An employer's justification for performance managing an employee was clouded by its belief that she was causing workplace disputes, the Fair Work Commission has found in stop-bullying proceedings.
An employer effectively forced a poor-performer to resign but it didn't unfairly sack him; rather, it was trying to give him a "dignified exit", the Fair Work Commission has found.
Thanks to hybrid and remote working environments, leaders are struggling more than ever to hold teams and employees accountable, an organisational behaviour specialist says.
A new retention program where "nothing is off the table" to retain high-performing employees is uncovering "exciting" drivers beyond remuneration to leverage.
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.
