Investigations & procedural fairness | Page 12 (571 items)

As awareness of psychosocial risks continues to grow, more employers are considering how they can better support the subjects of workplace investigations and performance management, a conflict specialist says.

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It was fair to sack a director who failed to disclose a s-xual relationship with a subordinate and was "essentially dishonest" when questioned about it, the Fair Work Commission has ruled.

An employee has won nearly $20k compensation after her employer summarily dismissed her, with the Fair Work Commission finding it failed to properly investigate allegations that her bullying behaviour caused three colleagues to resign.

The Federal Court has ordered a continued injunction against a misconduct investigation, finding it possible that the employer's process breached its enterprise agreement.

An employer's "abrupt" dismissal of a poor performing employee, after finding he "wasted" seven hours browsing non-work-related websites, was procedurally deficient, the Fair Work Commission has ruled.

It was reasonable to summarily dismiss an employee who responded to performance concerns by calling managers "c-nts" in a staff Facebook group chat, the Fair Work Commission has found.

An employer that failed to "advocate" for an employee when its client requested he be stood down during a serious misconduct investigation has been ordered to pay him compensation for a psychological injury.

The Fair Work Commission has granted a worker's request for copies of emails, notes and reports related to her employer's internal processes, as part of her stop-bullying claim.

An employer's dysfunction enabled an "extremely flawed" dismissal of an employee, one week after it promoted her, and it then displayed a "lack of professionalism" during unfair dismissal proceedings, the Fair Work Commission has found.