Questioning an employee's ability to meet work demands didn't amount to bullying, the Fair Work Commission has ruled, despite finding it was "borderline unreasonable" for an employer to ignore his repeated complaints about his workload.
A manager who was accused of "hysterical" and aggressive behaviour towards an employee experiencing work difficulties did not bully her, the Fair Work Commission has ruled.
A supervisor whose communication was "frequent and interrogative" possibly needed more support to manage remote staff, but his behaviour wasn't bullying, the Fair Work Commission has found.
Raising performance issues with an employee on her first day back from an extended period of mental health leave caused her psychological injury, a commission has found.
An employee who claimed she "resisted a male dominated and 'boys club' culture" for years wasn't forced to resign after her employer found a request to "get the coffees" didn't amount to gender-based discrimination, the Fair Work Commission has ruled.
Accusing a long-serving employee of being "incapable" of performing his role and requiring him to work in the office more than others wasn't bullying, the Fair Work Commission has found.
An employer didn't constructively dismiss an employee when it offered her the choice of resigning, or returning to a workplace alongside her alleged bullies, the Fair Work Commission has found.
An employee's accounts of bullying and hostile conduct had "such independent consistency and support" that there was "no doubt they were based on real events", a commission has found in upholding her psychological injury claim.
A commission has rejected that weekly meetings with a probationary employee were a "performance appraisal" that exempted an employer from liability for his psychological injury.
An employer could potentially have avoided stop-bullying litigation if it hadn't "clumsily" managed an employee's complaints about a supervisor and had been more transparent about its workplace decisions, the Fair Work Commission has ruled.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
