Workplace disagreements and behaviours caused an employee "some stress", but they didn't significantly contribute to his psychological ailment, a tribunal has ruled.
Rejecting an employee's request to work remotely until 2026 and encouraging her to work in a different way was not repeated unreasonable behaviour, the Fair Work Commission has ruled.
An employer's justification for performance managing an employee was clouded by its belief that she was causing workplace disputes, the Fair Work Commission has found in stop-bullying proceedings.
A "little bit" of swearing towards a director was "nothing serious", but when the behaviour escalated to verbal and physical abuse it became unreasonable, a tribunal has found in a psych injury appeal.
In a case highlighting the importance of contemporaneous dismissal evidence, the Federal Circuit Court has rejected that a general manager was sacked for making workplace bullying complaints.
An employer's decision to dismiss serious workplace bullying allegations without interviewing the complainant was "shocking and negligent", but didn't amount to a constructive dismissal, the Fair Work Commission has found.
An organisation accused of harming an employee's mental health has been cleared of bullying allegations, with the Fair Work Commission accepting it "turned itself inside out" to accommodate him.
It was difficult to understand why a "brash, aggressive" employee wasn't sacked during her probation period, the Fair Work Commission has said in rejecting her stop-bullying application.
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.
