The employee cohort most at risk of experiencing s-xual harassment and victimisation at work is also at risk of suffering more profoundly, and researchers say targeted solutions are "urgently required".
Employers continue to face shifting boundaries regarding their ability to address misconduct that occurs outside the workplace or normal working hours. Watch this webcast for an update on recent case law and best practices.
The potential for an employee's behaviour in an airport lounge to cause "serious damage" to her work relationship meant she couldn't argue it was out-of-hours conduct unworthy of dismissal, the Fair Work Commission has ruled.
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.
An employee was understandably concerned about his relationship with a supervisor, who labelled him a poor performer and suggested he attended work "to bludge", a commission has found in psychological injury proceedings.
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.
