Activity-based working – or 'hotdesking' – has not lived up to its promise of boosting productivity, but experts are more optimistic about the next evolution in work practices.
In two new rulings, the Fair Work Commission has shed light on when a casual will be considered to have completed the minimum employment period to gain unfair dismissal rights; and has rejected an Uber driver's claim that he was an employee.
An employee who responded to theft allegations claiming he'd made "a joke", and who called a manager and HR partner "despicable human beings" on social media, has lost his unfair dismissal claim.
Nearly half of Australian employers plan to increase their permanent HR staff over the coming year, new research shows. Also in this article: warning signs of unconscious bias; taking a user-experience approach to EVPs; concerns about pay transparency; and more.
A Commissioner has expressed hesitation in reinstating an employee who breached the same rule three times in 12 months, but deemed it the "only" appropriate remedy in the circumstances.
Westpac has acknowledged a range of cultural shortcomings - including a tendency to overcomplication, conflating responsibility and accountability, and failing to prioritise learning - in a new report.
More employers are now recognising the cost and branding benefits of using redeployment programs, instead of exiting talent from redundant roles, a transitions advisor says.
A Federal Court judge has called for employees to be better educated about their rights upon termination, in rejecting a dismissal claim wrongly pursued under general protections laws by a "confused" employee.
An employee whose psychological injury claim helped reform the 'administrative action' test has lost her latest appeal for compensation. Also in this article, industries ranked by executives' health; HR is still too attached to paper records; and more.
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.
