Acting deceptively and dishonestly during a workplace investigation will irreparably damage the relationship of trust and confidence between employer and employee.
This is the latest message from the Fair Work Commission and employers should pay particular attention.
Luckily, with the right investigation tools employers should be able to bear the brunt of discontented employees who allege unfair dismissal.
Once again employee social media misconduct has been highlighted by the Fair Work Commission, this time involving LinkedIn.
An employee with his own personal design business that was doing “work on the side”, used LinkedIn to contact his employer’s current and recent clients.
Find out what happened and why controlling employee social media use is so important…
In another “when will they ever learn” example, a Sunshine Coast employer has been hit with a 6 figure payout for the consequences of failing to investigate workplace bullying – burying your head in the sand is now a costly option.
After multiple failures from senior staff members and a general disregard for the basic tenets of a workplace investigation, this incredibly costly mistake contains some harsh realities for employers.
Miss this week’s lesson at your own peril.
While it might sound strange, simply having a valid reason for sacking an employee is not enough.
An employer has a number of obligations to fulfill before being able to dismiss an employee for serious misconduct.
If these obligations are fast-tracked, sidestepped or ignored completely, there will be serious ramifications for the employer and their desired disciplinary outcome. Find out how one employer got it wrong!
Argumentative. Abrasive. Difficult. Uncivil. Insubordinate.
These are just some of the words used by the Fair Work Commission to describe this employee.
Why then did the Commission decide his dismissal was harsh, unjust or unreasonable?
Read on to find out what critical investigation pitfalls this employer encountered when confronted with a dismissive and uncooperative employee.
Social media use is not without risk, particularly where the employee/employer relationship is concerned.
Employees do not have open slather to say what they want about their employer especially online. However what one person may consider acceptable social media usage, another may not.
Some employees even have a skewed notion that publishing personal opinions on social media is somehow constitutionally protected ‘free political speech’.
Read on to find out what the court said about one employee’s twitter rants about her employer.
