace hazards, the Federal Circuit Court has ruled.
"Numerous and significant" mitigating factors meant that despite her "brutal public humiliation" of another worker, a long-serving employee has successfully appealed against her proposed dismissal.
After adopting AI, IBM's HR department has achieved a 55% lift in its approval rating from the business, and a dramatic reduction in admin work is opening up opportunities for its HR practitioners to work in L&D, tech-based and client-facing roles.
Questioning the need for an Acknowledgement of Country at the beginning of a weekly meeting was not misconduct that warranted dismissal, the Fair Work Commission has ruled.
Although failing to consult about redundancy would often render a dismissal via retrenchment unfair, an employer has defended an employee's claim based on his "inflexible" approach to workplace matters.
An employer has failed to convince a Federal Court full bench that a director merely acted upon an HR specialist's recommendation to dismiss an employee for misconduct, and wasn't driven by an "improper motive" when making her decision.
Workplace ostracism doesn't just affect the victim; it has "ripple effects" across the organisation if witnessed by other employees, according to researchers.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
