Employers can't rely on any general principle to dismiss employees for reputational damage, so those without an explicit policy requiring workers to act consistently with their good reputation could be taking a significant risk, a lawyer warns.
Workplace surveillance can deter unwanted behaviours and provide strong evidence to back up employment decisions, but only if the practice is clearly set out in policy, an employment lawyer warns.
Employers using any form of workplace surveillance must be mindful of the intersection between employment law, HR policy development, and workplace privacy and surveillance laws.
Employers with training and policies on domestic violence must go a step further and address the workplace practices that perpetuate gender inequality, or remain part of the problem, warns an expert.
Work-related overseas travel risks are easy to mitigate and even prevent, but many employers don't take basic steps to do so, according to a doctor who warns of liability risks for illness and injury.
An employer that's "very serious" about letting each employee control when and how they do their job says staff at all levels should "expect a yes" when they make a flexible work request, according to its leadership director.
The Fair Work Act and National Employment Standards offer some guidance on when employers can reasonably refuse annual leave requests, but employers should have a specific policy to fill in the gaps, a lawyer says.
One of the most important things employers can do to address the widespread problem of domestic violence is make both victims and perpetrators feel safe when asking for help, says an HR consultant and former police superintendent.
Outside attention can create a sense of urgency when employees misbehave on social media, but employers should resist prioritising speed over due process when disciplining them, a workplace lawyer says.
A self-proclaimed workplace relations specialist that unfairly sacked an injured worker has won an application to ban a decision regarding remedy. Meanwhile, new gender reporting requirements will help employers identify their inequality 'hot spots', and AHRI has called for long service leave amendments.
