Employers can't expect workers who have experienced s-xual harassment to make formal reports, but they can encourage "bystander intervention" to identify - and prevent - unacceptable behaviour, the University of Wollongong's Dr Michael Flood told a seminar this week.
An executive has been ordered to pay some of the costs her employer incurred in defending her high-profile adverse action claim, after the Federal Court found her allegations of s-xual misconduct were unreasonable.
A court has upheld an employer's decision to keep a complainant's identity confidential in a misconduct investigation, saying the decision was in line with "carefully considered" workplace policies.
Certain leadership styles can increase workplace psychosocial risks, so employers must take this into account in leadership selection and performance management processes, argues a psychologist.
An employer that failed to conduct "frank and transparent" performance reviews, or promptly deal with behavioural issues, gave up its right to summarily dismiss two workers for bullying, the FWC has ruled.
An employer's response to an Indigenous worker's complaint about racially offensive remarks was reasonable, the Federal Circuit Court of Australia has ruled in dismissing a discrimination claim.
Organisations should put more focus on people skills when appointing line managers, and provide training to prevent bullying grievances boiling over into court, according to Fair Work Commission senior deputy president Jonathan Hamberger.
A worker's repeated refusals to follow dispute resolution procedures when complaining about bullying amounted to "rank insubordination", and warranted his dismissal, the Fair Work Commission has ruled.
Senior leaders are more positive about their organisations' support for LGBTI inclusion than their staff, according to a survey report that says perceptions of workplace initiatives aren't matching up with people's experiences, and that some employees still believe gay jokes and innuendo are "harmless fun".
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.
