Investigations & procedural fairness | Page 49 (592 items)

Managers who know about interpersonal problems in the workplace often mistakenly assume that in the absence of a formal complaint, they're under no obligation to act, an employment lawyer warns.

An employer that covertly viewed an employee's Facebook page and then gave her a final warning for social media misconduct didn't commit a privacy breach, a court has ruled.

An employer that kept HR "out of the loop" of a workplace s-xual harassment investigation has lost its appeal against an employee's compensation for a psychological injury.

An employer acted fairly when it summarily dismissed an HR manager who took her personnel file home and failed to return it, the Fair Work Commission has found.

The Fair Work Commission has criticised a manager for failing to deal with the "simple matter" of issuing warnings, finding an employee's dismissal for poor performance was unfair.

Employees need greater understanding of what bullying is not, and new language for conflict, so not all interpersonal issues are managed through workplace bullying processes, a mediation specialist says.

An employer has failed to prove that documents from a s-xual harassment investigation were primarily created to obtain legal advice and shouldn't be made available to a dismissed employee.

An employer that allowed a worker to secretly check her manager's computer for p-rnography has been ordered to pay him $25k in compensation for unfair dismissal.

It was unreasonable, and "somewhat extreme", for a manager to request an employee meeting at short notice, via text message, and without mentioning its reason, a commission has ruled in a workers' compensation dispute.

Do all organisations need a distinct bullying policy? What should an employer do when a worker wants to withdraw a complaint? How should employers deal with the fallout from a bullying investigation? A specialist answers these questions and more.