Strong informal processes can prevent many bullying complaints from escalating into full-blown claims and legal action, but only if employers avoid common mistakes with them, says employment lawyer Jordan Tilse.
Employers should assume problem gambling is occurring in their workplace, possibly on company devices, and take measures to limit it, according to a major discussion paper released by the Victorian Responsible Gambling Foundation.
Gender diversity in an organisation is relatively easy to measure. But measuring whether a workplace is inclusive towards lesbian, gay, bisexual, transgender and intersex (LGBTI) employees is not so simple.
Constant change is the new normal in business, so organisations need to find a way to communicate crucial safety and compliance messages to employees above the din, says communications expert Jonathan Champ.
Communication about safety needs to be specific and promote action; it needs to cut through the 'information overload' facing all workplaces. Watch this webcast to learn how to structure messages about safety and other compliance matters for maximum impact and behaviour change.
Gender transition is an "enormously confronting" issue, but a supportive work environment can literally mean the difference between life or death for employees who are going through - or contemplating - the process, according to Captain Cate McGregor.
A worker accused of sleeping on the job has been awarded $15,500 after a court found her employer had not closely followed the three-strike disciplinary procedure of its enterprise agreement.
Employers and HR professionals should ensure their social-media policies and training clearly cover use of digital photography, with photo-sharing apps creating a host of new bullying, harassment and other risks to manage, according to Holding Redlich senior associate Joel Zyngier.
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.
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.
