Last month cybercriminals stole “highly sensitive documents like police checks, child support documents, pay negotiations, HR incidents, immigration sponsorship details, COVID vaccination credentials, tax file numbers, passports and licences” from employees of Pareto Phone, a supplier to many of Australia’s largest and most well-known NFPs.
With data breaches and cyberattacks on the rise, are you one of those employers who also doesn’t have appropriate systems to protect your employee information?
If so, we’re glad to be able to outline the key things that you should be doing today to protect your employee and volunteer data from cyber threats.
You may well have missed it, but in December 2022 changes to the federal Sex Discrimination Act came into affect. The legal changes have been made to better protect workers from sexual harassment and other forms of sex discrimination, harassment, and unfair treatment in the workplace, and they impose some significant new responsibilities on every Australian employer, including every NFP organisation.
These are the seven new standards that the Commission expects all organisations to satisfy the positive duty under the Sex Discrimination Act, plus some advice on what to do next to make sure your organisation is compliant.
Multiple sexual assault and sexual harassment complaints from workers and staffers at Parliament House in Canberra this year have been a cautionary tale for many organisations on how not to handle a serious workplace incident.
Here are 14 best-practice recommendations drawn from the Foster report that can help to improve your organisation’s response should a serious work place incident occur in your workplace.
Every organisation has expectations of how their staff should behave at work. But without writing down those expectations, it’s easy for misunderstandings or differing expectations to form among your staff and volunteers.
To help avoid this, more NFPs are turning to a written employee code of conduct to provide clear expectations about what how staff should or shouldn’t behave at work.
Beyond its obvious health impact, the economic impact of COVID-19 is huge. Many NFPs are unfortunately facing some of the toughest decisions in HR and recruitment — reducing work hours, standing down employees and redundancies.
These are difficult conversations to have, but there are some simple points to bear in mind that can ease the process for everyone.
The Councils of Social Service (COSS) Network is partnering with Professor David Gilchrist (University of Western Australia) for a focused, free webinar on the applicability and accounting for JobKeeper payments. This webinar will cover the key elements and considerations for applying for JobKeeper Payments for staff at not-for-profits (NFPs) and charities.
Research shows a significant correlation between the experience of domestic violence and reduced lifetime earnings. Some studies in the United States show a 25 per cent loss in income associated with abuse.
On 1 August 2018, the Fair Work Commission’s ruling that anyone working under a modern award is entitled to five days’ unpaid leave if they are affected by domestic violence came into effect – a welcome development.
While this legislation is certainly a step in the right direction, does it go far enough? And how does this ruling affect your NFP?
Spurred into action by the global #MeToo movement, the Australian Human Rights Commission (AHRC) has announced a national inquiry into sexual harassment in Australian workplaces.
Sex Discrimination Commissioner Kate Jenkins says the global conversation about sexual harassment and the #MeToo movement has exposed the true prevalence of the problem and the harm it causes to individuals, workplaces and society.
Lawyers are warning that a recent decision by the Fair Work Commission should make employers “very cautious when attempting to classify their junior or low-paid employees as ‘award free’”.
While most employees in the NFP sector are covered by a Modern Award, if your organisation has previously assumed that some junior employees aren’t covered by an award, you’ll now need to reassess that – or potentially be faced with future underpayment claims.