An employer has defended sacking a manager for being "out of his depth" when it came to implementing procedures, training subordinates and generally connecting with colleagues.
A long-term underperforming employee has won a psych injury appeal, arguing the performance management process she was on for more than three years lacked clear expectations and timeframes.
The issues that triggered an employee's performance management should have instead prompted "proactive and practical training", a tribunal has found in awarding compensation for a psych injury.
An employer's patience "understandably ran out" after a worker repeatedly failed to clock on and off despite multiple warnings, the Fair Work Commission has found in upholding her dismissal.
An employee who attributed his repeated lateness to a biological challenge (he wasn't a morning person), while his manager considered it a "pattern of wilful behaviour", has failed to prove his dismissal was unfair.
It was "easy" to see why an employee believed she had been targeted for disciplinary action, but she was ultimately the "author of her own misfortunes", a court has found in rejecting her adverse action claim.
A PIP is not a disciplinary process but "a plan to address deficiencies to enable an employee to succeed", the Fair Work Commission has reminded an employer that "bypassed" proper procedures.
Unreasonable behaviour that occurs more than once won't be considered bullying unless it is persistent, a court has ruled in rejecting an employee's stop-bullying appeal.
Some employers have successfully stepped up to the task of managing psychosocial safety, but in many other workplaces, initiatives are falling flat. Join us for an HR Daily webinar to understand what's holding back progress in this critical space and how to move forward.
