After being on restricted duties for nearly seven years, an employee who claimed she might be fit to perform her pre-injury role "at some time in the future" has lost her unfair dismissal claim.
The ANZ operation of a global organisation continues to slash the time employees spend on strategically unimportant work through a simplification project, but its HR director notes that every time an inefficiency is addressed, "something else rises to the top".
The operational variations between 10 employers weren't "significantly" different enough to warrant blocking a supported bargaining authorisation, a Fair Work Commission full bench has ruled.
A full bench of the Fair Work Commission has issued an order roping 19 employers in to supported bargaining, in the first such authorisation to be made outside of a government-funded sector.
Online reviews about employers can "significantly" impact the opinions of thousands of current and potential employees, and how organisations respond can turn "threat management" into an employer branding strategy, new research shows.
It was fair to summarily dismiss a worker who refused to change behaviour that reflected badly on his employer, even though the termination process was flawed, the Fair Work Commission has accepted.
Some employers are now realising they've "gone too far" in adding flexible work terms to their enterprise agreements, and rolling them back isn't going to be easy, a workplace relations specialist warns.
Failing to provide light duties for six months, in line with doctors' recommendations, was unlawful because it "disregarded" the injured employee's right not to be exposed to workplace hazards, the Federal Circuit Court has ruled.
"Numerous and significant" mitigating factors meant that despite her "brutal public humiliation" of another worker, a long-serving employee has successfully appealed against her proposed dismissal.
Instead of always coming up with new strategies to solve perceived organisational problems, sometimes it's better for HR practitioners to step back and consider which strengths they can more effectively leverage, an advisor says.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
