- What employment-related questions to ask and have answered in the due diligence process;
- What terms and conditions of employment an incoming employer must offer to transferring employees;
- How an outgoing employer may mitigate liability for termination and redundancy payments; and
- Other consequences of a “transfer of business” and how to mitigate their effect.
- What questions to ask and have answered in the due diligence process
- What terms and conditions of employment must an incoming employer offer to transferring employees?
- How does an outgoing employer mitigate liability for termination and redundancy payments?
When there is an allegation of sexual harassment, the circumstances are rarely cut and dry and often require HR professionals to deal with grey areas of the law outside of their comfort zone. To make matters more challenging, in cases where allegations are substantiated the consequences can be damaging, if not devastating.
In this webinar, we looked at a few “outside the square” issues in sexual harassment such as:
- Appearance, dress and personality – factors that “lead” to sexual harassment?
- How much can you pry about people’s personal relationships outside of work?
- Sexual assault in the workplace – is it your duty to report to the police?
- What makes or doesn’t make a “good fit”?
- Opportunities to identify poor fits proactively and steps you should be taking to make a person a better fit
- Defending your decision to remove poor fits from your organisation
This webinar provided an overview of the key developments in labour law throughout 2016 and what we can anticipate in 2017.
This webinar addressed managing redundancies in today’s environment, including:
- Commonly cited reasons for redundancies.
- Understanding what constitutes a “genuine redundancy”.
- Knowing when another ground of termination is more appropriate.
- Redundancy and change management.
- The do’s and don’ts of handling redundancies.