- Kate Liscombe, Marketing Communications & Brand Manager, Lander & Rogers Lawyers
“There is nothing wrong with sending the message that an employee should indeed resign if that is the only alternative to continuing to participate knowingly in illegal activity, ideally coupled with reporting the conduct … to the Fair Work Ombudsman”.
- Christy Miller, Partner, Clayton Utz
- Claire Tuffield, Lawyer (Senior), Clayton Utz
When can employers lawfully direct an employee to provided further medical evidence is often one of the key questions when managing ill or injured employees. This is a difficult issue for employers to grapple with because, like many employment issues, the answer is – ‘it depends’.
- Kaitlyn Gulle, Senior Associate & Accredited Specialist - Workplace Relations, Lander & Rogers
In this article, Kaitlyn Gulle of Lander & Rogers provides an analysis of recent adverse action decisions.
- Lucy Shanahan, Special Counsel, K&L Gates
ELM TV EXCLUSIVE – In this video, Lucy Shanahan from K&L Gates discusses key issues surrounding unfair dismissals and some of the most common mistakes organisations make in not meeting procedural fairness requirements.
- David Dilger, Partner, Page Seager
Mental health, Fitness for work, Managing poor performance – David Dilger from Page Seager discusses three of the main issues HR practitioners are facing in 2017.
- Beth Robinson, Senior Associate, Minter Ellison
Beth Robinson of Minter Ellison talks to us about the increase in cases involving ill and injured employees in the workplace, specifically those related to mental health. Beth provides readers with her top four pieces of advice for 2017 in relation to such matters.
- Nicholas Ogilvie, Partner, Herbert Smith Freehills
ELM TV EXCLUSIVE – Herbert Smith Freehills’ Partner, Nicholas Ogilvie gives us his best tip when dealing with terminations in the workplace, specifically in relation to an unfair dismissal. Is your reason for dismissing someone “sound, well-founded and defensible”? Watch the full video here.