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Employers who proactively deal with employee absenteeism, and focus on assisting employees to return to work, can reduce the impact of employee downtime and disruption to working arrangements.

We’ve previously discussed some key tips about handling non-work-related illness and injury.  This post focuses on the importance of taking a collaborative approach when managing frequent or prolonged absences.

Frequent or prolonged absences due to stress, illness, injury or other personal reasons can be a major cause of frustration for employers. However, there are significant risks associated with taking punitive measures against employees who may be genuinely unwell, illustrated in several recent decisions.
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Last week Seyfarth Shaw hosted its inaugural HR Leaders lunch which explored the key issues affecting Australian workplaces and HR. The lunch discussion focused on recent research and was attended by HR leaders from organisations in a range of industries including logistics, financial services, hospitality and manufacturing.
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