An employer's procedural errors weren't so great as to make a manager's dismissal for drinking while at work unfair, the Fair Work Commission has ruled. Meanwhile, an employee's mass email speculating about job cuts justified his sacking, while another's abusive response to an "overly keen" supervisor also warranted termination.
Serial bullies are essentially psychopaths, but employers can identify those in their ranks and ensure work environments adequately "constrain" them, an author says.
An employer was wrong to sack a manager without warning after his team delivered a JK Rowling book a day early, the Fair Work Commission has found, awarding him $50k in compensation.
An employee who claimed his new team leader micromanaged and bullied him has had his stop-bullying application rejected, after the Fair Work Commission found her behaviour "abrupt" but not repeated or unreasonable.
Having a workplace bullying policy is akin to putting up a wet floor sign, according to a psychologist, whose research shows having a policy doesn't remove the risks that enable bullying to occur in the first place.
Subtle, negative types of behaviour that threaten staff engagement and cause absenteeism are slipping under the radar and deserve more attention from HR, research shows.
In three new cases from the anti-bullying jurisdiction, an employer has avoided an order but been told to acknowledge bullying occurred; interim orders have been made to prevent a dispute escalating; and a board chair's stop-bullying claim has been dismissed after his failed re-election bid.
There is a fine line between respect and "insolence" when an employee is friends with their manager, and a worker who was sacked for bullying overstepped it, the Fair Work Commission has found.
An employer had a valid reason to summarily dismiss an employee for sending abusive emails from his work address, the Fair Work Commission has ruled, finding they had the potential to damage the organisation's reputation.
The Fair Work Commission has ordered an employer to halt a workplace investigation and refrain from taking any disciplinary action against an employee until it determines her stop-bullying application.
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.
