How do you manage employees who have been injured outside of work? What happens when an employee refuses an independent medical assessment? When is it safe to terminate an ill or injured employee? Lawyer Luke Connolly answers these questions and more on this important topic.
Managing workers on extended sick leave, or with long-term injuries, requires carefully balancing business needs against employees' rights, says employment lawyer Luke Connolly.
Legal action arising out of performance management used to be confined to award and EBA-covered workers, but increasingly employers are facing claims from managers and more senior employees, according to employment lawyer Natalie Spark.
The National Native Title Tribunal has reduced its average absenteeism rate by almost two days, resulting in productivity improvements and cost savings of more than $500,000, according to its director of corporate services and public affairs, Franklin Gaffney.
The lack of formal systems for recording or reporting sick days is costing employers hundreds of thousands of dollars a year, says scientist and manager Dr Martin Cross.
Australia's work/work culture will create an "overload tsunami" and drive absenteeism through the roof unless its best "knowledge workers" are offered genuine flexibility, according to health and demography expert Dr Linda Duxbury.
A formal attendance management policy can help employers reduce absenteeism and alert them to the workplace factors that affect absence rates, according to a new report.
High individual and team morale - or a positive "work team climate" - underpinned by supportive, balanced leadership, is the key to preventing workplace-related psychological injuries, according to Health Service Australia's director of psychology, Dr Peter Cotton.
The challenges employers face in managing underperformance continue to intensify, in light of flexible work arrangements, psychosocial obligations, and more. Minimise your legal risks and maximise your outcomes by attending this HR Daily Premium webinar.
