Browsing: Misconduct | Page 59 (588 items)

Employers planning to shut down business over the Christmas and New Year period face risks from both an employee engagement and a legal compliance perspective, workplace experts warn.

Do you have to offer employees a support person at disciplinary meetings? What is the support person's role? Can you refuse to allow a requested support person to attend meetings? Lander & Rogers senior associate Amanda Harvey answers these questions and more.

Employers could be found vicariously liable for the way their customers and clients treat employees following recent changes to the Federal Sex Discrimination Act, says Workplace TrainWise managing director Karen Maher.

What should you do when an employee wants to complain about bullying "off the record"? What is the role of a support person during investigations? Should you re-open an investigation when an employee provides fresh evidence? Lawyer Brad Petley answers these questions and more.

A Victorian employee who was sacked without notice for breaching her employer's "backbiting policy" was unfairly dismissed, Fair Work Australia has ruled, describing the policy as "an extremely blunt instrument".

Employers that fail to properly investigate workplace issues and complaints before taking action risk falling foul of the Fair Work Act's procedural fairness requirements, says workplace lawyer Brad Petley.

Sexual harassment is "incredibly widespread" in the Australian workforce - but the majority of cases are preventable, says Learning Seat general manager Tim Legge.

HR managers could be found personally liable for bullying and harassment at work, under the national OHS framework, if they fail to take steps to prevent it, according to Hicksons Lawyers partner Brad Swebeck.