Compliance & case law | Page 223 (2,355 items)

The Fair Work Commission has refused an HR manager's request to correct its erroneous reporting of her conduct towards an employee who accused her of bullying.

Employers should tailor their motivation techniques for the changing nature of work, not a shift in the generations undertaking it, says an HR analytics expert.

A worker who resigned after her employer unilaterally raised her sales targets has successfully claimed it was a forced dismissal and amounted to adverse action.

An employer breached the National Employment Standards and a worker's contract when it failed to return him to full-time work after parental leave, but it did not take adverse action against him, a court has ruled.

An employer's response to a situation involving a worker with "homicidal intent" has cost it nearly $3.9 million in damages.

A large employer has been ordered to reinstate a worker who was sacked for racist comments towards a colleague, after the Fair Work Commission found numerous failings in its processes led to the dismissal.

Does your organisation meet every single compliance obligation for sponsored workers and temporary visa holders? Is it ready to be audited at a moment's notice? Watch this webcast to understand its obligations.

An employer did not bully a worker by forcing her to handle more difficult tasks and performance managing her approach, the Fair Work Commission has ruled.

In many work environments a regime for impairment testing will help employers meet their safety obligations, but before introducing or amending such a program they must take into account a range of practical and industrial relations considerations. Watch this webcast to understand your obligations.

An HR manager "bullied" a worker when she visited him unannounced to berate his performance and then began a disciplinary process, but her "faultless" conduct since then removed any need for a stop-bullying order, the Fair Work Commission has ruled.