Conversations in Workplace Relations – August 2017 | Blogs

Rise of the Machines

August 31, 2017

Conversations in Workplace Relations – August 2017

At the recent AHRI National Convention there was a focus on the relevance of people in managing the modern workplace within the ever increasing presence of AI. In this month’s edition of Conversations we feature our thoughts on the topic and more.

At the recent AHRI National Convention there was a focus on the relevance of people in managing the modern workplace within the ever increasing presence of AI.

In this month’s edition of Conversations we feature:

Our earlier 3 part series on the importance of keeping the ‘human’ in HR with the increasing promotion of the use of AI and data.

The role of AI in decision making when it comes to HR issues such as redundancies and litigation such as adverse action claims.

Recent decisions on email and social media use by employees.

We hope this edition of Conversations prompts some interesting conversations amongst your HR and Management teams.

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Human Nature: The “Human” in HR – Part 1

Is the shift to technology and use of big data in HR taking the “human” out of Human Resources?

I, Robot: The “Human” in HR – Part 2

To what extent should HR rely on data and tech when it comes to managing today’s workforce?

We Don’t Talk Anymore: The “Human” in HR – Part 3

Great HR starts with a simple question: “How’s everything going?”. We discuss the importance of genuine human interactions to the central functions of human resources: retention, dispute resolution and engagement.

I’m sorry, Dave. I’m afraid I can’t do that: Can a computer be the decision-maker in an adverse action decision?

The rising influence of artificial intelligence in modern workplaces through human resources information systems (HRIS) poses some interesting challenges for Australian employment laws and Australian employers. We explore those challenges and ask just who is the true decision-maker, as required by law, when it comes to employment matters such as adverse action disputes.

Think before you click: Email and IT policies

Email makes correspondence and transactions simple and efficient, but it is also easy to send the wrong email to the wrong recipient! Two recent case examples demonstrate the importance of having email and IT policies.

“Dear all...” – FWC finds employee’s heated mass email a valid reason for dismissal

Email, in one form or another, has been around for more than 40 years but employers and employees are still coming to grips with how to manage email etiquette in the workplace.

Can an employer be liable for employee misbehaviour on social media?

A recent civil law suit filed in the US highlights the need for employers to clearly define what is and isn’t “work-related conduct”.

If there is a particular topic you would like covered we would love to hear from you so please email us at sydney@workplacelaw.com.au

In the media

"Meatball and Wine Bar taken to court over claims 26 workers were underpaid $14,000"

All too often a business starts as a one-person operation and then grows without consideration for broader workplace laws. Shane Koelmeyer, Director at Workplace Law, speaks to Emma Koehn of Smart Company in regards to the Fair Work Ombudsman’s recent legal action.

Should you require any further information or assistance, please contact our Director Shane Koelmeyer on (02) 9256 7500 or via email on sydney@workplacelaw.com.au.

Information provided in this update is not legal advice and should not be relied upon as such. Workplace Law does not accept liability for any loss or damage arising from reliance on the content of this update, or from links on this website to any external website. Where applicable, liability is limited by a scheme approved under Professional Standards Legislation.

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Tribunal finds employee’s refusal to undergo independent medical examination rendered dismissal fair

Check-up or check out

Where there are concerns about an employee’s capacity to work, it is prudent for employers to obtain medical advice confirming whether the employee can safely perform the inherent requirements of their role. This may include requiring the employee to undergo an independent medical examination.

FWC upholds summary dismissal of employee who refused to provide medical information confirming fitness to work

If you refuse you lose

Where there are concerns about an employee’s fitness to work, employers may rely on terms in their employment contract which require the employee to comply with the reasonable and lawful direction to undergo a medical assessment.

QIRC rejects unfair dismissal claim due to clear evidence of misconduct

Swear by it

Employers have a responsibility to address and manage poor conduct and behaviour which may expose other workers to work health and safety risks in the workplace. Implementation of effective disciplinary processes are vital in curbing such risks that may lead to a poor workplace culture, which may in turn create psychosocial hazards.

Resources: Blogs

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