An HR manager who breached the confidentiality requirements of her own bullying complaint has lost her adverse action case in the Federal Circuit Court.
A case in which an HR manager was sacked for sharing her employer's policies and documents raises some questions about investigations and surveillance in the workplace, according to DLA Piper partner Brett Feltham.
Organisations should put more focus on people skills when appointing line managers, and provide training to prevent bullying grievances boiling over into court, according to Fair Work Commission senior deputy president Jonathan Hamberger.
A worker's repeated refusals to follow dispute resolution procedures when complaining about bullying amounted to "rank insubordination", and warranted his dismissal, the Fair Work Commission has ruled.
Senior leaders are more positive about their organisations' support for LGBTI inclusion than their staff, according to a survey report that says perceptions of workplace initiatives aren't matching up with people's experiences, and that some employees still believe gay jokes and innuendo are "harmless fun".
In some of the key cases handed down in the anti-bullying jurisdiction so far, the Fair Work Commission has provided useful guidance on what constitutes "repeated unreasonable behaviour", but also raised concerns about the scope of orders it can make.
A purely policy-driven approach to workplace bullying will not change behaviour because it only tackles the issue at a logical level, according to professional speaker and trainer Blythe Rowe.
Employers have no automatic right to legal representation when defending claims in the anti-bullying jurisdiction, despite popular belief to the contrary, according to DLA Piper senior associate Elizabeth Ticehurst.
Strong informal processes can prevent many bullying complaints from escalating into full-blown claims and legal action, but only if employers avoid common mistakes with them, says employment lawyer Jordan Tilse.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
