When HR and other leaders are addressing interpersonal conflict at work, it's important to be mindful of the "subversive" impact some language has, a specialist says.
When attempting to connect leaders, managers and employees to a culture change project, it's important for HR to use a different "love language" for each group, according to a respected advisor.
Arguing in a vigorous and forceful way during a meeting was not the same thing as posing a serious and imminent risk to safety, the Fair Work Commission has found in ruling an employee should not have been sacked for serious misconduct.
There should be no compulsory arbitration of flexible work disputes, and employers should have a longer timeframe to respond to requests when "exceptional circumstances" exist, according to the Australian Industry Group.
An employee's over-dramatisation of a childcare need as a "family emergency" indicated he had a very limited coping mechanism, the Fair Work Commission has observed in declining to make stop-bullying orders.
Suggesting that an employee take some time off work, or at least stay away from the office after a "fiery" interaction, didn't leave him with no option but to resign, the Fair Work Commission has found.
An employee's view that her employment record should get a "clean slate" as part of an unfair dismissal settlement was not enough to prompt the Fair Work Commission to interfere with the agreement.
Conversations about disconnecting from work after hours are important to ensure compliance with the law, but managers should be having them anyway, a communications expert says.
General protections claims are the fastest-growing category of applications in the Fair Work Commission, with reforms now underway to stem the tide. This webinar will discuss important developments in both procedural issues and case law.
