�ݺ�ߣshows by User: FlintWilkes

�ݺ�ߣshows by User: FlintWilkes / http://www.slideshare.net/images/logo.gif �ݺ�ߣshows by User: FlintWilkes / Tue, 12 Jun 2018 13:22:59 GMT �ݺ�ߣShare feed for �ݺ�ߣshows by User: FlintWilkes Australian Workers’ Compensation Statistics Report - 2015-2016 report-20171023-v3_0 /slideshow/australian-workers-compensation-statistics-report-20152016-report20171023v30/102146726 australian-workers-compensation-statistics-2015-16report-20171023v30-180612132259
This is the statistical report for Australian Workers Compensation claims for 2015-2016]]>
This is the statistical report for Australian Workers Compensation claims for 2015-2016]]> Tue, 12 Jun 2018 13:22:59 GMT /slideshow/australian-workers-compensation-statistics-report-20152016-report20171023v30/102146726 FlintWilkes@slideshare.net(FlintWilkes) Australian Workers’ Compensation Statistics Report - 2015-2016 report-20171023-v3_0 FlintWilkes This is the statistical report for Australian Workers Compensation claims for 2015-2016 <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/australian-workers-compensation-statistics-2015-16report-20171023v30-180612132259-thumbnail.jpg?width=120&height=120&fit=bounds" /> This is the statistical report for Australian Workers Compensation claims for 2015-2016

Australian Workers’ Compensation Statistics Report - 2015-2016 report-20171023-v3_0 from Flint Wilkes

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0 Australian Workers’ Compensation Statistics Report - 2014-2015-revised 1 /slideshow/australian-workers-compensation-statistics-report-20142015revised-1/102146597 australian-workers-compensation-statistics-2014-15-revised1-180612132127
This is the statistical report for Australian Workers Compensation claims for 2014-2015]]>
This is the statistical report for Australian Workers Compensation claims for 2014-2015]]> Tue, 12 Jun 2018 13:21:27 GMT /slideshow/australian-workers-compensation-statistics-report-20142015revised-1/102146597 FlintWilkes@slideshare.net(FlintWilkes) Australian Workers’ Compensation Statistics Report - 2014-2015-revised 1 FlintWilkes This is the statistical report for Australian Workers Compensation claims for 2014-2015 <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/australian-workers-compensation-statistics-2014-15-revised1-180612132127-thumbnail.jpg?width=120&height=120&fit=bounds" /> This is the statistical report for Australian Workers Compensation claims for 2014-2015

Australian Workers’ Compensation Statistics Report - 2014-2015-revised 1 from Flint Wilkes

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0 Australian Workers’ Compensation Statistics Report - 2013-2014 /slideshow/australian-workers-compensation-statistics-report-20132014/102146434 australian-workers-compensation-statistics-2013-14-180612131927
This is the statistical report for Australian Workers Compensation claims for 2013-2014]]>
This is the statistical report for Australian Workers Compensation claims for 2013-2014]]> Tue, 12 Jun 2018 13:19:27 GMT /slideshow/australian-workers-compensation-statistics-report-20132014/102146434 FlintWilkes@slideshare.net(FlintWilkes) Australian Workers’ Compensation Statistics Report - 2013-2014 FlintWilkes This is the statistical report for Australian Workers Compensation claims for 2013-2014 <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/australian-workers-compensation-statistics-2013-14-180612131927-thumbnail.jpg?width=120&height=120&fit=bounds" /> This is the statistical report for Australian Workers Compensation claims for 2013-2014

Australian Workers’ Compensation Statistics Report - 2013-2014 from Flint Wilkes

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0 Australian Workers’ Compensation Statistics Report - 2012-2013 /slideshow/australian-workers-compensation-statistics-report-20122013/102146251 australian-workers-compensation-statistics-2012-13-180612131720
This is the statistical report for Australian Workers Compensation claims for 2012-2103]]>
This is the statistical report for Australian Workers Compensation claims for 2012-2103]]> Tue, 12 Jun 2018 13:17:20 GMT /slideshow/australian-workers-compensation-statistics-report-20122013/102146251 FlintWilkes@slideshare.net(FlintWilkes) Australian Workers’ Compensation Statistics Report - 2012-2013 FlintWilkes This is the statistical report for Australian Workers Compensation claims for 2012-2103 <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/australian-workers-compensation-statistics-2012-13-180612131720-thumbnail.jpg?width=120&height=120&fit=bounds" /> This is the statistical report for Australian Workers Compensation claims for 2012-2103

Australian Workers’ Compensation Statistics Report - 2012-2013 from Flint Wilkes

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0 Australian Workers Compensation Statistics Report - 2011-2012 /slideshow/australian-workers-compensation-statistics-report-20112012/102145825 australian-workers-compensation-statistics-2011-12-180612131239
This is the statistical report for Australian Workers Compensation claims for 2011 & 2012]]>
This is the statistical report for Australian Workers Compensation claims for 2011 & 2012]]> Tue, 12 Jun 2018 13:12:39 GMT /slideshow/australian-workers-compensation-statistics-report-20112012/102145825 FlintWilkes@slideshare.net(FlintWilkes) Australian Workers Compensation Statistics Report - 2011-2012 FlintWilkes This is the statistical report for Australian Workers Compensation claims for 2011 & 2012 <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/australian-workers-compensation-statistics-2011-12-180612131239-thumbnail.jpg?width=120&height=120&fit=bounds" /> This is the statistical report for Australian Workers Compensation claims for 2011 & 2012

Australian Workers Compensation Statistics Report - 2011-2012 from Flint Wilkes

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0 FSU anti bullying handbook (FSU = Financial Sector Union) /slideshow/fsu-anti-bullying-handbook-fsu-financial-sector-union/100339262 fsuantibullyinghandbook-180603231040
This handbook has been developed to help FSU members identify and address workplace bullying. Your workplace should have a workplace bullying and harassment policy, and this handbook provides general advice to complement your specific workplace policy.]]>
This handbook has been developed to help FSU members identify and address workplace bullying. Your workplace should have a workplace bullying and harassment policy, and this handbook provides general advice to complement your specific workplace policy.]]> Sun, 03 Jun 2018 23:10:40 GMT /slideshow/fsu-anti-bullying-handbook-fsu-financial-sector-union/100339262 FlintWilkes@slideshare.net(FlintWilkes) FSU anti bullying handbook (FSU = Financial Sector Union) FlintWilkes This handbook has been developed to help FSU members identify and address workplace bullying. Your workplace should have a workplace bullying and harassment policy, and this handbook provides general advice to complement your specific workplace policy. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/fsuantibullyinghandbook-180603231040-thumbnail.jpg?width=120&height=120&fit=bounds" /> This handbook has been developed to help FSU members identify and address workplace bullying. Your workplace should have a workplace bullying and harassment policy, and this handbook provides general advice to complement your specific workplace policy.

FSU anti bullying handbook (FSU = Financial Sector Union) from Flint Wilkes

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0 Turner v victorian arts centre trust /slideshow/turner-v-victorian-arts-centre-trust/99919098 turnervvictorianartscentretrust-180601112519
QUT - The Australian School of Philanthropy and Non Profit Studies The appeal was dismissed as none of the grounds raised on appeal were made out.]]>
QUT - The Australian School of Philanthropy and Non Profit Studies The appeal was dismissed as none of the grounds raised on appeal were made out.]]> Fri, 01 Jun 2018 11:25:19 GMT /slideshow/turner-v-victorian-arts-centre-trust/99919098 FlintWilkes@slideshare.net(FlintWilkes) Turner v victorian arts centre trust FlintWilkes QUT - The Australian School of Philanthropy and Non Profit Studies The appeal was dismissed as none of the grounds raised on appeal were made out. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/turnervvictorianartscentretrust-180601112519-thumbnail.jpg?width=120&height=120&fit=bounds" /> QUT - The Australian School of Philanthropy and Non Profit Studies The appeal was dismissed as none of the grounds raised on appeal were made out.

Turner v victorian arts centre trust from Flint Wilkes

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0 Taylor v haileybury /slideshow/taylor-v-haileybury/99918980 taylorvhaileybury-180601112417
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case Good workplace health and safety measures are essential in any work context. The avoidance of claims in negligence involving psychiatric injury should be dealt with in the first instance by having sound workplace policies and documentation in place, as well as counselling for employees who need it. These should be clearly communicated to employees. However, as Keane JA said in Hegarty v Queensland Ambulance Service (at [47]): ...the law’s insistence that an employer must take reasonable care for the safety of employees at work does not extend to absolute and unremitting solicitude for an employee’s mental health even in the most stressful of occupations. A statement of what reasonable care involves in a particular situation which does not recognise these considerations is a travesty of that standard.]]>
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case Good workplace health and safety measures are essential in any work context. The avoidance of claims in negligence involving psychiatric injury should be dealt with in the first instance by having sound workplace policies and documentation in place, as well as counselling for employees who need it. These should be clearly communicated to employees. However, as Keane JA said in Hegarty v Queensland Ambulance Service (at [47]): ...the law’s insistence that an employer must take reasonable care for the safety of employees at work does not extend to absolute and unremitting solicitude for an employee’s mental health even in the most stressful of occupations. A statement of what reasonable care involves in a particular situation which does not recognise these considerations is a travesty of that standard.]]> Fri, 01 Jun 2018 11:24:17 GMT /slideshow/taylor-v-haileybury/99918980 FlintWilkes@slideshare.net(FlintWilkes) Taylor v haileybury FlintWilkes QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case Good workplace health and safety measures are essential in any work context. The avoidance of claims in negligence involving psychiatric injury should be dealt with in the first instance by having sound workplace policies and documentation in place, as well as counselling for employees who need it. These should be clearly communicated to employees. However, as Keane JA said in Hegarty v Queensland Ambulance Service (at [47]): ...the law’s insistence that an employer must take reasonable care for the safety of employees at work does not extend to absolute and unremitting solicitude for an employee’s mental health even in the most stressful of occupations. A statement of what reasonable care involves in a particular situation which does not recognise these considerations is a travesty of that standard. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/taylorvhaileybury-180601112417-thumbnail.jpg?width=120&height=120&fit=bounds" /> QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case Good workplace health and safety measures are essential in any work context. The avoidance of claims in negligence involving psychiatric injury should be dealt with in the first instance by having sound workplace policies and documentation in place, as well as counselling for employees who need it. These should be clearly communicated to employees. However, as Keane JA said in Hegarty v Queensland Ambulance Service (at [47]): ...the law’s insistence that an employer must take reasonable care for the safety of employees at work does not extend to absolute and unremitting solicitude for an employee’s mental health even in the most stressful of occupations. A statement of what reasonable care involves in a particular situation which does not recognise these considerations is a travesty of that standard.

Taylor v haileybury from Flint Wilkes

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0 Swan v monash law book co op /slideshow/swan-v-monash-law-book-co-op/99918728 swanvmonashlawbookco-op-180601112201
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This case, where a small nonprofit enterprise was subject to substantial damages, demonstrates that nonprofits need to have appropriate policies in place for dealing with workplace behaviour. In addition, they need to act promptly and effectively when complaints are received so that liability does not arise. As His Honour said (at [187]): The opinion evidence from the psychologists emphasised the importance of early intervention to avoid or limit the damage and injury that flowed from sustained workplace stress and its resultant impact on the plaintiff. I accept that evidence. [emphasis added]]]>
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This case, where a small nonprofit enterprise was subject to substantial damages, demonstrates that nonprofits need to have appropriate policies in place for dealing with workplace behaviour. In addition, they need to act promptly and effectively when complaints are received so that liability does not arise. As His Honour said (at [187]): The opinion evidence from the psychologists emphasised the importance of early intervention to avoid or limit the damage and injury that flowed from sustained workplace stress and its resultant impact on the plaintiff. I accept that evidence. [emphasis added]]]> Fri, 01 Jun 2018 11:22:01 GMT /slideshow/swan-v-monash-law-book-co-op/99918728 FlintWilkes@slideshare.net(FlintWilkes) Swan v monash law book co op FlintWilkes QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This case, where a small nonprofit enterprise was subject to substantial damages, demonstrates that nonprofits need to have appropriate policies in place for dealing with workplace behaviour. In addition, they need to act promptly and effectively when complaints are received so that liability does not arise. As His Honour said (at [187]): The opinion evidence from the psychologists emphasised the importance of early intervention to avoid or limit the damage and injury that flowed from sustained workplace stress and its resultant impact on the plaintiff. I accept that evidence. [emphasis added] <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/swanvmonashlawbookco-op-180601112201-thumbnail.jpg?width=120&height=120&fit=bounds" /> QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This case, where a small nonprofit enterprise was subject to substantial damages, demonstrates that nonprofits need to have appropriate policies in place for dealing with workplace behaviour. In addition, they need to act promptly and effectively when complaints are received so that liability does not arise. As His Honour said (at [187]): The opinion evidence from the psychologists emphasised the importance of early intervention to avoid or limit the damage and injury that flowed from sustained workplace stress and its resultant impact on the plaintiff. I accept that evidence. [emphasis added]

Swan v monash law book co op from Flint Wilkes

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0 Oyston v st patrick's college (no 2) /slideshow/oyston-v-st-patricks-college-no-2/99918574 oystonvstpatrickscollegeno2-180601112031
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This case again illustrates that it is not enough for a nonprofit organisation to have policies about bullying (or indeed any other workplace issue) ‘in place’. Such policies must be implemented actively. The College submitted that nothing it could or should have done would have prevented the bullying of the appellant from continuing as it allegedly did. Moreover, there was an attempt in the College’s submissions, at least in part, to blame the appellant. These submissions were rejected at [70]: It was no answer to the College's otherwise inadequate efforts that it was pursuing what can only be characterised as a fairly passive approach on the basis that to do otherwise would cause resentment amongst the perpetrators and cause them to increase their bullying activities rather than abandon them. Expert evidence, which was not challenged on appeal, was to the effect that bullying needed to be ‘nipped in the bud’ at an early stage by effective measures. The College had comprehensively failed to do that in this case.]]>
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This case again illustrates that it is not enough for a nonprofit organisation to have policies about bullying (or indeed any other workplace issue) ‘in place’. Such policies must be implemented actively. The College submitted that nothing it could or should have done would have prevented the bullying of the appellant from continuing as it allegedly did. Moreover, there was an attempt in the College’s submissions, at least in part, to blame the appellant. These submissions were rejected at [70]: It was no answer to the College's otherwise inadequate efforts that it was pursuing what can only be characterised as a fairly passive approach on the basis that to do otherwise would cause resentment amongst the perpetrators and cause them to increase their bullying activities rather than abandon them. Expert evidence, which was not challenged on appeal, was to the effect that bullying needed to be ‘nipped in the bud’ at an early stage by effective measures. The College had comprehensively failed to do that in this case.]]> Fri, 01 Jun 2018 11:20:31 GMT /slideshow/oyston-v-st-patricks-college-no-2/99918574 FlintWilkes@slideshare.net(FlintWilkes) Oyston v st patrick's college (no 2) FlintWilkes QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This case again illustrates that it is not enough for a nonprofit organisation to have policies about bullying (or indeed any other workplace issue) ‘in place’. Such policies must be implemented actively. The College submitted that nothing it could or should have done would have prevented the bullying of the appellant from continuing as it allegedly did. Moreover, there was an attempt in the College’s submissions, at least in part, to blame the appellant. These submissions were rejected at [70]: It was no answer to the College's otherwise inadequate efforts that it was pursuing what can only be characterised as a fairly passive approach on the basis that to do otherwise would cause resentment amongst the perpetrators and cause them to increase their bullying activities rather than abandon them. Expert evidence, which was not challenged on appeal, was to the effect that bullying needed to be ‘nipped in the bud’ at an early stage by effective measures. The College had comprehensively failed to do that in this case. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/oystonvstpatrickscollegeno2-180601112031-thumbnail.jpg?width=120&height=120&fit=bounds" /> QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This case again illustrates that it is not enough for a nonprofit organisation to have policies about bullying (or indeed any other workplace issue) ‘in place’. Such policies must be implemented actively. The College submitted that nothing it could or should have done would have prevented the bullying of the appellant from continuing as it allegedly did. Moreover, there was an attempt in the College’s submissions, at least in part, to blame the appellant. These submissions were rejected at [70]: It was no answer to the College's otherwise inadequate efforts that it was pursuing what can only be characterised as a fairly passive approach on the basis that to do otherwise would cause resentment amongst the perpetrators and cause them to increase their bullying activities rather than abandon them. Expert evidence, which was not challenged on appeal, was to the effect that bullying needed to be ‘nipped in the bud’ at an early stage by effective measures. The College had comprehensively failed to do that in this case.

Oyston v st patrick's college (no 2) from Flint Wilkes

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0 Oyston v st patrick's college /slideshow/oyston-v-st-patricks-college/99918413 oystonvstpatrickscollege-180601111905
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case While recognising the difficulties involved, this case shows the importance of addressing bullying at school in order to meet the duty of care to prevent harm to students. But it is also a reminder of the importance of addressing bullying effectively wherever it occurs. The College’s policies may in fact have been adequate to prevent bullying and to deal with misbehaviour before it escalated to bullying, but inadequate training and implementation meant the policies were not effective to prevent foreseeable harm. The year coordinator who had primary responsibility in this case appeared reluctant to see repeated offensive behaviours as bullying, and more concerned to avoid bullying the bully than to correct the behaviours complained of. While the Court accepted the need for flexibility and discretion to deal with instances of misbehaviour, Her Honour said: ‘Discretion, a very necessary part of any teacher’s role, cannot operate to the point where misbehaviour, including bullying is dealt with inconsistently, or worse arbitrarily or not at all’. While there are obvious challenges in meeting the duty of care in educating a large group of adolescents, the Court said ‘This is not a case where an unrealistic standard of impractical perfection was being demanded of the College, but rather one where practical operation of the policies it had designed to protect its students ... against the risk of injury to which ongoing bullying exposed her, were not effectively implemented.’]]>
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case While recognising the difficulties involved, this case shows the importance of addressing bullying at school in order to meet the duty of care to prevent harm to students. But it is also a reminder of the importance of addressing bullying effectively wherever it occurs. The College’s policies may in fact have been adequate to prevent bullying and to deal with misbehaviour before it escalated to bullying, but inadequate training and implementation meant the policies were not effective to prevent foreseeable harm. The year coordinator who had primary responsibility in this case appeared reluctant to see repeated offensive behaviours as bullying, and more concerned to avoid bullying the bully than to correct the behaviours complained of. While the Court accepted the need for flexibility and discretion to deal with instances of misbehaviour, Her Honour said: ‘Discretion, a very necessary part of any teacher’s role, cannot operate to the point where misbehaviour, including bullying is dealt with inconsistently, or worse arbitrarily or not at all’. While there are obvious challenges in meeting the duty of care in educating a large group of adolescents, the Court said ‘This is not a case where an unrealistic standard of impractical perfection was being demanded of the College, but rather one where practical operation of the policies it had designed to protect its students ... against the risk of injury to which ongoing bullying exposed her, were not effectively implemented.’]]> Fri, 01 Jun 2018 11:19:04 GMT /slideshow/oyston-v-st-patricks-college/99918413 FlintWilkes@slideshare.net(FlintWilkes) Oyston v st patrick's college FlintWilkes QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case While recognising the difficulties involved, this case shows the importance of addressing bullying at school in order to meet the duty of care to prevent harm to students. But it is also a reminder of the importance of addressing bullying effectively wherever it occurs. The College’s policies may in fact have been adequate to prevent bullying and to deal with misbehaviour before it escalated to bullying, but inadequate training and implementation meant the policies were not effective to prevent foreseeable harm. The year coordinator who had primary responsibility in this case appeared reluctant to see repeated offensive behaviours as bullying, and more concerned to avoid bullying the bully than to correct the behaviours complained of. While the Court accepted the need for flexibility and discretion to deal with instances of misbehaviour, Her Honour said: ‘Discretion, a very necessary part of any teacher’s role, cannot operate to the point where misbehaviour, including bullying is dealt with inconsistently, or worse arbitrarily or not at all’. While there are obvious challenges in meeting the duty of care in educating a large group of adolescents, the Court said ‘This is not a case where an unrealistic standard of impractical perfection was being demanded of the College, but rather one where practical operation of the policies it had designed to protect its students ... against the risk of injury to which ongoing bullying exposed her, were not effectively implemented.’ <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/oystonvstpatrickscollege-180601111905-thumbnail.jpg?width=120&height=120&fit=bounds" /> QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case While recognising the difficulties involved, this case shows the importance of addressing bullying at school in order to meet the duty of care to prevent harm to students. But it is also a reminder of the importance of addressing bullying effectively wherever it occurs. The College’s policies may in fact have been adequate to prevent bullying and to deal with misbehaviour before it escalated to bullying, but inadequate training and implementation meant the policies were not effective to prevent foreseeable harm. The year coordinator who had primary responsibility in this case appeared reluctant to see repeated offensive behaviours as bullying, and more concerned to avoid bullying the bully than to correct the behaviours complained of. While the Court accepted the need for flexibility and discretion to deal with instances of misbehaviour, Her Honour said: ‘Discretion, a very necessary part of any teacher’s role, cannot operate to the point where misbehaviour, including bullying is dealt with inconsistently, or worse arbitrarily or not at all’. While there are obvious challenges in meeting the duty of care in educating a large group of adolescents, the Court said ‘This is not a case where an unrealistic standard of impractical perfection was being demanded of the College, but rather one where practical operation of the policies it had designed to protect its students ... against the risk of injury to which ongoing bullying exposed her, were not effectively implemented.’

Oyston v st patrick's college from Flint Wilkes

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0 Mc innes (fwc 1395) /slideshow/mc-innes-fwc-1395/99917801 mcinnesfwc1395-180601111331
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case The main point of this case was to determine whether PSS, as a nonprofit incorporated association, fell within the provisions of the Fair Work Act 2009 (Cth) as to bullying: see Part 6-4B. It did not, since it was not a constitutionally covered business within the meaning of section 789FD of the Act. To fit within the section, it would have to have been a constitutional corporation (see section 789FD (3)(a)(i)) within the meaning of section 51(xx) of the Australian Constitution, and only a trading corporation could have been applicable. However, this case found that the PSS was not a trading corporation, because it essentially provided services to clients for free, under a government subsidy – it did not operate on a fee for service basis. The Act did not apply. The Commission said that, as a result, the bullying issue would have to be dealt with ‘in the context of the party’s ongoing employment relationship’ (at [61]).]]>
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case The main point of this case was to determine whether PSS, as a nonprofit incorporated association, fell within the provisions of the Fair Work Act 2009 (Cth) as to bullying: see Part 6-4B. It did not, since it was not a constitutionally covered business within the meaning of section 789FD of the Act. To fit within the section, it would have to have been a constitutional corporation (see section 789FD (3)(a)(i)) within the meaning of section 51(xx) of the Australian Constitution, and only a trading corporation could have been applicable. However, this case found that the PSS was not a trading corporation, because it essentially provided services to clients for free, under a government subsidy – it did not operate on a fee for service basis. The Act did not apply. The Commission said that, as a result, the bullying issue would have to be dealt with ‘in the context of the party’s ongoing employment relationship’ (at [61]).]]> Fri, 01 Jun 2018 11:13:31 GMT /slideshow/mc-innes-fwc-1395/99917801 FlintWilkes@slideshare.net(FlintWilkes) Mc innes (fwc 1395) FlintWilkes QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case The main point of this case was to determine whether PSS, as a nonprofit incorporated association, fell within the provisions of the Fair Work Act 2009 (Cth) as to bullying: see Part 6-4B. It did not, since it was not a constitutionally covered business within the meaning of section 789FD of the Act. To fit within the section, it would have to have been a constitutional corporation (see section 789FD (3)(a)(i)) within the meaning of section 51(xx) of the Australian Constitution, and only a trading corporation could have been applicable. However, this case found that the PSS was not a trading corporation, because it essentially provided services to clients for free, under a government subsidy – it did not operate on a fee for service basis. The Act did not apply. The Commission said that, as a result, the bullying issue would have to be dealt with ‘in the context of the party’s ongoing employment relationship’ (at [61]). <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/mcinnesfwc1395-180601111331-thumbnail.jpg?width=120&height=120&fit=bounds" /> QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case The main point of this case was to determine whether PSS, as a nonprofit incorporated association, fell within the provisions of the Fair Work Act 2009 (Cth) as to bullying: see Part 6-4B. It did not, since it was not a constitutionally covered business within the meaning of section 789FD of the Act. To fit within the section, it would have to have been a constitutional corporation (see section 789FD (3)(a)(i)) within the meaning of section 51(xx) of the Australian Constitution, and only a trading corporation could have been applicable. However, this case found that the PSS was not a trading corporation, because it essentially provided services to clients for free, under a government subsidy – it did not operate on a fee for service basis. The Act did not apply. The Commission said that, as a result, the bullying issue would have to be dealt with ‘in the context of the party’s ongoing employment relationship’ (at [61]).

Mc innes (fwc 1395) from Flint Wilkes

]]> 68 2 https://cdn.slidesharecdn.com/ss_thumbnails/mcinnesfwc1395-180601111331-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

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0 Mc donald (fwc) /slideshow/mc-donald-fwc/99916473 mcdonaldfwc-180601110213
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case The bullying provisions of the Fair Work Act 2009 (Cth) do not apply to volunteers in voluntary organisations engaged in community purposes. The Commissioner noted clause 26 of the Explanatory Memorandum to the Fair Work Act that stated: 26. The term ‘community purposes’ is not defined in the Bill [now the Act] but is intended to cover purposes including:  philanthropic or benevolent purposes, including the promotion of art, culture, science, religion, education, medicine or charity, and  sporting or recreational purposes, including the benefiting of sporting or recreational clubs or associations.]]>
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case The bullying provisions of the Fair Work Act 2009 (Cth) do not apply to volunteers in voluntary organisations engaged in community purposes. The Commissioner noted clause 26 of the Explanatory Memorandum to the Fair Work Act that stated: 26. The term ‘community purposes’ is not defined in the Bill [now the Act] but is intended to cover purposes including:  philanthropic or benevolent purposes, including the promotion of art, culture, science, religion, education, medicine or charity, and  sporting or recreational purposes, including the benefiting of sporting or recreational clubs or associations.]]> Fri, 01 Jun 2018 11:02:13 GMT /slideshow/mc-donald-fwc/99916473 FlintWilkes@slideshare.net(FlintWilkes) Mc donald (fwc) FlintWilkes QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case The bullying provisions of the Fair Work Act 2009 (Cth) do not apply to volunteers in voluntary organisations engaged in community purposes. The Commissioner noted clause 26 of the Explanatory Memorandum to the Fair Work Act that stated: 26. The term ‘community purposes’ is not defined in the Bill [now the Act] but is intended to cover purposes including:  philanthropic or benevolent purposes, including the promotion of art, culture, science, religion, education, medicine or charity, and  sporting or recreational purposes, including the benefiting of sporting or recreational clubs or associations. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/mcdonaldfwc-180601110213-thumbnail.jpg?width=120&height=120&fit=bounds" /> QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case The bullying provisions of the Fair Work Act 2009 (Cth) do not apply to volunteers in voluntary organisations engaged in community purposes. The Commissioner noted clause 26 of the Explanatory Memorandum to the Fair Work Act that stated: 26. The term ‘community purposes’ is not defined in the Bill [now the Act] but is intended to cover purposes including:  philanthropic or benevolent purposes, including the promotion of art, culture, science, religion, education, medicine or charity, and  sporting or recreational purposes, including the benefiting of sporting or recreational clubs or associations.

Mc donald (fwc) from Flint Wilkes

]]> 55 4 https://cdn.slidesharecdn.com/ss_thumbnails/mcdonaldfwc-180601110213-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

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0 Dennis v norwegian refugee council /slideshow/dennis-v-norwegian-refugee-council/99915173 dennisvnorwegianrefugeecouncil-180601105043
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This decision from Norway has implications for all aid organisations, particularly in the light of the recent refugee influx into Europe. This case is persuasive law, though not binding, throughout Europe. In the US context, such a case could generate damages in the millions of dollars as the same principle would apply that aid organisations are just ordinary employers with all the obligations that apply thereby. The point is untested in Australia. Aid organisations should take from this case the increased need for good intelligence on the ground, sound personnel policies, good safety and security training for staff members, the use of experienced security and personal protection advisers, and the need to open current operations to outside scrutiny. The Oslo court pointedly criticised the NRC on all these issues.]]>
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This decision from Norway has implications for all aid organisations, particularly in the light of the recent refugee influx into Europe. This case is persuasive law, though not binding, throughout Europe. In the US context, such a case could generate damages in the millions of dollars as the same principle would apply that aid organisations are just ordinary employers with all the obligations that apply thereby. The point is untested in Australia. Aid organisations should take from this case the increased need for good intelligence on the ground, sound personnel policies, good safety and security training for staff members, the use of experienced security and personal protection advisers, and the need to open current operations to outside scrutiny. The Oslo court pointedly criticised the NRC on all these issues.]]> Fri, 01 Jun 2018 10:50:43 GMT /slideshow/dennis-v-norwegian-refugee-council/99915173 FlintWilkes@slideshare.net(FlintWilkes) Dennis v norwegian refugee council FlintWilkes QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This decision from Norway has implications for all aid organisations, particularly in the light of the recent refugee influx into Europe. This case is persuasive law, though not binding, throughout Europe. In the US context, such a case could generate damages in the millions of dollars as the same principle would apply that aid organisations are just ordinary employers with all the obligations that apply thereby. The point is untested in Australia. Aid organisations should take from this case the increased need for good intelligence on the ground, sound personnel policies, good safety and security training for staff members, the use of experienced security and personal protection advisers, and the need to open current operations to outside scrutiny. The Oslo court pointedly criticised the NRC on all these issues. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/dennisvnorwegianrefugeecouncil-180601105043-thumbnail.jpg?width=120&height=120&fit=bounds" /> QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This decision from Norway has implications for all aid organisations, particularly in the light of the recent refugee influx into Europe. This case is persuasive law, though not binding, throughout Europe. In the US context, such a case could generate damages in the millions of dollars as the same principle would apply that aid organisations are just ordinary employers with all the obligations that apply thereby. The point is untested in Australia. Aid organisations should take from this case the increased need for good intelligence on the ground, sound personnel policies, good safety and security training for staff members, the use of experienced security and personal protection advisers, and the need to open current operations to outside scrutiny. The Oslo court pointedly criticised the NRC on all these issues.

Dennis v norwegian refugee council from Flint Wilkes

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0 Bailey v peakhurst bowling club /slideshow/bailey-v-peakhurst-bowling-club/99914966 baileyvpeakhurstbowlingclub-180601104900
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This case reinforces the point that the courts will not countenance bullying and harassment of employees. The chairman’s persistent abusive behaviour towards the plaintiff combined with the Club’s lack of support for its employee combined to enable the court to find a serious case of bullying. As an employer, the Club has a duty of care to provide a safe place of employment and a safe system of work. It breached that duty by allowing the bullying to happen and to continue. The case once again highlights the need for organisations to understand their duty of care towards employees and ensure they have comprehensive HR policies and practices in place. It also highlights the need to have an early and effective complaint and intervention process in place, especially where an employee feels they are being bullied, intimidated or harassed.]]>
QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This case reinforces the point that the courts will not countenance bullying and harassment of employees. The chairman’s persistent abusive behaviour towards the plaintiff combined with the Club’s lack of support for its employee combined to enable the court to find a serious case of bullying. As an employer, the Club has a duty of care to provide a safe place of employment and a safe system of work. It breached that duty by allowing the bullying to happen and to continue. The case once again highlights the need for organisations to understand their duty of care towards employees and ensure they have comprehensive HR policies and practices in place. It also highlights the need to have an early and effective complaint and intervention process in place, especially where an employee feels they are being bullied, intimidated or harassed.]]> Fri, 01 Jun 2018 10:49:00 GMT /slideshow/bailey-v-peakhurst-bowling-club/99914966 FlintWilkes@slideshare.net(FlintWilkes) Bailey v peakhurst bowling club FlintWilkes QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This case reinforces the point that the courts will not countenance bullying and harassment of employees. The chairman’s persistent abusive behaviour towards the plaintiff combined with the Club’s lack of support for its employee combined to enable the court to find a serious case of bullying. As an employer, the Club has a duty of care to provide a safe place of employment and a safe system of work. It breached that duty by allowing the bullying to happen and to continue. The case once again highlights the need for organisations to understand their duty of care towards employees and ensure they have comprehensive HR policies and practices in place. It also highlights the need to have an early and effective complaint and intervention process in place, especially where an employee feels they are being bullied, intimidated or harassed. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/baileyvpeakhurstbowlingclub-180601104900-thumbnail.jpg?width=120&height=120&fit=bounds" /> QUT - The Australian School of Philanthropy and Non Profit Studies Implications of this case This case reinforces the point that the courts will not countenance bullying and harassment of employees. The chairman’s persistent abusive behaviour towards the plaintiff combined with the Club’s lack of support for its employee combined to enable the court to find a serious case of bullying. As an employer, the Club has a duty of care to provide a safe place of employment and a safe system of work. It breached that duty by allowing the bullying to happen and to continue. The case once again highlights the need for organisations to understand their duty of care towards employees and ensure they have comprehensive HR policies and practices in place. It also highlights the need to have an early and effective complaint and intervention process in place, especially where an employee feels they are being bullied, intimidated or harassed.

Bailey v peakhurst bowling club from Flint Wilkes

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0 Adamson and anangu pitjantjatjara yankunytjatjara inc fwc decision /slideshow/adamson-and-anangu-pitjantjatjara-yankunytjatjara-inc-fwc-decision/99914356 adamsonandanangupitjantjatjarayankunytjatjarainc-fwcdecision-180601104329
QUT Business School - The Australian Centre of Philanthropy and Non Profit Studies Implications of this case In the context of the FW Act, a worker is bullied at work if an individual or group of individuals repeatedly behaves unreasonably towards the worker and that behaviour creates a risk to health and safety. This is an objective test. The FW Act does not define ‘unreasonable behaviour’, although the Explanatory Memorandum to the FW Act states that it would include victimising, humiliating, threatening or intimidating. APY Inc was required to have a Code of Conduct in place, but although this is a basic precaution for workplaces, its effect on Boards was not discussed in this case. It might be advisable to have specific Board policies in place to guide the conduct of Board meetings, and ensure that they meet the requirements of legislation.]]>
QUT Business School - The Australian Centre of Philanthropy and Non Profit Studies Implications of this case In the context of the FW Act, a worker is bullied at work if an individual or group of individuals repeatedly behaves unreasonably towards the worker and that behaviour creates a risk to health and safety. This is an objective test. The FW Act does not define ‘unreasonable behaviour’, although the Explanatory Memorandum to the FW Act states that it would include victimising, humiliating, threatening or intimidating. APY Inc was required to have a Code of Conduct in place, but although this is a basic precaution for workplaces, its effect on Boards was not discussed in this case. It might be advisable to have specific Board policies in place to guide the conduct of Board meetings, and ensure that they meet the requirements of legislation.]]> Fri, 01 Jun 2018 10:43:29 GMT /slideshow/adamson-and-anangu-pitjantjatjara-yankunytjatjara-inc-fwc-decision/99914356 FlintWilkes@slideshare.net(FlintWilkes) Adamson and anangu pitjantjatjara yankunytjatjara inc fwc decision FlintWilkes QUT Business School - The Australian Centre of Philanthropy and Non Profit Studies Implications of this case In the context of the FW Act, a worker is bullied at work if an individual or group of individuals repeatedly behaves unreasonably towards the worker and that behaviour creates a risk to health and safety. This is an objective test. The FW Act does not define ‘unreasonable behaviour’, although the Explanatory Memorandum to the FW Act states that it would include victimising, humiliating, threatening or intimidating. APY Inc was required to have a Code of Conduct in place, but although this is a basic precaution for workplaces, its effect on Boards was not discussed in this case. It might be advisable to have specific Board policies in place to guide the conduct of Board meetings, and ensure that they meet the requirements of legislation. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/adamsonandanangupitjantjatjarayankunytjatjarainc-fwcdecision-180601104329-thumbnail.jpg?width=120&height=120&fit=bounds" /> QUT Business School - The Australian Centre of Philanthropy and Non Profit Studies Implications of this case In the context of the FW Act, a worker is bullied at work if an individual or group of individuals repeatedly behaves unreasonably towards the worker and that behaviour creates a risk to health and safety. This is an objective test. The FW Act does not define ‘unreasonable behaviour’, although the Explanatory Memorandum to the FW Act states that it would include victimising, humiliating, threatening or intimidating. APY Inc was required to have a Code of Conduct in place, but although this is a basic precaution for workplaces, its effect on Boards was not discussed in this case. It might be advisable to have specific Board policies in place to guide the conduct of Board meetings, and ensure that they meet the requirements of legislation.

Adamson and anangu pitjantjatjara yankunytjatjara inc fwc decision from Flint Wilkes

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0 Case study: Supporting parents and carers - Stockland /slideshow/case-study-supporting-parents-and-carers-stockland/99912443 wgea-stockland-180601102657
Case study: Supporting parents and carers - Stockland]]>
Case study: Supporting parents and carers - Stockland]]> Fri, 01 Jun 2018 10:26:57 GMT /slideshow/case-study-supporting-parents-and-carers-stockland/99912443 FlintWilkes@slideshare.net(FlintWilkes) Case study: Supporting parents and carers - Stockland FlintWilkes Case study: Supporting parents and carers - Stockland <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/wgea-stockland-180601102657-thumbnail.jpg?width=120&height=120&fit=bounds" /> Case study: Supporting parents and carers - Stockland

Case study: Supporting parents and carers - Stockland from Flint Wilkes

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0 Case study: Attracting women to a male-dominated industry - St-Barbara /slideshow/case-study-attracting-women-to-a-maledominated-industry-stbarbara/99912304 wgea-st-barbara-180601102552
Case study: Attracting women to a male-dominated industry - St-Barbara]]>
Case study: Attracting women to a male-dominated industry - St-Barbara]]> Fri, 01 Jun 2018 10:25:52 GMT /slideshow/case-study-attracting-women-to-a-maledominated-industry-stbarbara/99912304 FlintWilkes@slideshare.net(FlintWilkes) Case study: Attracting women to a male-dominated industry - St-Barbara FlintWilkes Case study: Attracting women to a male-dominated industry - St-Barbara <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/wgea-st-barbara-180601102552-thumbnail.jpg?width=120&height=120&fit=bounds" /> Case study: Attracting women to a male-dominated industry - St-Barbara

Case study: Attracting women to a male-dominated industry - St-Barbara from Flint Wilkes

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0 Case study: Working flexibly in large company - NAB /FlintWilkes/case-study-working-flexibly-in-large-company-nab wgea-nab-180601102438
Case study: Working flexibly in large company - NAB]]>
Case study: Working flexibly in large company - NAB]]> Fri, 01 Jun 2018 10:24:38 GMT /FlintWilkes/case-study-working-flexibly-in-large-company-nab FlintWilkes@slideshare.net(FlintWilkes) Case study: Working flexibly in large company - NAB FlintWilkes Case study: Working flexibly in large company - NAB <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/wgea-nab-180601102438-thumbnail.jpg?width=120&height=120&fit=bounds" /> Case study: Working flexibly in large company - NAB

Case study: Working flexibly in large company - NAB from Flint Wilkes

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0 Case study: Recruiting women into IT - MYOB /slideshow/case-study-recruiting-women-into-it-myob/99912045 wgea-myob-180601102339
Case study: Recruiting women into IT - MYOB]]>
Case study: Recruiting women into IT - MYOB]]> Fri, 01 Jun 2018 10:23:39 GMT /slideshow/case-study-recruiting-women-into-it-myob/99912045 FlintWilkes@slideshare.net(FlintWilkes) Case study: Recruiting women into IT - MYOB FlintWilkes Case study: Recruiting women into IT - MYOB <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/wgea-myob-180601102339-thumbnail.jpg?width=120&height=120&fit=bounds" /> Case study: Recruiting women into IT - MYOB

Case study: Recruiting women into IT - MYOB from Flint Wilkes

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0 https://public.slidesharecdn.com/v2/images/profile-picture.png https://cdn.slidesharecdn.com/ss_thumbnails/australian-workers-compensation-statistics-2015-16report-20171023v30-180612132259-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/australian-workers-compensation-statistics-report-20152016-report20171023v30/102146726 Australian Workers’ Co... https://cdn.slidesharecdn.com/ss_thumbnails/australian-workers-compensation-statistics-2014-15-revised1-180612132127-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/australian-workers-compensation-statistics-report-20142015revised-1/102146597 Australian Workers’ Co... https://cdn.slidesharecdn.com/ss_thumbnails/australian-workers-compensation-statistics-2013-14-180612131927-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/australian-workers-compensation-statistics-report-20132014/102146434 Australian Workers’ Co...