Organisations that rely on contingent workers will be most significantly affected by the introduction of harmonised workplace safety laws, says employment lawyer Charles Cameron.
It is nearly impossible for employers to completely understand how the Fair Work Act's adverse action provisions might affect them, but they should "sit up and pay attention" to developing case law, says Hicksons partner Brad Swebeck.
Many employers continue to put three-month probation clauses in new employees' contracts, despite the Fair Work Act rendering that timeframe meaningless with regard to dismissals, says employment lawyer Emma Goodwin.
Do you have to offer employees a support person at disciplinary meetings? What is the support person's role? Can you refuse to allow a requested support person to attend meetings? Lander & Rogers senior associate Amanda Harvey answers these questions and more.
Employers considering shedding staff in reaction to economic uncertainty must ensure they have updated their redundancy processes, says employment lawyer Lisa Berton.
Under the model OHS laws that take effect in January, an HR manager who under-staffs a department where an injury occurs could potentially be found criminally liable, says employment lawyer Paul Cutrone.
Many workplace policies make it hard for employers to investigate anonymous complaints, and should be redrafted, according to workplace investigator Lisa Klug.
Organisations can minimise the risk of claims from contractors seeking employee benefits by regularly reviewing their arrangements to ensure "the weight of the evidence" suggests they are principals, not employers, says employment lawyer Brad Swebeck.
Employers that let management, rather than the board, "drive and manage" executive remuneration could face criminal penalties following recent changes to federal legislation, says Mercer Australia head of executive remuneration Christine Deveney.
In the two years since the Fair Work Act's adverse action provisions commenced there have only been a handful of court decisions, but employers shouldn't assume they are unlikely to face a claim, says employment lawyer Natalie Spark.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
