Read why the Full Bench upheld Bupa’s right to change the rosters of over 2,200 part time employees across its 29 aged care homes in NSW in this article by Calum Cook – Bupa A&NZ’s Deputy General Counsel – Care Services, Employment and Litigation.
In Pere v Central Queensland Hospital and Health Service  QDC 2, Mr Pere, a Fire Safety and Security Officer at the Gladstone Hospital, presented to work in what appeared to be an intoxicated state. He was requested to attend the emergency department of the Hospital to undertake blood and urine tests. The results of the tests established a four times the legal limit.
In this article by Nathan Luke of Stacks Law Firm, we are reminded of the things we can and cannot ask during an interview with a potential candidate. Whilst some of the questions are obviously in the “don’t ask” basket, this piece points to some interesting things you can probe about.
Employment Lawyer and Registered Migration Agent, Lisa Qiu writes how the FWO “has begun cracking down on employers, forcing them to fork out thousands of dollars in back-pay and penalty fines for underpaying workers.” Read the specific case examples here.
In regards to mental health in the workplace, Nathan Luke advises that “employers would be wise to get legal advice to be sure they are complying with the law, as penalties can be severe.” He highlights that “employers have legal obligations to avoid discrimination.”
“It is a fundamental entitlement of an employee to take parental leave to care for a child and not be prejudiced or disadvantaged for exercising that right in the workplace,” writes Tim Greenall of Madgwicks. Learn more on Heraud v Roy Morgan Research Limited ( FCCA 1797).
Nathan Luke reminds us that “if you have certain expectations of your employees regarding appearance, you should have a clear, written policy setting out the relevant rules. This policy should be clearly articulated to employees before they accept the job.” Read more here.
Tiffany Campbell of Holding Redlich reminds us in this informative submission that “Managers are your front-line for reinforcing company values and culture, managing staff and driving results.” With this said, there have been a recent spate of workers’ compensation decisions, however, “where consequences on businesses when managers fail to act reasonably when managing employees.”
In this article we gain some case study insights from Consultant, Michael Minns on the topic of absenteeism. He also reminds HR and management teams that analysing your current workplace absenteeism is a good place to start when looking to manage this complex and multifaceted phenomena.
If you employ fewer than 100, you’re off the reporting hook. However, private sector employers with more than 100 employees are required to submit a report to the Workplace Gender Equality Agency between 1 April and 31 May each year, relating to the preceding 12 month period.