Posted by Maeve Doyle | 25 November 2019 | Employment & Workplace Relations
It’s that time again. Getting your employees together for a work Christmas party is a great way to celebrate the end of the working year.
However, HR departments often see a spike in complaints after a Christmas party. The social atmosphere, fueled by alcohol, may lead to workplace injuries or inappropriate behaviour, such as sexual harassment, discrimination or bullying. You, as the employer, remain legally responsible for the conduct of employees at work related events.
There are a number of things that you can do to reduce:
Prepare for the worst so you can minimise the risk of employee misconduct. If you have any questions or concerns about the above information, we are happy to assist.
Maeve Doyle is a senior employment lawyer with Nexus. If you need further advice or support, she can be contacted on firstname.lastname@example.org or by telephone +612 9016 0141.
This publication is © Nexus Law Group and is for general guidance only. Legal advice should be sought before taking action in relation to any specific issues.
In a decision on 8 April 2020, the FWC varied most awards. Every employee will be entitled to take up to 2 weeks’ unpaid leave if required to self-isolate. An employee and their employer may agree to the employee taking twice as much annual leave on half pay (including leave loading).
News Update - The FWC to decide on changes to Clerk’s Award tomorrow - measures include: (1) Employers can direct employees to take annual leave (2) Employees can agree to a temporary reduction of working hours (3) Employers can have a close down with one week’s notice