Managing underperformance | Page 11 (130 items)

An employee who made numerous bullying and harassment complaints about a manager during her seven weeks of employment has failed to prove she was unlawfully sacked.

An employer had a valid reason to sack an employee who continuously underperformed in his role and caused it "significant" financial loss, the Fair Work Commission has ruled.

An employee has failed to block a six-month pay reduction and a year-long ban from performing higher duties, after a commission found she lacked "real insight" into her problematic communication style.

The Fair Work Commission has chastised an employer for treating a long-serving manager "with disdain", but has stopped short of finding its conduct was aimed at ending his employment.

An organisation-wide performance assessment was a "stressful exercise" for participating employees, but it was nonetheless "necessary", and reasonable, a tribunal has found in rejecting a psychological injury claim.

It was open to conclude an employee lacked the necessary interpersonal skills for her role, but her employer has nonetheless failed to prove its dismissal decision wasn't prompted by her workplace complaints.

An employee called into "meetings upon meetings" about two workplace incidents, despite the fact she had already provided statements and received a final warning, has won her psychological injury claim.

An HR manager has failed to prove a supervisor's conduct during a performance review breached her employment contract, with a court finding she should have expected some negative feedback.

An HR business partner has defended claims she failed to support an overwhelmed manager, with the Fair Work Commission finding she often acted as a "sounding-board" and tried to help improve her performance.

An employee held a "reasonable suspicion" that warranted blowing the whistle on her employer, but her disclosures weren't the reason she was dismissed, the Federal Circuit Court has ruled.