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.
A worker's repeated refusals to follow dispute resolution procedures when complaining about bullying amounted to "rank insubordination", and warranted his dismissal, the Fair Work Commission has ruled.
An experienced HR professional has been criticised by the Fair Work Commission for "fundamental errors" in a workplace investigation that led to an employee's dismissal.
Even when you are clearly justified in terminating an employee for poor performance, failing to do so properly can have major ramifications. Watch this webcast to minimise your legal risks when managing under-performance.
The Federal Court has allowed a disgruntled ex-employee to seek access to a report in an adverse action case, casting doubt on the rights employers have to keep documentation private under legal professional privilege.
A purely policy-driven approach to workplace bullying will not change behaviour because it only tackles the issue at a logical level, according to professional speaker and trainer Blythe Rowe.
In a webinar on 7 August, employment law specialists Leon Levine and Jordan Tilse will explain how to minimise legal risks while managing poor performers to termination.
