Organisations with overseas ownership, and those that send employees to work in other countries, often get caught out by employment laws for failing to provide the correct entitlements, according to employment lawyer Rick Catanzariti.
The laws that govern a union's right to enter a workplace have been around for years now, but many employers are still shocked and confused about what to do when a union official arrives at the door, according to employment lawyer Mark Branagan.
Workplace incidents that occurred before the new jurisdiction commenced can be considered as evidence in stop-bullying proceedings, the Fair Work Commission has ruled.
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.
When can employers reject an application for voluntary redundancy? Can employers include 'organisational fit' in their redundancy selection criteria? And how can employers prove workplace conflict issues didn't influence their redundancy decisions?
Having a formal policy to govern what happens when an employee blows the whistle on alleged wrongdoing can deter misconduct and reduce the risk of bad press, according to law firm DLA Piper.
From 1 April, organisations with more than 100 employees will need to report on the gender composition of their workforce and boards, along with their gender pay equity strategies, and more.
A lot of recent litigation following redundancies has hinged on whether redeployment was a viable option, and HR professionals must consider a growing number of factors in deciding whether or not redeployment is a "reasonable" substitute, according to employment lawyer Murray Procter.
Whether making one role redundant or hundreds, HR professionals have a crucial part to play in ensuring organisations meet their extensive legal obligations and avoid claims from current and ex-employees.
Watch this webcast to:
ensure redundancies are 'genuine' under the Fair Work Act;
understand employees' entitlements if positions are made redundant;
develop sound redundancy criteria that minimise legal risks;
fulfil consultation and redeployment obligations;
manage a safe internal 'paper trail' about decision-making;
handle interactions with unions; and
add real value to the C-suite by informing decision-makers about their obligations.
A small but important change to the Fair Work Act places extra hurdles around roster changes, and will affect most Australian employers, says Warwick Ryan of Swaab Attorneys.
Costly legal disputes continue to highlight the many risks employers face when managing, disciplining, or dismissing employees while they are absent, injured or incapacitated. Attend this webinar for an up-to-date review of the legal framework applying to workplace absenteeism, injury and incapacity, and lessons from recent case law.
