An employer that failed to take timely action in response to bullying and harassment complaints against a director has been ordered to pay her $1.5 million in damages.
An employer victimised an employee after she made a sexual harassment claim against her manager by preventing her from returning to the workplace once its investigation was complete, a tribunal has found.
Having a workplace bullying policy is akin to putting up a wet floor sign, according to a psychologist, whose research shows having a policy doesn't remove the risks that enable bullying to occur in the first place.
In three new cases from the anti-bullying jurisdiction, an employer has avoided an order but been told to acknowledge bullying occurred; interim orders have been made to prevent a dispute escalating; and a board chair's stop-bullying claim has been dismissed after his failed re-election bid.
Mediation following s-xual harassment complaints might be necessary to ensure employees understand appropriate behaviour and communication in the workplace, but it can be risky to force parties to be involved, an investigations specialist warns.
An HR manager's decision to dismiss an employee who couldn't perform the inherent requirements of her role was reasonable, despite some "regrettable" lapses in process, the Fair Work Commission has ruled.
An employee who was described as not the "archetypal victim of s-xual harassment" has been awarded $150k in damages, after a tribunal found he was humiliated and suffered psychological injuries when he had to clean up a staged "s-x romp".
An employee whose friendship with a colleague broke down while they were on a holiday together, resulting in numerous workplace confrontations when they returned, has been awarded workers' compensation for a psychiatric injury.
Two new reports shine a light on the prevalence of workplace bullying, the work climates that foster it, and its impact on absenteeism and productivity.
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.
