Policies and Procedures
Development, implementation, and enforcement of workplace policies allow for the direct management of your workplace.
The ever-increasing legislative burden on Employers is best managed, documented and communicated to Employees through policies, procedures and tasks or codes of practices. The use of policies must include their revision, distribution, education, and insertion into the day-to-day workings of the business. The importance of policies can not undermine the importance of training on what to do when things go wrong.
Workforce Advisory can assist in reviewing, drafting, or training employees on workplace policies.
Policies may range from Discrimination and Harassment; Workplace Bullying; Email and Internet; GPS and Tracking; New Technology; Social Media; Media; Medical; Drug and Alcohol; Fitness for Work; and Performance Management.
- Facebook breach of social media policy warrants termination
- Employee lawfully dismissed for breach of Fitness to Work policy
- Decision to sack worker for refusing flu jab upheld
- Safety Implementation needs should be fair and transparent
- Employee validly dismissed for refusing to submit to urine sample analysis
- Fair Work Commission overturns dismissal of long-term employee who failed breathalyser test
- Touching of female member of public and inappropriate comments warrants termination
- Offensive Facebook posts justify termination
- Dismissal of train driver for single phone call upheld
- Work parties continue to provide challenges
- Supervisor secures bullying order against Manager
- Lawful termination of employee abusive and aggressive towards co-workers
- Multiple Safety breaches warrant employee dismissal
For queries about Workplace policies and procedures, or other employment questions, please contact Dean Cameron at Workforce Advisory Lawyers – We Know Employment Law on 1300 WAL LAW, 0417 622 178 or via email to email@example.com
Disclaimer: This information is provided as general advice on workplace relations and employment law. It does not constitute legal advice, and it is always advisable to seek further information regarding specific workplace issues. Liability limited by a scheme approved under professional standards legislation.