Anyone who watches soap operas (Coronation Street is my favourite), shows like Desperate Housewives or reality television knows that gossip is a great way to drive a fictional plot forward. In fact, without gossip, TV would be a wasteland of talk shows, game shows, sports, documentaries and news. (And I don't mean celebrity news!) Heck, without gossip, our lives would probably be far less interestinguntil we found something else to talk about.
According to the Supreme Court, “The Damages Formerly Known As Wallace” (damages for bad faith in the course of dismissal) are to be compensatory rather than arbitrary extensions of the notice period. But what if the employer acted in bad faith, but the employee didn't suffer any damages? What circumstances should justify an award?
I recently read an interesting blog post on Brand For Talent. The author, Libby Sartain, says that organizations across the globe are struggling with their reputations as employers. Those employers need to engage their workers as fans, while reaching out for new workers as the economy begins its turnaround. She also asks: is there a difference between corporate branding and employer branding? Well, according to Sartain, there is. While companies such as Apple and Nike are able to rely on the power and strength of their corporate brand to attract talent, this is not the case for companies with less powerful brands.
Established in 1995, First Reference is the leading publisher of up to date, practical and authoritative HR compliance and policy databases that are essential to ensure organizations meet their due diligence and duty of care requirements.