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Managing Sickness Absence - the Legal Implications

Dealing with sickness absences in a way which protects both the employer and the employee is a complex matter, wherein every step must be taken with caution. HR professionals must assess each and every situation depending on the length and frequency of absence, its justifications, and the employer’s rights and obligations in this regard.


Incapacity to work may result from various health factors, whether related to physical or mental health conditions, and ever-growing medical research and knowledge has widened the scope of bodily health and wellbeing significantly, going way beyond the traditionally understood physical ailments. This webinar aims to guide you in your strategy planning when dealing with any form of sick leave, from the most minor kind, to the most cumbersome situations.


You will be provided with essential tips and considerations for you to keep in mind in order to ensure that you remain in line with legal expectations in every move you make, in order to avoid having to face troubling legal repercussions further down the line.

Engaging Workers Living Abroad – a New Employment Horizon

Improvise. Adapt. Overcome. That is what so many entrepreneurs have chosen to do in recent months, owing to the currently limited recruitment pool available in Malta. And when such local pools do not yield enough, we tap into others further away.


Among the most unexpected consequences of the COVID-19 pandemic was the immeasurable exodus of a significant portion of the local workforce. Therefore, the engagement of workers who reside abroad, and will continue to do so, is an ever-increasing phenomenon which can be observed among businesses for whom remote working is a possibility, a concept further enhanced during the onset of the pandemic.


Since this form of engagement is largely new territory in local spheres, several businesses are thinking up various questions on matters of how to regulate their relationship with workers who live across national borders. Queries primarily arise as to the status of the individual – employee or contractor? What is the best way to regulate either one? What is the tax situation for both the employer and the employee? How should remuneration be regulated?


All this and more will be dealt with during this exciting webinar, and participants will also be encouraged to voice concerns and share experiences with their fellow professionals.

Workplace Investigations A to Z

Investigations need not necessarily be triggered by a formal request for one to be conducted, as its necessity may oftentimes come about indirectly, thus begging the question - how will I know when to start sleuthing?


Throughout their professional experience, HR professionals and managers alike can surely bank on finding themselves tasked with conducting an investigation into workplace matters, which more often than not would relate to some form of misconduct. Once triggered, an investigation must be meticulously planned out, and followed through diligently whilst keeping in mind various principles such as fairness, impartiality and consistency.


During this webinar, attendees will be taken a step backwards, providing them with effective insight in order to help them determine when to start an investigation. We will then delve into matters such as how to structure an effective investigation plan, tips on adequate evidence-collection and on the questioning of witnesses, together with crucial report-writing hints and tips and tricks for an effective investigation which safeguards both your business and your employees’ rights.


Attendees will be encouraged to participate and share their views, experiences, and best practices. Practical examples will also be given throughout the webinar, in order for attendees to obtain a solid grasp of the subject.

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