AUSTRALIA’S LEADING EMPLOYMENT LAW CONFERENCE
THE LATEST LEGAL INSIGHTS & CASE REVIEWS ON CRITICAL HR ISSUES.
12 MARCH 2024
14 MARCH 2024
19 MARCH 2024
21 MARCH 2024
Also returning in March 2024...
UNRAVELLING THE COMPLEXITIES OF WORKPLACE DISCRIMINATION,
HARASSMENT, AND CONDUCTING EFFECTIVE INVESTIGATIONS
To help you keep track of the latest employment regulations, and reduce
financial and reputational risk, Australia’s leading bi-annual HR Law Masterclass
Conference returns in March 2024. Brought to you by Employment Law Matters,
the 21st HR Law Masterclass Conference will cover all the complexity of HR risks
that businesses are facing today.
Attend to ensure compliance for your business, hear the latest HR legal insights
from expert lawyers, and benefit from recent case law examples, interactive
roundtable discussions and practical advice on the complex and time consuming
HR challenges occurring in the workplace today.
Reasons to Attend:
Cover all key employment law/HR risk topics and legislative updates
Receive practical advice and insights, clear and informative take-aways
Hear from and engage with leading legal experts
Gain clarity on managing your key HR risk issues, and reducing liabilities
Refresh your approaches to employment relations by adopting the right HR processes
Reduce the impact of contentious situations at your workplace
Review case law references and lessons learned
Real learning outcomes and a workbook for easy reference when back in the office
Some of our speakers include:
3D HR Legal
It was highly informative and provided a different perspective
I'm sure to take back to my workplace.
Post Conference Workshop
When faced with a bullying or sexual harassment complaint, it is usually a sign that something has gone seriously wrong and an appropriate outcome is expected. This creates the pressure to act quickly and effectively both within and outside of the organisation. Scrutiny by the workplace, courts/tribunals and the media of the actual organisational response has never been as immediate, rigourous and complex. Organisationally, industrially and operationally, the stakes are high.
Responding to and managing bullying and sexual harassment complaints through to an investigation requires a special skill set. Too often, those required to manage such processes and outcomes are ill-equipped to do so having had no practical experience of both the emotional and technical difficulty of handling such processes.
Who Should Attend?
From cross-industry and government.