Mark Ritchie
  • Male
  • Victoria
  • Australia
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Profile Information

What would you like to share about yourself?
I have a passion for enabling Australian businesses to resolve their workplace issues, extract the infinite possibilities out of their leaders and staff and resolve those people problems which restrict peak performance. I'd love to work with your organisation to help you grow and thrive!
Company website/blog
http://www.workplacewizards.com.au
Personal blog
http://www.workplacewizards.com.au/blog
How many employees in your company?
1-49
What areas of HR are you particularly passionate about?
Industrial Relations, enterprise agreement bargaining, leadership development and coaching and empathetic change management and restructuring
What kind of networking are you open to?
Open networking, Referrals between friends

Mark Ritchie's Blog

Dismissal for urinating in public while on the job – a wee bit harsh?

Posted on November 16, 2016 at 8:30 0 Comments

Interesting case decided recently by the Fair Work Commission (“FWC”) in Bonny Walia v Citywide Service Solutions [2016] FWC 7814 (9 November 2016). It concerned a garbage truck driver who was busted by a Council inspector (and later sacked) for urinating in a CBD laneway during his shift. The FWC (in their wisdom) found the conduct insufficient to…

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Social Media and Dismissal - Can/should you be dismissed for being ‘offensive’ on social media without any connection to your employment?

Posted on December 4, 2015 at 7:55 0 Comments

In recent years sportspeople, celebrities and media personalities have come under increasing scrutiny for their conduct outside of work hours with their employment being prejudiced, and even terminated, following late-night misdemeanours. Think, for example, footballers Wayne Carey, Ben Cousins, Heath Shaw and Jake Carlisle, cricketer Andrew Symonds, swimmer Nick D’Arcy and ‘celebrities’ Kate Moss and Axle Whitehead.…

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When does a resignation become ‘forced’ or otherwise classified as a constructive dismissal?

Posted on April 2, 2015 at 8:30 0 Comments

Imagine a heated argument has taken place between an employee and her manager. The manager invites her to go home and have a think about whether she wants to continue with the company, given the heated things she has said.  The employee never returns to work. Or, imagine you as HR manager suggest to an under-performing employee they should ‘jump before you’re pushed’ and resign instead of facing a later dismissal.

What if the employee later argues the employer‘s actions forced…

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EBA Bargaining Stage 5 – Drafting a clear and concise agreement

Posted on April 1, 2015 at 16:51 0 Comments

In the previous articles I provided tips on how to plan for EBA negotiation success, how to ‘set the table’ at the start of the negotiation and control the process, and then how to ‘maximise the pie’ and ‘close out’ the deal at the bargaining table (see previous articles in the HR Daily Community or at www.workplacewizards.com.au/blog).…

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