Articles

Although not a process that employers willingly want to have to implement, the reality is that when seeking to address a significant breach of a company policy, or an aspect of an employee’s inappropriate behaviour or conduct, disciplinary action may be the only viable option.  Implementing a procedurally fair process is essential for ensuring that

This is a question that has been troubling employers for many years with decisions often being made on incorrect information and assumptions – so where is the line drawn?  Employing staff on a casual basis has long been held as a simple solution to a flexible workforce requirement. Genuine casual employees do not incur the

Russell Drake explains… It is not an uncommon scenario where an employee has outstanding debts owing to the employer at the conclusion of their employment – So is there a way that these can be recovered?  A robust employment agreement will generally include an employee deductions clause that enables the employer to make a deduction