By Mark Cox, Director and Miette Xamon, Law Clerk
With the flexibility of information technology, working from home is easier than ever, and more popular for many, being associated with greater overall job satisfaction.
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By Joanna Knoth, Senior Associate and Renae Harg, Senior Associate
Now that the festive season is over, employers can focus on the year ahead. What New Year’s resolutions are you making for your business?
Below are some practical New Year’s resolutions that may minimise your employment law risks.
By Nikita Barsby, Special Counsel and Gemma Little, Associate
What are your organisation’s New Year’s workplace relations resolutions?
The New Year presents a great opportunity to critically review your organisation’s workplace relations infrastructure and arrangements, to ensure that these are working to sufficiently protect the organisation’s interests.
By Mark Cox, Director & Miette Xamon, Law Clerk
Misconduct in the workplace can be a tricky matter for employers to deal with, which is often made more difficult due to Christmas shut downs and staff annual leave. There are 5 steps that an employer should consider when investigating misconduct and deciding to take disciplinary action to mitigate the risk that an employee (either the person alleged to have engaged in misconduct, or the person on the receiving end of that conduct) will mount legal claims.
By Joanna Knoth, Senior Associate and Lauren Wright, Lawyer
Along with the Christmas party, client lunches and the office secret Santa, the festive season may bring a significant increase in employee expense claims.
By Nikita Barsby, Special Counsel and Gemma Little, Associate
As the year draws to a close, employers may choose to give employees bonuses, gift cards or something similar, usually as a way of recognising the past year’s work and achievements. While this practice is often positive in that it can increase morale and motivation, employers should ensure appropriate policies and procedures are in place to prevent well-meaning gifts from becoming gremlins.
By Nikita Barsby, Special Counsel and Renae Harg, Senior Associate
Some employees may see the Christmas period as an opportunity to focus more on festive season activities and less on work. Employees may spend excessive time away from the office, having lunch or Christmas shopping. Other employees may spend excessive time online, shopping for Christmas presents or planning Christmas activities, or excessive time decorating the office. These types of behaviours can be difficult for employers to manage, without appearing Grinch-like and while still ensuring staff morale remains positive over the busy Christmas period.
By Nikita Barsby, Special Counsel and Madeleine Brown, Associate
As we whiz through the festive season towards Christmas, employers should be mindful of any workplace conduct that may constitute direct or indirect discrimination on the basis of an employee’s religion.
By Nikita Barsby, Special Counsel and Madeleine Brown, Associate
Even the most well managed work Christmas parties sometimes don’t go to plan. We highlight below how to deal with the aftermath if things go wrong.
By Mark Cox, Director and Renae Harg, Senior Associate
The work Christmas party provides employers with the opportunity to thank employees for their efforts and celebrate the achievements of the year, and for employees to unwind, socialise and enjoy themselves.
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