The Fair Work Commission has refused an employee access to an investigation report that he says would support his stop-bullying application. Also in this article, news on the soft skills gap, disability and LGBTI inclusion, and why unfair dismissal claims are rising.
The Fair Work Commission has slammed an employer's "callous" dismissal of a mentally ill employee, while noting its "unfortunate" approach occurs frequently in successful unfair dismissal cases.
An employer was entitled to deny an employee access to workplace investigation witness statements and other documents to protect the integrity of its complaints process, a commissioner has found.
An employer that ignored medical advice that could have helped a disgruntled employee return to work unfairly dismissed him, the Fair Work Commission has found.
The Fair Work Commission has ordered an employer to halt a workplace investigation and refrain from taking any disciplinary action against an employee until it determines her stop-bullying application.
Employers can take one of two paths when determining how to handle cross-complaints that arise during workplace bullying investigations, a specialist says.
Mediation following s-xual harassment complaints might be necessary to ensure employees understand appropriate behaviour and communication in the workplace, but it can be risky to force parties to be involved, an investigations specialist warns.
Doctors rarely elaborate on questions by choice, so if employers want detail from an independent medical examiner's report they should be prepared to work for it, a lawyer says.
An organisation's "sensible" dismissal of a long-serving employee who breached its drug and alcohol policy serves as a lesson for all employers, according to a workplace lawyer.
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.
