An employee who held a "fundamentally different view" of his performance to that of his employer has lost his unfair dismissal claim, with the Fair Work Commission finding he was given "multiple opportunities" to improve.
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.
An employer has failed to prove that it did not bully or intimidate an employee into signing a performance management plan, with a commission upholding his psychological injury claim.
An employer unfairly dismissed an employee after "misunderstanding" his performance requirements and its own workplace procedures, a tribunal has found, however it declined to reinstate him due to his "manipulative" behaviour.
It's natural to find managing underperforming employees difficult, but in some cases leaders start to let their emotions "tinge" their interactions with revenge, a psychologist warns.
An employer acted lawfully in refusing to offer further shifts to an employee, who was accused of at least 10 separate instances of poor performance or misconduct in the space of a month, the Federal Circuit Court has ruled.
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 employee who claimed he had no choice but to quit after being placed on repeated performance improvement plans has lost his unfair dismissal claim, with the Fair Work Commission finding his employer took "reasonable steps" to support him.
"Ongoing" performance monitoring, along with a team leader's management style and a heavy workload, caused an employee's psychological injury, a commission has ruled in rejecting an employer's 'reasonable action' defence.
A remote worker has failed to prove her dismissal for having "low keystroke activity" over a three-month period was unfair, with the Fair Work Commission finding her failure to perform duties was not "minor" or "incidental".
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
