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? …
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 …
The short answer is yes! Research has found that when a person is prepared to advocate for the target of the bullying and take a stand on their behalf, the bullying behaviour decreases or in fact ends. Witnesses or bystanders are the group with the most power to stop bullying, …
