The 1999 EOW Act, which applies to all non-government and not for profit businesses employing more than 100 staff, requires an annual return to be made to EOWA regarding actions taken to improve outcomes for women in the workplace. Additionally, this report collects statistical data showing the penetration of women at different levels and in […]
“Either…this was in effect a cover-up, or you weren’t told, or you didn’t read your emails properly, and there is a failure of governance within the company. Do you accept that?” Sound familiar? Barrister Robert Jay QC asked James Murdoch this question in the Leveson Inquiry into the culture and ethics of the press this […]
Take a look around your workplace, or if you are reading this article on public transport have a look at your fellow travellers. As many as one in five Australians experience a mental illness every year. The chances are you probably already know someone with a mental illness. In recent years public awareness of issues […]
In more cases that one might imagine, workplace conflict could have been resolved with a simple apology. But with the current zeitgeist’s preoccupation with litigation, an apology is too often only viewed through the prism of an admission of liability. Then there’s also the issue of those who “don’t do apologies” because they see them […]
As the year draws to a close, it’s often a time for reflection: “What were your organisation’s successes?”, “What might have been done better?” Whilst it’s important to learn from the past, this year Worklogic has been encouraging organisations to get proactive about “people risk”. So, in our final newsletter for 2011, instead of dwelling […]
DO YOUR “BEHAVIOUR POLICIES” WORK FOR YOU – OR AGAINST YOU? Your behaviour workplace policies should be working for you, not against you. Clear, contemporary and comprehensive employment policies are vital in managing organisational “people risk”. Unfortunately, the case law is littered with examples of flawed policies that have sabotaged employers’ attempts to reasonably minimise […]
How You Can Better Respond To Workplace Concerns “In Real Time” “We’re all fine here, we’re fine”. In our work, this is a phrase that we hear all too commonly. An organisation may mistakenly believe that because it has not received any “formal complaints” about staff misconduct, that the workplace is healthy and productive. In […]
The break-up of a relationship is bad enough, without the added complication of having to see the person every day, risking your emotional wellbeing, job performance and professional identity, potentially damaging the dynamics of your team, and breaching company policies. Many employers will have experienced the fall-out of a workplace romance gone bad – when […]
Whilst it is a well known adage that an organisation’s best asset is its people, not all organisations protect and invest in that precious asset. We don’t think twice about upgrading and investing in our equipment, brand, marketing and software. But often, spending on people – their skills, how they treat each other, and how […]
Do complainants always have the absolute right to determine how and whether any complaint that they have made will be investigated? This article explores how an employer might wish to proceed where a complainant is clearly reluctant about the complaint they have made. Who “owns” the complaint? Complainants make complaints in all sorts of circumstances […]