Browsing: Industrial relations, disputes & unions | Page 46 (528 items)

Managing an under-performing employee requires a different process to managing one accused of misconduct, but some managers fail to recognise the distinction, says employment lawyer Amanda Harvey.

Justice in Australian workplaces is heavily skewed toward the employer, with "the system" largely inaccessible to most workers, says Harmers Workplace Lawyers chair, Michael Harmer.

An HR manager has been fined in the Federal Magistrates Court, in a case that sends "a clear message" about HR's obligations to provide employment advice, says Hicksons partner Brad Swebeck.

Inviting an employee who is being retrenched to apply for another position does not constitute redeployment, and could mean the employer fails the Fair Work Act's "genuine redundancy" test, Kemp Strang lawyers told a recent breakfast briefing in Sydney.

Many HR managers fail to capitalise on the benefits of a unionised workforce because they mistakenly think those who bring problems to an employer's attention are somehow to blame for them, says ACTU director of policy and legal Joel Fetter.

Australian courts - in a move away from UK law - are becoming more willing to enforce "contentious" restraints that aim to prevent exiting employees poaching their co-workers, says Professor of Labour Law, Dr Joellen Riley.

Workplace s*xual harassment litigation is increasingly following an "alarming formula" that HR professionals should be aware of, says PCS managing principal, Joydeep Hor.

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.

In the wake of two recent judgments, employers appear to have more onerous obligations when defending claims brought under the Fair Work Act's adverse action provisions, say employment lawyers.

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.