Policies & procedures | Page 52 (590 items)

A new Australian Standard of Employment Rights gives employers and workers a benchmark against which to measure the industrial relations health of their workplace, says University of Sydney professor of labour law, Ron McCallum.

Policies prohibiting workplace love are untenable, an organisational psychologist says, but employers can take steps to prevent romantic relationships from stifling productivity or ending in a harassment claim.

Current HR development strategies are "hindering" and "damaging" businesses by failing to meet the 21st-century needs of employers and workers, a workplace consultant says.

The Fair Work Act allows for greater union involvement in the workplace, an IR lawyer says, and smart employers are fostering positive relationships with employees and their representatives in an effort to cement long-term growth.

Employers must move "beyond legislative compliance alone" to combat the growth of stress-driven compensation claims and injuries, according to Curtin University research.

Fair Work Australia's first good faith bargaining order should spur employers to put more thought and preparation into negotiations than was necessary under the old legislation, according to an employment lawyer.

Employers that don't know the difference between employee "engagement" and "satisfaction" are unlikely to achieve a truly engaged workforce, according to an HR researcher.

Sharing of senior roles can succeed if the two employees are the right "match", says HR consultant Jenny Roberts.

Employee surveys are critical to effective workforce management, but employers that design their own are wasting their time, according to a corporate psychologist.

Heart attacks are often work-related, and can be compensable, but employers can take steps to eliminate the "triggers" that aggravate heart disease - and reduce their liability, according to new international research.