When signs of workplace misbehaviour arise, it's not always necessary or even advisable to launch straight into a formal investigation. In this webcast, a specialist explains why a culture audit is a good alternative, outlining what it is, the outcomes to expect, sample questions, and three case studies.
As 2020 comes to an end, now is a good time for HR to prioritise five issues that COVID-19 thrust into the spotlight, HR Daily Community member Merilyn Speiser says in this week's featured post.
An Australian researcher has debunked advice that women should 'lean in' to improve their status at work. Also in this article: D&I roles have moved beyond 'tick the box' status, jobs data shows, and how employers are replacing traditional end-of-year parties.
An employer has failed to block a stop-bullying claim it argues is "speculative" due to the worker's ongoing absence. Meanwhile, an "ideal" candidate who wasn't hired has lost his discrimination claim.
An employer was understandably alarmed at discovering an employee conducting a self-described "side hustle", but it acted "too hastily" in dismissing him, the Fair Work Commission has ruled.
The pandemic has given wellbeing the attention it has long deserved, with more employers than ever now making it a top priority. Attend this HR Daily webinar to learn the programs and initiatives that make a difference, where investment is best directed, and what outcomes you can expect to achieve. Premium members should click through to request a complimentary pass.
Almost half (48%) of employees globally don't trust their organisations, as a result of broken promises employers might not even know they're making, Gartner's HR vice president says.
Despite some "confusing" and "contentious" elements, employers and workers have commended the Fair Work Act's coronavirus provisions, saying they have been vital to keeping businesses afloat and jobs in place.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
