Employment disputes & Workplace Training Strategies

Litigation with employees and ex-employees is the last resort for employers. Appropriate employment policies and employment agreements alone are not sufficient to manage risk. Proper implementation of the policies and management training strategies are necessary to effectively manage workplace risk.

Employment disputation and related litigation is not only a high economic risk, it is a reputational risk for all employers and is capable of causing serious damage to the profitability and culture of the enterprise. The risk of disputation can be mitigated by intelligent decision making and implementation, guided by the principles of risk management and training strategies, at the various stages of the employment relationship life cycle.

Charles Cody is experienced in conducting workplace risk management training in businesses throughout the Melbourne metropolitan area and surrounding regional areas.

“Employment Disputation” in this context includes disputes:

  • between employees and/or employees and employer;
  • which are handled internally or by external organisations; and
  • which may occur pre-employment, during employment and post-employment.

The traditional management reliance upon internal human resource managers is often inadequate to avoid employment disputation and litigation and their serious consequences. Management decisions are typically based upon efficiencies and profitability with little regard for the employment litigation risks. Human resource managers are not empowered to intervene in management decision making and are often utilised in a defensive role, usually after the damage is done.

Ideally the effective risk management of employee disputation requires a commitment at the highest level of an organisation and is adopted by the whole of the organisation as part of its culture. To achieve this ideal position, it is important that the implementation of workplace risk management strategies is as transparent as is practical and is accepted as being fair and necessary at all levels of the organisation.

By learning from case studies and feeding any ‘lessons learned’ into the risk assessment process, an organisation is able to manage employee risk in the workplace. Organisations should constantly monitor their workplace culture and review their policies and procedures in light of the experiences of other organisations; their own experiences and changes in the law.

The training sessions utilise risk management principles as a means of systematically recognising and assessing employment risks and designing ways to efficiently mitigate those risks. Whilst hindsight is one valuable tool in risk management, it is more effective for organisations to anticipate risks by being aware of internal and external threats by learning from the mistakes of others as well as their own.

The training sessions provide a useful industry learning program that delivers practical learning outcomes and is suitable for frontline executives and franchise systems including:

  • SME business owners;
  • general managers;
  • operations managers;
  • compliance & risk managers;
  • human resource managers;
  • line managers; and
  • area managers of franchise systems