Employers of people who work alone, are geographically isolated, or have the potential to be alone when working late or travelling on the job, must take reasonable steps to minimise associated risks - even if that means doubling their staffing, says Kemp Strang partner Lisa Berton.
Recent changes to the Fair Work Act provide further motivation for employers to ensure their staff know what bullying is - and what it's not, according to Workplace Solutions director Fay Calderone.
The Fair Work Act's bullying amendments will make it more difficult for employers to address performance issues at work, according to Maddocks partner, Ross Jackson.
It is now far easier for the government to prosecute employers whose staff breach their visa requirements - and ignorance will provide no defence, according to migration law specialist Enza Iannella.
Anti-bullying amendments to the Fair Work Act, due to take effect in January next year, could lead to a spate of psychological injury claims that will be extremely difficult to defend, warns employment lawyer Brad Swebeck.
Initial concerns about the impact on employers of the Fair Work Act's adverse action provisions have proven to be unfounded, but employers should expect to face more claims now that case law has clarified the way it operates, says employment lawyer Amanda Harvey.
Rulings handed down since the commencement of the Fair Work Act's adverse action provisions have clarified some of the mystery around their operation and contain important lessons for employers.
Imminent changes to the 457-visa system will create more work for HR in terms of establishing the "genuineness" of their need for overseas workers, according to employment lawyer Fiona Inverarity.
Managing long-term absent employees requires a cautious and proactive approach, or employers risk facing claims involving the whole gamut of employment law.
Watch this webcast to understand how to:
manage prolonged absences from work;
identify the 'inherent requirements' of a position;
consider 'reasonable adjustments';
ensure compliance with the proposed amendments to Commonwealth anti-discrimination laws;
determine what material to provide in an independent medical assessment;
return employees to work on suitable duties; and
evaluate relevant legal risks before a termination of employment.
The indicators employers need to report against under the Workplace Gender Equality Act include information that many organisations don't yet capture, and might have to create systems for, according to Ashurst lawyers Michael Tamvakologos and Melissa Bulat.
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.
