A court has upheld an employer's decision to keep a complainant's identity confidential in a misconduct investigation, saying the decision was in line with "carefully considered" workplace policies.
In a webinar on 6 November, employment law specialist Fay Calderone will explain how HR professionals can minimise their risks of facing legal liability and reputational harm in the course of their work.
In an environment of information overload, one of the most useful things HR can do is find ways to reduce distractions and help employees feel less overwhelmed, according to David Guazzarotto, CEO of Future Knowledge.
HR professionals have not traditionally seen shareholder returns as their concern, but doing so can improve their businesses - and their own career paths, according to a chief operating officer.
A manager who ran her office like a private business - making payments to herself and others without regard to her employer's procedures - committed serious misconduct, a court has ruled, finding the "cumulative effect" of her breaches justified dismissal.
Does your workplace communication style build rapport, or resistance? According to HR Daily Community blogger Ben Young, common language patterns can easily develop resistance and detract from our influence, but he has some tips to turn it around.
One of the most common workforce strategic planning mistakes is caused by over-reliance on lag data rather than lead data, says human capital expert Colin Beames.
HR professionals who provide advice that isn't followed can find themselves in trouble in Fair Work Commission proceedings, according to employment lawyer Fay Calderone.
HR professionals are not experts on how people with vision impairment function in the workplace, so to make the most of this untapped talent pool, they must ask the people who are, says former Disability Discrimination Commissioner, Graeme Innes.
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.
