An employer displayed a "distinct lack of understanding" about its legal obligations regarding workplace s-xual harassment allegations, and breached a clause in its enterprise agreement, the Fair Work Commission has found.
A Fair Work Commission member took the wrong approach when dismissing a s-xual harassment dispute application on the basis it wasn't validly made, a full bench has found in upholding an employee's appeal.
An employee's evidence about the ongoing impacts of experiencing workplace harassment was so "tainted by [her] lies" that she couldn't pass the first hurdle in her psych injury damages claim.
An employee couldn't rely on a generic complaint of "poor workplace culture" to support her s-xual harassment and vicarious liability claims, a court has ruled.
An employer was vicariously liable for a director's s-xual harassment of a "vulnerable" young trainee, the Federal Circuit Court has ruled, ordering them to pay her $125k.
A manager who provided "harrowing" descriptions of feeling degraded after experiencing homophobic comments and s-xual harassment at work has been awarded $116k in compensation and penalties by the Federal Circuit Court.
Only 10% of workers who report s-xual harassment say their employer took disciplinary action against the harasser, according to new research from Diversity Council Australia.
An employer has unsuccessfully tried to block a s-xual harassment dispute, arguing it had no utility because it was lodged by a former employee it would "never" hire again, and who had also filed a claim in the Australian Human Rights Commission.
The Fair Work Commission has dismissed an employee's s-xual harassment dispute, confirming it couldn't deal with the matter because at the time of her application her claims in other tribunals hadn't yet failed or been withdrawn.
It was "disgraceful" for an employer to retain a director on its board after substantiating s-xual harassment allegations against him, the Fair Work Commission has found.
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.
