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eWISE March 2019                                     
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eWise - March 2019

It was great seeing some of you this week at the National HR Summit held at Luna Park, Sydney. We enjoyed meeting you and discussing the different WISE services

We sold a number of our Investigative Interviewing books - if you missed out, these are still available on our website

Use the Code NHRS19 to get our conference price of $20 (reduced from $34.50) - Only available to the first 30 customers!

Updates

The Fair Work Commission (FWC) has published a number of amended statutory declaration forms

The amendments reflect the requirements of the new Statutory Declarations Regulations 2018which change the prescribed form for statutory declarations. All statutory declarations made from Monday 18 March 2019, must be in the new prescribed forms to be valid

Further information, including the specific forms affected, can be found on the FWC website.    

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An accounts officer who returned from leave to find her desk had been cleared has been awarded $7690 in compensation for her employer's "callous act" in making her redundant without any warning or consultation

The accounts officer was on leave in September 2018 when her employer acquired another business

She returned to work three weeks later to find another employee sitting at her desk and her personal belongings and work-related items removed.

A director later informed the officer that as a result of the acquisition, employees had been transferred into the office, which was now full. The director told the officer she would be paid one month's wage, and could find a new job

This "callous act" was further exacerbated by the company's failure to pay the officer her full entitlements of six weeks pay in lieu of notice and a redundancy payment of four weeks

Commissioner Cambridge said "the failure to pay all due entitlements arising in respect to the termination of employment would likely render the dismissal to have been unlawful". 

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The ACT Ombudsman has issued a reminder that Section 17J of the Ombudsman Act 1989 requires organisations that report an allegation or conviction to the Ombudsman to provide a written report as soon as practicable after the end of an investigation

The report is expected to include:

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While dress codes have mostly been phased out, organisations still need to be wary of not discriminating in their expectations of employees' appearances. 

While most employers know not to create rules based on gender, but in some organisations certain expectations still exist. It is important to note, undocumented and 'unspoken' rules still open up employers to the same risk as having written dress codes that could be considered discriminatory. 

The recent move by Virgin Atlantic to no longer require female cabin crew members to wear make-up and offer them trousers as part of their uniform, reflects this shifting view. 

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If you are interested in reading our blogs regularly they are released weekly on our Facebook, Twitter and LinkedIn social media pages - simply search for WISE Workplace on your chosen social media platform.  


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The Legality of Recording Conversations

By Vince Scopelliti

How many times have you wished you had a record of a conversation? Perhaps you would have liked evidence of what was said, or you would have appreciated being able to play a conversation back from training purposes

Whatever the reason, we examine the legality of recording conversations in Australia.  

Read the full article

 
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Gender Equality: How to Create a Win-Win in the Workplace

By Vince Scopelliti

It can seem unbelievable that gender inequality persists in Australian workplaces in 2019. As well as the obvious human rights issues, some employers and managers fail to comprehend that a lack of gender equality can have measurable negative consequences for the organisation as a whole. 

Read the full article

 
   
 
 
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Signed Statements vs Affidavits in Workplace Investigations

By Vince Scopelliti

When conducting a workplace investigation, it is important that supporting evidence is collected in order to ensure that any decisions can be backed up, particularly in the event of legal proceedings. 

We examine the merits of recording evidence in a signed statement versus an affidavit. 

Read the full article

 
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Bringing an Employee Back from Suspension

By Vince Scopelliti

It can seem as though the difficult part of a workplace investigation is dealt with by undergoing the investigative process, and making a decision as to how to deal with the employee. But the after math of an investigation, for example bringing an employee back into the workplace fold after a suspension, can be equally difficult. 

Read the full article

 
 
     
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What's On

 
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Conducting Workplace Investigations - Advanced (3-days)

Location: Hobart
Date: 21-23 May 2019 


Location: Canberra
Date: 12- 14 June 2019 


Location: Brisbane
Date: 10 - 12 September 2019 


Location: Sydney
Date: 16 - 18 October 2019 


Location: Melbourne
Date: 12 - 14 November 2019 



Investigating Workplace Misconduct (1-day)

Location: Brisbane

Date: 29 April 2019


Location: Sydney
Date: 14 May 2019


Location: Melbourne
Date: 17 June 2019 


Location: Perth
Date: 29 July 2019 


Location: Hobart
Date: 13 August 2019 


Location: Darwin
Date: 16 September 2019 


Location: Canberra
Date: 19 November 2019 


For more information on Investigating Workplace Misconduct

Investigating Abuse In Care (4-day)

Location: Melbourne
Date: 23-26 July 2019 


Location: Sydney
Date: 6-9 August 2019 


For more information on Investigating Abuse In Care

 

 

 

Visit wiseworkplace.com.au

 
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