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.
An employee who "relentlessly pursued" a subordinate despite her repeated rejections has lost his unfair dismissal claim, with the Fair Work Commission finding his behaviour amounted to serious misconduct.
Employers can use the Respect@Work framework to prevent all inappropriate workplace behaviour, rather than considering that it only applies to s-xual harassment, according to an expert in the field.
Public reporting of "alarming" inappropriate behaviour in workplaces should spur all employers to more proactively address their psychosocial risks, an expert says.
After its workplace training was described as a "tick and flick" exercise, an employer has been ordered to compensate a worker who engaged in "totally unacceptable" behaviour.
Leadership is the first of seven areas employers must address to meet their positive duty to eliminate s-xual harassment, but what is "proportionate and appropriate" will vary between organisations, a workplace lawyer says.
Although Respect@Work legislation has been in place for some time, employers' responses vary greatly on the spectrum between non-compliance and best practices. Watch this HR Daily Premium webcast to lift your organisation's game on this critical issue.
"Simple life experience" should have taught an employee not to bully and humiliate his co-worker, according to the Fair Work Commission, but a lack of evidence that he was trained in workplace policies meant his dismissal was harsh.
Some employers have successfully stepped up to the task of managing psychosocial safety, but in many other workplaces, initiatives are falling flat. Join us for an HR Daily webinar to understand what's holding back progress in this critical space and how to move forward.
