A court has upheld an employer's decision to keep a complainant's identity confidential in a misconduct investigation, saying the decision was in line with "carefully considered" workplace policies.
A manager who ran her office like a private business - making payments to herself and others without regard to her employer's procedures - committed serious misconduct, a court has ruled, finding the "cumulative effect" of her breaches justified dismissal.
HR professionals are not experts on how people with vision impairment function in the workplace, so to make the most of this untapped talent pool, they must ask the people who are, says former Disability Discrimination Commissioner, Graeme Innes.
An employer that failed to conduct "frank and transparent" performance reviews, or promptly deal with behavioural issues, gave up its right to summarily dismiss two workers for bullying, the FWC has ruled.
A Victorian employer will have legal representation in an upcoming bullying case after the Fair Work Commission accepted it had no employees with sufficient skills or experience to represent it. In a separate case, the Commission has altered its first substantive stop-bullying order to make it more practical to comply with.
Do your organisation's HR practices minimise the risks and impact of psychological injuries? Do your managers respond appropriately when issues are raised, to defuse conflict early and with minimal disruption?
Employers that fail to deal appropriately with employee complaints to unions can find themselves facing legal action, but superficial solutions are just as harmful, warns an employment law specialist.
When is it wise to suggest that a poor performing employee resign? When should a worker be offered a support person in performance meetings? And what should a notice letter about performance issues contain? These questions and more are answered here.
A case in which an HR manager was sacked for sharing her employer's policies and documents raises some questions about investigations and surveillance in the workplace, according to DLA Piper partner Brett Feltham.
A court has awarded a dismissed employee more than $1 million, finding her initial termination payment of just over $50k substantially underestimated her notice-period and long service leave entitlements.
Some employers have successfully stepped up to the task of managing psychosocial safety, but in many other workplaces, initiatives are falling flat. Join us for an HR Daily webinar to understand what's holding back progress in this critical space and how to move forward.
