Compliance & case law (623 items)


Webcast: HR and Social Media - Do's, Don'ts and Dangers

Every organisation faces risks from employees' social media activity - whether it is sanctioned or unsanctioned, at work or after hours and "private". Watch this webcast to understand:

  • potential areas of damage and loss arising from employees' social media use;
  • what employers can - and can't - monitor and manage;
  • vicarious liability lessons from case law;
  • special considerations for managing employees who are the social media 'face' of a business; and
  • drafting tips for social media policies.
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Webcast: How to manage "challenging" employees

What does a best-practice process for managing difficult employees look like? Watch this webcast to understand your rights and responsibilities when managing performance and conduct issues. The presentation covers:

  • what constitutes a "challenging employee"?
  • how to distinguish between performance and conduct issues;
  • the costs of poor management of difficult employees;
  • an overview of legal risks;
  • what good performance management looks like;
  • "best practice" strategies and tools;
  • case studies of management of difficult employees;
  • a process for managing challenging employees;
  • fair and lawful termination of challenging employees; and more.
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Webcast: Managing off-site workers - Legal tips and traps

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Many practical and legal risks can arise when employees work from home or remotely, and not just from ongoing formal arrangements, but also occasional and after-hours work. Watch this webcast to understand how to assess whether an employee has a right to work remotely; understand the legal and practical issues arising from remote work; and more. » more »



Webcast: Managing Ill and Injured Employees

Managing long-term absent employees requires a cautious and proactive approach, or employers risk facing claims involving the whole gamut of employment law. Watch this webcast to understand how to:

  • manage prolonged absences from work;
  • identify the 'inherent requirements' of a position;
  • consider 'reasonable adjustments';
  • ensure compliance with the proposed amendments to Commonwealth anti-discrimination laws;
  • determine what material to provide in an independent medical assessment;
  • return employees to work on suitable duties; and
  • evaluate relevant legal risks before a termination of employment.
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