Browsing: Compliance & case law (1213 items)




"Cumulative effect" of breaches warranted dismissal

A manager who ran her office like a private business - making payments to herself and others without regard to her employer's procedures - committed serious misconduct, a court has ruled, finding the "cumulative effect" of her breaches justified dismissal.


Ditch assumptions about vision impairment

HR professionals are not experts on how people with vision impairment function in the workplace, so to make the most of this untapped talent pool, they must ask the people who are, says former Disability Discrimination Commissioner, Graeme Innes.



FWC grants legal representation request in bullying case, alters first orders

A Victorian employer will have legal representation in an upcoming bullying case after the Fair Work Commission accepted it had no employees with sufficient skills or experience to represent it. In a separate case, the Commission has altered its first substantive stop-bullying order to make it more practical to comply with.


Webcast: Workplace psychological injury risks

Do your organisation's HR practices minimise the risks and impact of psychological injuries? Do your managers respond appropriately when issues are raised, to defuse conflict early and with minimal disruption?


Avoid "band-aid" solutions to union complaints

Employers that fail to deal appropriately with employee complaints to unions can find themselves facing legal action, but superficial solutions are just as harmful, warns an employment law specialist.


Podcast: Q&A - Terminating Poor Performers

When is it wise to suggest that a poor performing employee resign? When should a worker be offered a support person in performance meetings? And what should a notice letter about performance issues contain? These questions and more are answered here.


Adverse action case raises questions on surveillance

A case in which an HR manager was sacked for sharing her employer's policies and documents raises some questions about investigations and surveillance in the workplace, according to DLA Piper partner Brett Feltham.



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