HR Daily http://www.hrdaily.com.au/index.php The National News Service for HR Professionals en-au Copyright HR Daily 2011 hourly 1 1970-01-01T00:00+00:00 HR Daily http://www.hrdaily.com.au/RDF/hrdaily_logo.gif http://www.hrdaily.com.au/ The National News Service for HR Professionals Anti-bullying proposals could have wider impact: Lawyer http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2611 Anti-bullying amendments to the Fair Work Act, due to take effect in July, could lead to a spate of psychological injury claims that will be extremely difficult to defend, warns employment lawyer Brad Swebeck. HR Daily 2013-05-21T07:14:00+10:00 Cyber bullying: Don't underestimate your obligations http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2603 When an employee is the victim of cyber bullying or abusive phone calls that originate outside of their employment, an employer shouldn't simply dismiss the affair as a "personal" problem, according to Ashurst lawyer Taboka Finn. HR Daily 2013-05-15T07:22:00+10:00 Worker fairly sacked after admission turns to denial http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2577 A tribunal has upheld an employer's decision to sack a worker who admitted - then denied - that he sent a s-xually suggestive email from a colleague's account. HR Daily 2013-04-22T07:29:00+10:00 Does your organisational design foster bullying? http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2573 Instead of viewing bullying as an "employee relationship issue", HR professionals should consider how their organisational design might be contributing to the problem, says change expert Sheryle Moon. HR Daily 2013-04-18T07:18:00+10:00 Dismissal undermined by HR manager's "act of bad faith" http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2548 An employee sacked for using foul language during an altercation with his supervisor will receive compensation, after the Fair Work Commission found an HR manager misrepresented a "crucial issue" when documenting the incident. HR Daily 2013-03-27T07:21:00+11:00 What are your obligations during investigative interviews? http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2537 Can HR professionals restrict who attends investigative interviews as a support person? How should interviewers deal with uncooperative respondents? When is it OK to audio-record interviews? This Q&A with expert investigator Harriet Stacey answers these questions and more. HR Daily 2013-03-20T07:21:00+11:00 Webcast: Q&A - Workplace Investigative Interviewing http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2536 In this 22-minute Q&A session, WISE Workplace principal Harriet Stacey answers your questions about best-practice workplace investigative interviews. HR Daily 2013-03-19T16:19:23+11:00 Focus on culture to boost performance: Expert http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2524 The answer to how to improve employee performance is "under our nose", yet rarely spoken of, says speaker and author Steve Simpson. HR Daily 2013-03-11T07:18:00+11:00 Oracle liable for sexual harassment; policy was inadequate http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2511 An employer that failed to clearly state in its policies that sexual harassment is illegal has been found vicariously liable for an employee's inappropriate conduct. HR Daily 2013-02-27T07:20:00+11:00 Audio recording is "best practice" in investigations http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2495 An expert investigator has outlined what HR professionals should consider when deciding whether to audio-record or take notes during workplace investigative interviews. HR Daily 2013-02-13T07:18:00+11:00 Webcast: Workplace Investigative Interviewing http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2494 Interviews are an integral part of any workplace investigation, and play a vital role in ensuring a fair and just outcome after bullying, misconduct or unsafe work. Watch this webcast to develop your skills and help your organisation make the best decisions after workplace incidents. In this presentation expert investigator Harriet Stacey, from WISE Workplace, explains: the PEACE framework for structuring workplace interviews;how to interview the respondent of a workplace allegation;how to apply procedural fairness principles during interviews; privacy, confidentiality, anonymity and related considerations;rules around record-keeping, and more. HR Daily 2013-02-12T15:51:58+11:00 Help directors understand personal liability risks http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2492 Employee claims under the Fair Work Act are increasingly targeting individuals, so HR practitioners should ensure they help directors and officers to understand their potential liability, says employment lawyer Ben Gee. HR Daily 2013-02-12T07:23:00+11:00 Webcast: Workplace investigations - Interviewing complainants http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2489 Do you know how to obtain an honest, reliable account from a complainant after a workplace incident? Watch this webcast to learn which steps to take. The presentation, by WISE Workplace founder and expert interviewer Harriet Stacey, covers:the aim of the complainant interview;the nature of incidents reported by complainants;the role of memory;cognitive interviewing strategies;applying the PEACE model to complainant interviews; andrecording interviews. HR Daily 2013-02-08T15:47:05+11:00 Overcome barriers to truthful incident investigations http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2473 When interviewing a complainant about workplace bullying or other allegations, it's vital for HR professionals to understand their potential impact on the quality of information reported, says expert investigator Harriet Stacey. HR Daily 2013-01-30T07:17:00+11:00 Good culture "takes guts" http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2470 Business leaders who are committed to building a safe and healthy workplace must be prepared to make gutsy decisions in the name of culture and ethics, even if those decisions appear to fly in the face of business interests, says HR consultant Leanne Faraday-Brash. HR Daily 2013-01-29T07:27:00+11:00 Consider special needs when investigating workplace allegations http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2455 Knowing what to expect of bullying and harassment victims during investigations can help HR professionals ensure they get "complete and untainted" information, say expert investigators. HR Daily 2012-12-13T07:22:00+11:00 An employee has tested positive to drugs. Now what? http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2449 How to manage an employee's positive drug test at work will depend on the circumstances and their role, but the first step should always be to re-test and confirm the result, says Mills Oakley associate Allison Grant. HR Daily 2012-12-10T07:04:00+11:00 Webcast: Drug and alcohol issues at work http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2448 Every HR and safety practitioner will potentially have to address drug and alcohol issues at work, but none should take action without a solid understanding of the legal landscape. In this presentation, Luke Connolly and Allison Grant, from Mills Oakley Lawyers, explain:When - and how - it is appropriate to conduct workplace drug tests;How to respond to incidents of drug and alcohol use at work;Drafting considerations for drug and alcohol policies; andLegal risks arising from workplace drug and alcohol management. HR Daily 2012-12-07T16:58:00+11:00 What should your social media policy include? http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2446 Before implementing or updating social media policies, employers should weigh up the risks of allowing various levels of use against the benefits, lawyer Fay Calderone has told an HRD Plus webcast. HR Daily 2012-12-06T07:18:00+11:00 Webcast: Developing a social media policy http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2445 Implementing a policy to regulate employees' social media behaviour puts employers in a "much better place" to prevent some of the damage that can occur, says employment lawyer Fay Calderone. In this webcast she covers: the "blurry" line between personal and work use of social media;vicarious liability, confidentiality and post-employment restraint issues;preliminary steps to take before developing a policy;what to include in your policy;including what not to do;implementing the policy; andconsiderations when enforcing policy breaches. HR Daily 2012-12-05T14:30:00+11:00 GLBTIQ discrimination still prevalent at work http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2441 Research into s*xual-orientation discrimination shows there are "very good reasons why the Australian corporate closet is still full", says an academic. HR Daily 2012-11-30T16:12:00+11:00 Improving workplace culture "the greatest investment" says bullying report http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2435 The Federal Parliament's inquiry into workplace bullying reports that improving workplace culture is "the greatest investment that can be made" toward eliminating the problem, and advocates management targets for encouraging positive workplace behaviour. HR Daily 2012-11-29T07:22:00+11:00 14 tips to mitigate end-of-year function risks http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2415 Speech time at the work Christmas party is a good opportunity for employers to pause the flow of alcohol and help prevent incidents arising from excessive consumption, says the Australian Drug Foundation's head of workplace services, Phillip Collins. HR Daily 2012-11-15T07:26:00+11:00 Pre-function preparation critical to avoiding alcohol-related incidents http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2416 Failing to properly manage alcohol risks at end-of-year functions exposes employers to four key areas of legal risk. Here, employment lawyer Luke Connolly outlines the steps to take before your event. HR Daily 2012-11-14T17:50:48+11:00 Avoid common pitfalls in workplace investigations http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2412 Investigations into workplace incidents and allegations can go awry if HR practitioners don't avoid common pitfalls during interviews, say expert investigators Harriet Stacey and Alison Page. HR Daily 2012-11-13T07:15:00+11:00 Q&A: Workplace bullying and harassment http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2411 Can not inviting someone to Friday drinks amount to bullying? What should HR do about informal, seemingly insignificant harassment complaints? How do you deal with behaviour that was once welcome, and is now unwelcome? Ashurst lawyer Taboka Finn answered these questions and more in our recent webinar - we have transcribed a selection for you here. HR Daily 2012-11-12T07:14:00+11:00 Ensure conduct passes the "sufficient connection" test http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2395 Employers hoping to act on bullying and harassment that takes place online or out of hours should ensure the conduct passes the "sufficient connection to the workplace" test, says Ashurst lawyer Taboka Finn. HR Daily 2012-10-31T07:24:00+11:00 Webcast: Bullying and harassment - Are you really covered? http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2394 Are your policies and practices covering workplace bullying and harassment clear, comprehensive, and easy to follow? Are they capable of protecting your organisation from these risks? This webinar, presented by Ashurst lawyer Taboka Finn, explains:How bullying and harassment definitions are evolving;The potential impact of proposed laws in this area;Ways to handle online, social media and out-of-hours behaviour;OHS issues that HR professionals must be mindful of;Considerations for your anti-bullying and harassment policies; andLessons from recent case law. HR Daily 2012-10-30T15:30:00+11:00 "Offensive, discriminatory" social media posts didn't warrant dismissal: FWA http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2386 A ruling that it was unjust to dismiss a worker for "offensive, derogatory and discriminatory" posts about his managers highlights the critical importance of social media policies in the workplace, according to an employment lawyer. HR Daily 2012-10-23T07:27:00+11:00 The new discrimination: subtle and ambiguous http://www.hrdaily.com.au/nl06_news_selected.php?act=2&selkey=2376 The days of tolerating wolf-whistles in the workplace are over, but according to psychologist Dr Jennifer Loh, employers need to beware of a far more subtle - but equally destructive - form of discrimination. HR Daily 2012-10-16T07:20:00+11:00