An employer should never share unnecessary details of an employee's mental illness with their colleagues, but refusing to disclose "need-to-know information" also carries risks, an employment lawyer warns.
Employers using any form of workplace surveillance must be mindful of the intersection between employment law, HR policy development, and workplace privacy and surveillance laws.
A recent high-profile case involving a BlueScope Steel employee accused of stealing sensitive and confidential information should send a warning to all employers to have secure contracts in place, lawyers say.
Privacy Act amendments taking effect next week make it imperative for organisations to update their policies and procedures, according to Kemp Strang partner Vicki Grey.
Employers should be transparent with employees about what personal information they are collecting - and why - especially when making unusual requests, says Ashurst partner Vince Rogers.
What risks arise from "Googling" job applicants during a recruitment process? What questions can you ask about a candidate's medical history? Are you obliged to provide access to an employee's personnel file? Hicksons Lawyers partners Brad Swebeck and Sarah Jones answered these questions and more in our recent webinar.
A Fair Work Australia ruling, which found a senior employee was not "grossly disloyal" when he gave the names of recently retrenched staff to a sacked colleague, contains important guidance for employers on what constitutes confidential information.
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.
