Browsing: Policies & procedures | Page 38 (527 items)

Employees with children have a right to request flexible working arrangements. Do you know how to manage and respond to them?



This presentation explains:

• Employers' Fair Work Act obligations, and how they interact with parental leave entitlements and anti-discrimination laws;
• The implications of failing to comply with the flexibility provisions, and how you can avoid them; and
• What to include in a flexible working arrangements policy, and how to communicate relevant procedures to employees.

Will your organisation's rumour mill be in overdrive after the end-of-year celebration? Will there be photos on Facebook? HR's actions after a party are vital to minimising legal risks, says employment lawyer Lisa Berton.

During the "silly season" HR professionals must be extra vigilant about managing workplace behaviour and culture issues. Watch this webinar to learn a framework for minimising your organisation's risks.



People+Culture Strategies managing principal Joydeep Hor describes a compliance model for managing workplace behaviour risks, including sexual harassment and bullying.

Every organisation is potentially at risk of damage - to its reputation, assets, morale and much more - from its employees' use of social media.



In this presentation, employment lawyer Nick Noonan outlines:

• Employers' rights to monitor and regulate employees' social media use;
• Employees' obligations when using social media;
• What to include in a social media policy;
• Employer risks in using social media in the recruitment process;
• The interaction between social media and privacy laws; and
• Recent case law involving social media issues in the workplace.

Employers that want to avoid costly disputes over workplace issues should focus less on their formal grievance procedures and more on training managers to deal with conflict, says employee relations specialist Jonathan Hamberger.

Many workplace policies make it hard for employers to investigate anonymous complaints, and should be redrafted, according to workplace investigator Lisa Klug.

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.

One of the challenges employers face when it comes to age discrimination is that "you're always going to be discriminating against one age group or another", says Clayton Utz lawyer Stuart Pill.

In an age of vicarious liability, employers must be careful to clarify their expectations of employee behaviour beyond the workplace as well as within it, say lawyers Aaron Allegretto and Neil Napper.

HR managers need to understand how industrial instruments and relevant legislation affect disciplinary matters before tricky situations arise, says Alison Page, a legal advisor to Wise Workplace Investigations.