Managing underperformance | Page 13 (147 items)

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.

Watch this HR Daily Premium webcast to understand crucial lessons from 2022's unfair dismissal claims and what lies ahead for employers.

Employers increase their risk of litigation if they continue to performance manage an employee who has developed an illness or injury, a lawyer warns.

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.