A "competent" employee was unable to meet the requirements of his role due to an "unfortunate coincidence of circumstances", the Fair Work Commission has found, while upholding his dismissal as fair.
Clear expectations, regular feedback and fair processes protect both employees and employers when it comes to managing performance. Watch this HR Daily Premium webcast to ensure your practices are keeping pace with what courts and commissions consider reasonable.
An employee wasn't bullied when she received repeated requests to work in her employer's office, and was placed on a performance improvement plan after a client complaint, a key ruling from this year illustrates.
Hopes that a new employee would "hit the ground running" did not materialise, and prompted numerous workplace issues that ultimately caused her psychological injury, a commission has ruled.
Most HR practitioners know how to apply a technical lens to complex workplace matters, but a broader focus on human elements can surface risks and opportunities they wouldn't otherwise address, an advisor says.
Losing a job held for nearly 30 years was likely to have an "extremely significant effect" on an employee, but she was "given every opportunity to avoid that outcome", according to the Fair Work Commission.
If HR leaders want more effective and psychologically safe performance processes, getting rid of the word "review" is a good place to start, an advisor says.
Performance conversations that weren't as "overt" as they could have been contributed to an employee's confusion regarding the reasons for her dismissal, but her employer's decision wasn't unlawful, the Fair Work Commission has ruled.
Implementing a support plan, holding frequent meetings and providing performance feedback from multiple people were all reasonable actions, a commission has ruled in a dispute over liability for an employee's psychological injury.
"Micro coaching moments" are among the ways progressive HR functions are combatting managers' fear of giving performance feedback, according to an experienced consultant.
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.
