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.
An employee made it "impossible" for an employer to make her performance management process collaborative and supportive, a commission has found in rejecting her unfair dismissal claim.
An employer made "objectively positive" efforts to performance manage an employee and did not set him up to fail, a tribunal has ruled in rejecting his psych injury appeal.
An employee who had "little regard" for his employer's leave policies has failed to prove a performance improvement plan was designed to increase pressure on him and result in his dismissal.
Demoting an employee whose "zealous approach" to his role negatively affected workplace relationships was fair and reasonable, the Fair Work Commission has ruled.
Costly legal disputes continue to highlight the many risks employers face when managing, disciplining, or dismissing employees while they are absent, injured or incapacitated. Attend this webinar for an up-to-date review of the legal framework applying to workplace absenteeism, injury and incapacity, and lessons from recent case law.
