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The needs of mature-age employees are similar to those of many new parents or pregnant women in the workplace, according to a consultant for National Australia Bank, who recommends focussing on flexibility and recognition to accommodate older workers.

If you haven't already registered to attend "Adverse action - Know your risks", today is your last opportunity.

Here are five tips for investigating potentially sensitive or personal issues at work, from experienced investigator and workplace lawyer, Brad Petley.

A proponent of an award-winning gender diversity initiative says that if she had her time again, she would have been bolder when implementing change, foregoing her initial "softly, softly" approach.

The simplest solutions are usually most effective when it comes to accommodating people with a disability in the workforce, according to CEO of The Deaf Society of NSW, Sharon Everson.

Some roles are commonly dismissed as "dead-end-jobs" - making them difficult to attract and retain staff in - but service provider Aegis has come up with a simple and effective way to show employees this doesn't have to be the case.

Poor performers are an unfortunate reality for many workplaces, so employers need a process that mitigates their legal risks when managing employees "up or out".



In this webcast, employment lawyer Natalie Spark outlines:

• How to minimise the legal risks associated with performance management (including adverse action, unfair dismissal, bullying and stress claims);
• Options for managing poor performance - and how to decide which to take;
• Lessons learned from successful claims against employers; and
• Case studies of performance management-related claims.

A program that encourages employees to put personal resolutions on display in the workplace - and generously rewards those who achieve them - will help workers to become more balanced, confident individuals, says JobAdder founder Brett Iredale.

When contracting arrangements aren't clear on paper and are murky in practice, they become like the proverbial "ticking bomb", potentially resulting in massive back-pay orders for wages, superannuation contributions, and other modern award or NES entitlements.



This webcast covers how to:

• determine whether to engage workers as contractors or employees;
• ensure arrangements satisfy established principal/contractor tests;
• review existing arrangements to clarify your liability;
• adapt contracts and practices to reverse the risk; and
• avoid the risks associated with long-term contracting arrangements.

A software development company has tripled its number of grad applicants this year, thanks largely to a new program its HR vice president describes as "induction on steroids".