An employer that was "acutely aware" of an employee's "mental health fragility" acted unreasonably when handling his return to full duties and his complaint about a manager, a commission has found.
A worker could have followed formal grievance processes rather than leaving her job, the Fair Work Commission has ruled in rejecting her constructive dismissal claim.
A worker's belief that managers and HR officers had bullied him was "largely based on speculation and suspicion", not evidence, although some of their actions were "not ideal", the Fair Work Commission has found.
The friction caused by differing management styles and incompatible personalities in the workplace doesn't constitute bullying, the Fair Work Commission has ruled in stop-bullying proceedings.
A general manager who was verbally abused, micromanaged, and pressured to work outside of her contracted hours has been awarded compensation for a psychological injury.
An employee voluntarily resigned before her employer had the opportunity to rectify its mistake in rostering her on with a colleague she claimed was bullying her, the Fair Work Commission has ruled.
An employer has failed to prove an employee's unsuccessful application for a senior role was the sole cause of his psychological injury, with a commission finding 24 other events also contributed to his condition.
An employee who alleged he was bullied and harassed at work has won his psychological injury claim, with a commission finding that as long as the events were "real" it did not matter that his perception of them was flawed.
An employee has won compensation for a psychological injury after a commission accepted she had been treated with hostility by workplace "factions" and criticised in "reply all" emails.
Workplace bullying complaints continue to pose significant challenges for employers, including where the behaviour doesn't meet the legal definition of bullying or the threshold to make a claim. Watch this HR Daily Premium webcast to understand key lessons from cases where bullying complaints interact with other claims and issues.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
