In our Guide we discuss some of the more interesting cases involving work social functions and offer you practical tips on how to plan and host a work social function and best practice strategies for dealing with the aftermath of an event gone wrong.
No, this wasn’t written by the Grinch! While we are lawyers we still believe that it is possible for employers to host work social functions that are fun and safe for everyone.
In our Guide we discuss some of the more interesting cases involving work social functions and offer you practical tips on how to plan and host a work social function. We finish off our Guide with ‘best practice’ strategies for employers and HR staff in dealing with the messy aftermath of an event gone wrong.
Happy reading and safe partying!
If you missed it...
We have had some great feedback from our last webinar of 2018, "Sorry for Party Rocking" - Managing the aftermath of a work function. If you missed out, a recording of the webinar is avaliable via this link for you to watch and listen at your convenience.
Need a laugh...
Q: Why did all the pictures come out dark from the superhero party? A: They forgot to invite the Flash.
Q: What do you call Iron Man without his suit? A: Stark naked!
Should you require any further information or assistance, please contact our Director Shane Koelmeyer on (02) 9256 7500 or via email on firstname.lastname@example.org.
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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In our August webinar, our Managing Director and Principal, Athena Koelmeyer, discussed the challenges faced by modern employers when managing workplace behaviour. In that webinar, Athena examined a number of recent unfair dismissal decisions of the Fair Work Commission which provide some good guidance for employers.
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Adverse action – the workplace right to make a complaint about employment, the reverse onus on the employer, Unfair dismissal – the minimum employment period, summary dismissal and other factors to be considered