Bullying | Page 7 (592 items)

Organisations with effective and transparent conflict management systems have lower levels of workplace bullying, according to a major study.

A medical opinion stating it was "possible" that a disciplinary meeting "may have had an impact" on an employee's psychological condition did not come close to clearing her employer of liability for the injury, a tribunal has found.

A disciplinary meeting was not the main cause of an employee's psychological injury, but it was the final straw for him after a year of workplace hazing and bullying, a commission has found.

A disclosure of mental health issues shouldn't necessarily stop a manager from holding an underperforming employee to account, but the approach they take might need to change, a conflict specialist says.

It's well known that being socialised to "play nice" from childhood doesn't always serve women well at work, but women who are too aggressive are also holding back gender parity, a workplace psychologist warns.

A drawn-out investigation did not amount to workplace bullying, the Fair Work Commission has ruled in dismissing a stop-bullying application.

If an employer had implemented the recommendations from its bullying investigation, it could have prevented further workplace issues between two employees, the Fair Work Commission has ruled.

Despite a "sub-optimal" workplace that condoned conversational swearing, an employee should have been aware that referring to female staff as "those b-tches" was grossly inappropriate, the Fair Work Commission has ruled.

The seriousness with which regulators are taking psychosocial hazards means employers should expect any bullying complaint to be investigated, regardless of whether an injury has been sustained, a safety expert says.

It wasn't reasonable to order 47 witnesses to attend a stop-bullying hearing, the Fair Work Commission has ruled, in a decision that clarifies when it will use this discretionary power.