A medical opinion stating it was "possible" that a disciplinary meeting "may have had an impact" on an employee's psychological condition did not come close to clearing her employer of liability for the injury, a tribunal has found.
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.
Workplace bullying complaints continue to pose significant challenges for employers, including where the behaviour doesn't meet the legal definition of bullying or the threshold to make a claim. Watch this HR Daily Premium webcast to understand key lessons from cases where bullying complaints interact with other claims and issues.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
