Real workplace events that an employee perceived as s-xual harassment "clearly" exacerbated her pre-existing psychological condition, a commission has found, in upholding her workers' compensation claim.
The fact an employee sought stop-bullying orders that might "lack utility" or be beyond the Fair Work Commission's powers was of "no great consequence", a member has commented, in rejecting the employer's application to dismiss the matter.
It was "premature" to sack an employee for failing to attend work, when just days earlier he was corresponding with the employer about his return, the Fair Work Commission has found.
Sacking an employee for breaching a company policy was unfair, the Fair Work Commission has found, in circumstances where there was no evidence she'd received specific instructions, and where she'd previously been "acclaimed" by co-workers for the same conduct.
An HR investigation into a workplace incident was "too narrow" and resulted in a flawed process, the Fair Work Commission has ruled in unfair dismissal proceedings.
An HR manager's incorrect advice regarding the entitlements an employee would receive if he quit wasn't intended to force his hand, the Fair Work Commission has found.
An independent investigation followed by mediation might have prevented a workplace conflict from escalating into a stop-bullying application, the Fair Work Commission has noted, in highlighting some lessons for employers.
A hybrid working guideline that allowed employees to work from home up to three days a week was "on one view generous", the Fair Work Commission has found, in a flexible work dispute.
It was reasonable not to award a sacked leader backpay along with her reinstatement, because she received a "very substantial" termination payment and made only "minimal efforts" to mitigate her loss, a Fair Work Commission full bench has ruled.
An employee who claimed he suffered a psychological injury after performance feedback from his supervisor has failed to convince a tribunal that her behaviour amounted to unreasonable action.
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.
