Monash University has committed to implement all the recommendations of Worklogic’s review into its sexual harassment and sexual assault policies. The review was commissioned as a part of Monash University’s comprehensive response to the AHRC ‘Change the Course’ Report recommendations. “Monash University was already significantly advanced in their efforts to prevent and address sexual assault and harassment […]
As many of you know, I am a big fan of using news events to extract lessons for the local workplace. Every week, a public figure will do something unhappily noteworthy that provides for great debate! As once again we reach the end of the year, we look back to see what 2018 has offered […]
In this edition, Senior Investigator, Tom Henry explains the key lessons for employers from recent appeals and FWC cases relating to procedural fairness and an employer’s duty of care when conducting an investigation, taking action on offensive private social media posts by employees and the need for employers to act on complaints in inappropriate behaviour, regardless of how […]
To channel Bette Davis from “All About Eve”, I do hope you fastened your seat belts this year. It’s been a very bumpy ride – both here and overseas. And it’s not hard to identify why that has been the case. If last year was about the political rule-book being thrown away with the voting […]
The Briginshaw Principle: Where allegations may result in dismissal, recent cases highlight the need for solid evidence to justify a finding of ‘proven’ Regular readers will know that the central pillars of a rigorous and legally defensible workplace investigation are the principles of procedural fairness, in particular providing ‘natural justice’ to any employee responding to […]
Worklogic is thrilled to launch its inaugural research whitepaper “Aftermath of Afterglow? Improving Workplace Culture & Team Dynamics after a Misconduct Investigation” this month. This is a topic very close to our hearts and an area that has been neglected in academic research to date. As many of you know, the fundamental purpose of conducting […]
You may have read a story reported in the newspapers on 29 January this year[1] about a distressed young man on a platform at Caulfield Railway Station, Melbourne, shouting “I want to die”, and apparently at risk of throwing himself onto the tracks. It was reported that the vast majority of about 40 onlookers took […]
From 1 August 2011, all Victorian employers will have a positive duty to eliminate discrimination, sexual harassment and victimisation under the Equal Opportunity Act 2010 (Vic) [1] (the EO Act 2010). All employers will be required to take ‘reasonable and proportionate measures to eliminate discrimination, sexual harassment or victimisation as far as possible.’ [2] In […]
Unfunny Jokes: Take Action! In this article, we examine a recent case which demonstrates how jokes and pranks in the workplace, left unchecked, can amount to sexual discrimination and harassment. We then provide practical suggestions for establishing and maintaining an appropriate workplace culture. In the recent case of Sharma v QSR Pty Ltd t/as KFC […]
Spooks at Work Employers have access to a wide range of technology to allow them to observe their staff and record their movements and actions. To a surprisingly large degree, ‘spying’ and gathering information on employees is permissible for legitimate business reasons. The power is immense and largely unfettered. There are, however, some limitations. If […]