Workplace investigations continue to challenge employers in new ways, requiring sensitivity within the legal framework of natural justice and procedural fairness. Watch this webcast to ensure your organisation's practices are up to date.
Among the standards employers must meet to satisfy their positive duty to prevent workplace harassment, "leadership" is the most important, according to former Federal S-x Discrimination Commissioner Kate Jenkins.
A senior employee should have known that his occasional rudeness might impact a colleague, but his behaviour didn't rise to the level of bullying, a court has ruled in awarding him $368k for wrongful dismissal.
An employee, who alleged managers bullied her during a performance management process, has failed to secure interim orders blocking her dismissal until the conclusion of her stop-bullying claim.
The Fair Work Commission has declined to make orders to stop sexual harassment, after the respondent to the application expressed remorse for his action. Meanwhile a conflict specialist is calling for employers to go beyond policies and documentation, and call out poor behaviour more often.
For too long, leaders have treated misbehaviour and misconduct as separate to performance issues at work, but "the world is waking up", a communication specialist says.
There's a concerning lack of awareness among senior leaders about recent employment law changes, and even where knowledge is higher, compliance action remains low, new research shows.
The "deafening silence" that often follows an investigation can make it seem like speaking up didn't achieve anything, so it's important to remind employees that not seeing action doesn't mean none was taken, a workplace conflict specialist says.
A "shield of positive social climate" known to protect against workplace bullying might also provide a "huge protective effect" against s-xual harassment, an academic says.
