In a decision that "highlights the perils of litigating hurt feelings", a court has found an employee wrongly interpreted "petty workplace disagreements" as race-based insults.
An employee who was not given a reasonable opportunity to defend himself against "very serious" misconduct allegations has won maximum compensation for unfair dismissal.
An employee must acknowledge a colleague's "distressful experience" in writing, and refrain from discussing a video of her, as part of consent orders handed down in response to a s-xual harassment application.
Even employees who understand why and when they should speak up about workplace issues won't do so if employers fail to eliminate some common barriers, a lawyer and HR specialist says.
Under organisations' positive duty to manage workplace s-xual harassment risks, it's crucial to foster a culture where employees feel safe to raise issues. Watch this webcast to learn how to move from simply responding to complaints, to a proactive approach.
Regularly questioning an employee about why he wasn't completing his assigned tasks amounted to bullying and harassment, and caused his psychological injury, a commission has ruled.
An employer has been warned to do more to meet its positive duty to prevent s-xual harassment, after the Fair Work Commission found an employee's inappropriate behaviour went "unchecked" for years.
The Federal Government has introduced a bill to establish a "new specialist parliamentary human resources agency", to better deal with workplace misconduct.
Staff at EY Oceania say workplace bullying has often been "excused or normalised" as performance management, and half of those who reported the behaviour were dissatisfied with the company's response, according to a culture review.
An employee has failed to convince the Fair Work Commission that he didn't deserve to be dismissed because his numerous Facebook friend requests and unsolicited messages to a young female colleague were actually from his seven-year-old son.
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.
