Browsing: Compliance webcasts (168 items)


Webcast: Ex-employees and LinkedIn - Solicitation or 'staying connected'?

In the absence of settled case law governing the ownership of social media connections, employers should take certain steps to minimise the risks of damage and loss to their business, an employment lawyer explains in this webcast.


Webcast: Strategies for managing bullying complaints

Does your organisation respond to bullying issues in the most risk-averse manner possible? Watch this webcast to understand:

  • what bullying is – and isn't;
  • a four-step risk management process;
  • legal avenues, and lessons from case law;
  • the FWC anti-bullying regime;
  • formal and informal processes for managing bullying;
  • how to investigate bullying complaints; and more.


Webcast: Procedurally fair workplace investigations

Without procedural fairness, even the most seemingly justified disciplinary decisions can be challenged and overturned. Don't risk this happening after your next workplace investigation.



This webcast covers:

  • The three principles of procedural fairness;
  • The "evidence rule";
  • Practical case law lessons from past investigations; and more.


Webcast: Mental illness in the workplace

Can you confidently tackle mental illness challenges in the workplace? Watch this webcast to understand the legislative framework, and how to manage psych claims, provide appropriate support and reduce stigma.


Webcast: Contingent workers - manage your risks

Casuals, contractors, labour hire and fixed-term employees can be a valuable asset to an organisation - or its biggest risk. Watch this webcast to understand which factors to consider when deciding to engage the various types of contingent workers; and more.





Webcast: Managing redundancies - big and small

Whether making one role redundant or hundreds, HR professionals have a crucial part to play in ensuring organisations meet their extensive legal obligations and avoid claims from current and ex-employees.



Watch this webcast to:

  • ensure redundancies are 'genuine' under the Fair Work Act;
  • understand employees' entitlements if positions are made redundant;
  • develop sound redundancy criteria that minimise legal risks;
  • fulfil consultation and redeployment obligations;
  • manage a safe internal 'paper trail' about decision-making;
  • handle interactions with unions; and
  • add real value to the C-suite by informing decision-makers about their obligations.




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