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Dan F. Stapleton on Muck Rack

Dan F. Stapleton

Verified
Sydney
As seen in: MSN Canada, The New York Times, Financial Times, The Guardian, The Telegraph, 1843, Yahoo Finance UK, Stuff.co.nz, Sydney Morning Herald, The Age and
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Dan F. Stapleton’s Biography

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Dan F Stapleton splits his time between New York City and Sydney. He has written for the New York Times, the Australian Financial Review and Harper's Bazaar Australia.

Articles

Are we developing a generation of ‘botsitters’ at work?

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By Dan F. Stapleton Verified
| Australian HR Institute
The act of supervising AI agents – known as ‘botsitting – is increasingly weighing down employees and organisations, taking up to 6.4 hours per week of employees’ time. Here’s how organisations can get that time back. A study of 6000 knowledge-industry workers in Australia, the US and the UK has produced a remarkable finding: employees reported spending 6.4 hours per week – almost a full workday – supervising and reviewing the work of AI.
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How to identify poor organisational justice – and how to fix it

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By Dan F. Stapleton Verified
| Australian HR Institute
What does this insidious psychosocial hazard look like in practice? And how can it be addressed? An employment lawyer offers guidelines for HR. When we think of psychosocial risks in the workplace, we might conjure high (or low) workload, stressful management styles or a lack of role clarity. Poor organisational justice rarely comes to mind, yet it’s recognised as a formal psychosocial hazard in Safe Work Australia’s Model Code of Practice.
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6 questions about Victoria’s new rules on non-disclosure agreements (and how they might impact employers nationwide)

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By Dan F. Stapleton Verified
| Australian HR Institute
Does the legislation apply to organisations headquartered outside Victoria? And what steps should HR take now to ensure compliance? An employment lawyer answers these and other questions about the new rules. The Restricting Non-Disclosure Agreements (Sexual Harassment at Work) Act 2025 became law in Victoria on 1 July, limiting the use of non-disclosure agreements (NDAs) in the resolution of workplace sexual harassment matters.
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