HR Daily Community member Phil O'Brien clarifies when misconduct justifies summary dismissal highlighting an employer's "cobbled together" termination defence. Community members are also blogging about racial discrimination at work, casual employment and accessorial liability.
An employee who was sacked for jaywalking after a safety crackdown has failed to convince the Fair Work Commission that his employer's inconsistent enforcement prior to the stricter rules rendered his dismissal unfair.
HR professionals have an "enormous" part to play in building a robust safety culture, especially in light of new industrial manslaughter laws targeting organisations and their officers.
An employer that fielded three years of complaints from an employee about his supervisor's behaviour was not guilty of inaction, but should have separated the pair sooner, the Fair Work Commission has found.
Despite an enormous amount of attention being paid to data literacy, misonceptions abound about what it is and how difficult it is to obtain, an expert says.
The ways in which HR and other leaders can be held personally liable for workplace issues continue to evolve in light of recent legislation and court rulings. This webinar will unpack the key risks and how to mitigate them. Premium members should click through to request a complimentary pass, while free subscribers can upgrade their membership level here for access or register as a casual attendee.
An employer has failed to prove its overtime changes, which caused a worker's psychological injury, were an 'administrative action' that should preclude it from compensating her. Also in this article, new cases on bullying, employee deception, redundancy and more; pay growth predictions for 2020...
An employee has won reinstatement after arguing his performance improvement plans failed to consider his personal circumstances and set him up to fail.
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.
