Can a known bully change his or her behaviour? HR Daily Community blogger Laura Lee suggests bullies need to demonstrate two things if given the opportunity to stay in a workplace.
Speech time at the work Christmas party is a good opportunity for employers to pause the flow of alcohol and help prevent incidents arising from excessive consumption, says the Australian Drug Foundation's head of workplace services, Phillip Collins.
Failing to properly manage alcohol risks at end-of-year functions exposes employers to four key areas of legal risk. Here, employment lawyer Luke Connolly outlines the steps to take before your event.
Every HR and safety practitioner will potentially have to address drug and alcohol issues at work. Attend our next webinar to ensure your understanding of this legal landscape.
Investigations into workplace incidents and allegations can go awry if HR practitioners don't avoid common pitfalls during interviews, say expert investigators Harriet Stacey and Alison Page.
HR professionals should ensure that leaders appointed to cross-cultural teams possess specific competencies now known to affect success in these roles, says Right Management regional general manager, Bridget Beattie.
Can not inviting someone to Friday drinks amount to bullying? What should HR do about informal, seemingly insignificant harassment complaints? How do you deal with behaviour that was once welcome, and is now unwelcome?
Ashurst lawyer Taboka Finn answered these questions and more in our recent webinar - we have transcribed a selection for you here.
The world's most highly-regarded and best-performing employers pay lower fixed remuneration than the rest of the market, but leverage their incentives more effectively, a global study shows.
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.
