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The starting point is that unless an employer has clearly stated that personal communications on work accounts will be treated as private, employees should expect that anything they send through their work email or phone is fair game.
My advice to employees is this. Sometimes it is best not to overshare, but if you are asked a direct question, answer it honestly and fully as soon as you are asked.
Profanity that is directed at a person with the intent to bully or abuse is not acceptable or tolerated, and nor should it ever be.
What selection criteria can employers take into account during recruitment?
It is unlawful, and in fact a criminal offence, to record a conversation that the person recording it is not a party to.
Who is an officer under the Health and Safety at Work Act?
The story highlights an important issue for employers in terms of what they should be doing to keep employees safe when they are required to work off-site.
Fear of damage to reputation can be a key motivator to settle an employment dispute.
In its simplest sense, mediation involves an independent third party facilitating discussions between the two sides in a dispute and assisting them to reach a resolution themselves.
It is employers that need to take the lead in ensuring sexual harassment is not tolerated in the workplace.