I ask the question, when you don’t know the answer to a taxation question, you call you accountant, when you have a question about your lease you call you lawyer. So how do you call when you have an issue with managing one of your employees? Most people are stumped over this question; the first answer is usually your lawyer. This response will get you the required outcome if they specialise in employment law, however there will also be significant billable hours coupled with your enquiry. So what can an outsourced human resources professional help you with? Firstly, the majority of the time we come into a company it is because someone has opened Pandora’s box.
In the blog Harassment HR On Call TM made reference to dedicating an entire blog on sexual harassment.
Let’s just examine the statistics again 1 in 5 people have reported being sexually harassed in the workplace, that is 1 in 4 women and 1 in 6 men. Sexual harassment does not discriminate it can occur in any occupation in any industry.
Every employee has the right to have a safe working environment free from sexual harassment. When we think of sexual harassment we typically think that the offender is a male, statistics in the Human Rights Commission report into Sexual Harassment confirms this. However, there has been an increase in the proportion of incidents of male to male sexual harassment which has increased to 23 % of claims.
Love it or hate it – social media is everywhere and it’s here to stay. In 2012, Silk Road Technologies researched how many employees’ accessed (via their personal mobile) social media within a typical work place At that time, 75% of workers accessed it at least once per day whilst at work.
This is an interesting question. How can you compare sport and human resources? In this article featured in Inside Small Business we outline nine ways in which HR can be compared to sport, quite amazing really?
Follow the link to read the complete article What do sport and human resources having in common?
Let’s begin by saying everyone has a right to fair treatment in the workplace. We can uphold these principles best by knowing what discrimination and harassment is and creating good policy to prevent them. As mentioned in our previous post New Year, New Risks, New Policies – its a great time to either develop or update your existing policy.
As mentioned in our previous post , workplace bullying costs Australian Business up to $6 billion per year across all industries. In light of that you may be asking: “what can my business do to proactively manage bullying if and when it starts?”