Sexual harassment | Page 9 (211 items)

An employee who was not given a reasonable opportunity to defend himself against "very serious" misconduct allegations has won maximum compensation for unfair dismissal.

An employee must acknowledge a colleague's "distressful experience" in writing, and refrain from discussing a video of her, as part of consent orders handed down in response to a s-xual harassment application.

Even employees who understand why and when they should speak up about workplace issues won't do so if employers fail to eliminate some common barriers, a lawyer and HR specialist says.

Under organisations' positive duty to manage workplace s-xual harassment risks, it's crucial to foster a culture where employees feel safe to raise issues. Watch this webcast to learn how to move from simply responding to complaints, to a proactive approach.

An employer has been warned to do more to meet its positive duty to prevent s-xual harassment, after the Fair Work Commission found an employee's inappropriate behaviour went "unchecked" for years.

The Federal Government has introduced a bill to establish a "new specialist parliamentary human resources agency", to better deal with workplace misconduct.

An employee has failed to convince the Fair Work Commission that he didn't deserve to be dismissed because his numerous Facebook friend requests and unsolicited messages to a young female colleague were actually from his seven-year-old son.

Employers are often frustrated when employees fail to raise concerns about a risk before disaster strikes, but it's often the case that the problem is less about their people, than their leadership.

A self-proclaimed "touchy-feely" worker has failed to prove an investigation into her alleged inappropriate workplace behaviour was "fatally" damaged by irrelevant evidence.

An ER manager and four other employees accused of sexually harassing and/or discriminating against a doctor have avoided being joined into his claim against his employer.