A culture of continuous learning can't be created overnight, but HR professionals have to start somewhere, says HR Daily Community blogger Justine La Roche.
Employers tend to overlook their health and safety obligations to employees who work from home or other off-site areas, but it is neither difficult nor onerous to take the necessary compliance steps, says employment lawyer Kristin Duff.
The more you give employees, the more they expect, so HR professionals should encourage employees to take responsibility for their own engagement, according to Life by Design chief engagement officer Ian Hutchinson.
Imminent changes to the 457-visa system will create more work for HR in terms of establishing the "genuineness" of their need for overseas workers, according to employment lawyer Fiona Inverarity.
A law firm with offices in multiple states is using video conferencing technology to make centralised learning and development sessions a far more engaging, collaborative experience.
Retaining key talent is critical for the success of mergers and acquisitions, so employers should involve HR at - if not before - the due diligence stage, says Mercer Asia Pacific M&A business leader, Christine Deveney.
An employee sacked for using foul language during an altercation with his supervisor will receive compensation, after the Fair Work Commission found an HR manager misrepresented a "crucial issue" when documenting the incident.
Performance and potential are both important when identifying talent, but employers that assume the two are causally related risk promoting workers who aren't actually ambitious, while those who are go elsewhere, says Psylutions consulting psychologist Nicole Russom.
When seeking to return an ill or injured employee to work, employers should be prepared to ask for - and provide - a great deal of detailed information, says employment lawyer Helen Donovan.
Managing long-term absent employees requires a cautious and proactive approach, or employers risk facing claims involving the whole gamut of employment law.
Watch this webcast to understand how to:
manage prolonged absences from work;
identify the 'inherent requirements' of a position;
consider 'reasonable adjustments';
ensure compliance with the proposed amendments to Commonwealth anti-discrimination laws;
determine what material to provide in an independent medical assessment;
return employees to work on suitable duties; and
evaluate relevant legal risks before a termination of employment.
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.
