Legal
Over recent months PEEL has conducted a number of investigations which have centered around the ever growing issue of inappropriate language in the workplace. The critical question we are often asked is where do we draw the line? What if it’s a slip of the tongue? What if it’s in …
Leaders are sometimes called upon to lead a performance management process for employees where there are issues of underperformance or misbehaviour. Emotions often run high during performance management meetings which can make them difficult to manage, especially when an external party is present as a support person. But what is …
Dealing with employee issues informally can be a great way of working to improve things gradually whilst maintaining healthy relationships. But what risks does informal management action represent? Is it OK to pull someone aside for a quick chat about their performance? Could this expose you to a bullying claim? …
Organisations are increasingly utilising their social media platforms to encourage customer feedback. So what happens when the feedback provided is abusive, defamatory, demeaning or belittling? Can the employer be liable for bullying or harassment from customers? Under the Fair Work Act repeated unreasonable behaviour by an individual or group of …
Who should have access to an Investigation Report and can ‘Legal Privilege’ protect the confidentiality of an investigation report? It is important to be mindful during a workplace investigation of who has access to the investigation report. We have been asked by many clients over the years for advice in …
As the last week of most people’s working year comes upon us don’t be surprised to find some of your employees using social networking sites such as Facebook or Twitter to display their displeasure or air their grievances about their managers, co-workers or the organisation. There have been a number …
Wow – casuals being eligible for redundancy entitlements, being able to bring claims of unfair dismissal…where to next? Historically casual employment has been described as employment which is intermittent or irregular in nature. We know that this is no longer the case, casual employment has evolved but many organisations often …
