An employer had "no case to answer" regarding an employee's alleged work-from-home rights, but whether she was bullied after requesting flexibility remains to be determined, the Federal Circuit Court has ruled.
An employee has won compensation for a psychological injury he suffered after a colleague, with whom he'd been embroiled in conflict for years, was promoted and threatened to "go after" him.
An employee's private chat about a colleague went beyond any "ordinary level of workplace gossip or venting", and was a "hateful" exchange that warranted her immediate dismissal, the Fair Work Commission has ruled.
A rise in employees "weaponising" bullying allegations for strategic reasons now requires a more measured response from HR, according to an employment lawyer.
"Ongoing" performance monitoring, along with a team leader's management style and a heavy workload, caused an employee's psychological injury, a commission has ruled in rejecting an employer's 'reasonable action' defence.
Staff at EY Oceania say workplace bullying has often been "excused or normalised" as performance management, and half of those who reported the behaviour were dissatisfied with the company's response, according to a culture review.
Leaders too often dismiss negative micro-behaviours or incivility without realising its potential to damage trust and communication in the workplace, a people and culture specialist warns.
An employer has been ordered to resume an employee's workers' compensation payments, after a commission found that requiring her to return to work with a bully colleague aggravated her psychological injury.
The Fair Work Commission has expressed "genuine concern" that an employee would continue to be bullied if it didn't make interim orders halting a disciplinary process.
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.
