Management action does not have to be "perfect" or industrially fair for it to be reasonable, a Commission has noted in finding a stressed employee was not entitled to compensation for a psychological injury.
It should have been obvious to an employer that an employee's swearing outburst was due to his poor wellbeing, caused by mishandled workplace complaints, the Fair Work Commission has ruled in overturning his dismissal.
A chief people officer's decision to sack an employee for assisting police in a murder investigation was "irrational, if not bizarre", a court has found.
The Fair Work Commission has recommended rather than ordered an employer to update its policies, procedures and training, after accepting a "menacing" letter to an employee was likely to be bullying.
In trying to shield a manager from the embarrassment of suspension, an employer ignored correct procedures and caused his psych injury, a commission has ruled.
An employer "curiously" abandoned 16 misconduct allegations against an employee, only to "blindly" and unfairly sack her on medical grounds two months later.
The Fair Work Commission has criticised an HR director's entirely email-based disciplinary process, in finding an employee was unfairly dismissed for his disrespectful "tone".
An employer must compensate a manager it sacked for s-xually harassing a customer, after the Fair Work Commission found its dismissal process was "procedurally disastrous".
The Fair Work Commission has rejected that an employee kicked and pushed a colleague in a "fight or flight" reaction, finding her conduct warranted dismissal despite a flawed procedure.
The FWC has ordered reinstatement for an employee sacked for serious misconduct, after finding his unblemished safety record made dismissal a disproportionate response.
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.
