In spite of looming skills shortages and declining productivity, Australia's leading corporations continue to "under-utilise" diversity groups to source talent and leverage their brand, say the authors of a new report.
Checking and sending work-related emails at home has become part of the job for many employees - but employers have largely overlooked the implications for work overload, says University of Sydney researcher Dr Melissa Gregg.
An "engaged" employee can still be "a real flight risk", says SHL director Stephanie Christopher - especially in a situation where a leader, "who they may have personal respect for and loyalty towards", leaves the company.
Almost nine in ten employers in Australia and New Zealand have established flexible work practices, but many admit their employees are unaware of the benefits - and less than half are using them to attract new candidates, a Rubicor survey has found.
A recent court finding that an "informal" discussion constituted disciplinary action is a "classic" example of how failing to communicate the purpose - and possible consequences - of management action can put employers at risk, says Thomson Playford Cutlers partner Jacquie Seemann.
The number of employers cited in the Federal Government's 2010 employer of choice for women list has dropped to 95, down from 111 last year and 99 in 2008.
Problems with difficult employees never resolve themselves and, if left unaddressed, can expose employers to legal risks, says workplace lawyer Brad Petley.
Most employers leave it to their accounts department to determine what does and does not constitute a business expense, but it is line managers who often "sign off" on expenditure, says iHR DirEx director Geoff Churcher.
A recent court case and fines totalling $330,000 show that employers with knowledge of inappropriate behaviour at work "have to do something about it", says Sparke Helmore special counsel, Adam Saunders.
Romantic relationships in the workplace can create a legal "minefield", but policies that are too prescriptive can offend employees, send the wrong message and weaken a company's competitive edge, says HR commentator Kate Southam.
