Our blog post this week gives you a snapshot of five key, recent cases and the lessons to be learnt from them for employers. 1. Misuse of the Complaints Handling Process – Adamopoulos v Thompson Healthcare [2017] FWC 2505 In this case, three nurses colluded to bring about the termination of their Director of Nursing. […]
“To outsource or not to outsource an investigation…” That is often the question HR professionals and senior managers are faced with when needing to conduct an investigation into serious misconduct at work. Factors of time, risk and cost will all influence this decision (see our related blog post “Warning Indicators – When to Conduct an External Investigation” […]
It’s a truism that employees are going to be offended by different things. Each of us has a distinct set of sensibilities, shaped by culture, disposition and individual experience. For this reason, it sometimes seems that your bullying is not my bullying. Without investigating the sequence of behaviours that sometimes coalesces for a complainant with […]
Let’s say you are an HR Business partner who has received a workplace complaint of bullying. After carefully considering your options in response, you have decided that a workplace investigation is the right option. You have also considered whether an external investigator is needed, and decided that it can be done internally. Before you launch in, however, […]
Increasingly, social media is blurring the line between an employee’s work and private life, and between what is social and what is work-related. This poses both opportunities and risks to organisations. The upside is that your employees can use social media to amplify your brand, but the downside is the risk of damage to your […]
This month, the RUOK Day campaign prompted us at Worklogic to think again about mental health. The employers we work with are always well intentioned – they want to support their employees through anxiety and depression, as well as other illnesses and personal crises. But how should the employer respond when the employee’s mental illness […]
Do you recognise this scenario? Consider this familiar workplace scenario: an employee is underperforming and guidance provided in their annual review has not improved matters. Their manager is duty bound to commence a more focussed program of workplace performance management. All too often, the employee takes exception to this, considers the process unfair micro-management and […]
Looking back over the last decade of business and institutional leadership, there is some hope but much to lament. At Worklogic, we’re optimistic realists – we see opportunities for leadership development and values improvement everywhere… Challenges and Disappointments Thinking back to 2007, this was the decade that began with uncontrolled banking misconduct leading to institutional […]
A recent decision of the Fair Work Commission is a timely reminder to revise organisational policies and procedures so that they clearly identify the behavioural standards expected of board members. The Decision On 19 May 2017, Commissioner Hampton handed down a decision in relation to an application for an order to stop bullying made by […]
In this post, we explain how to encourage your staff to become an upstander not a bystander when they witness inappropriate behaviour like bullying or sexual harrassment at work. Most organisations expect that staff will assist them in upholding their values and standards of behaviour by reporting transgressions. This is important as the impact of […]