Being able to take time off in lieu didn't alleviate the stress caused by a manager's "significant" workload, a commission has ruled in rejecting an employer's psychological injury appeal.
Workplace psychosocial hazards continue to dominate HR priorities, and with good reason. Regulators are cracking down on compliance, and employees have multiple avenues for making complaints and raising issues. Watch this HR Daily Premium webcast to understand the regulatory landscape and key risk areas.
An employee who "hijacked" a meeting and then resigned in the heat of the moment has lost his unfair dismissal claim, after the Fair Work Commission accepted he engaged in serious misconduct that warranted termination.
Many organisations could tighten up their processes for recruiting and managing employees who work with vulnerable people, but according to a compliance expert, there's also a major opportunity to overhaul accreditation and background-checking at a national level.
After being on restricted duties for nearly seven years, an employee who claimed she might be fit to perform her pre-injury role "at some time in the future" has lost her unfair dismissal claim.
The ANZ operation of a global organisation continues to slash the time employees spend on strategically unimportant work through a simplification project, but its HR director notes that every time an inefficiency is addressed, "something else rises to the top".
The operational variations between 10 employers weren't "significantly" different enough to warrant blocking a supported bargaining authorisation, a Fair Work Commission full bench has ruled.
Online reviews about employers can "significantly" impact the opinions of thousands of current and potential employees, and how organisations respond can turn "threat management" into an employer branding strategy, new research shows.
It was fair to summarily dismiss a worker who refused to change behaviour that reflected badly on his employer, even though the termination process was flawed, the Fair Work Commission has accepted.
Failing to provide light duties for six months, in line with doctors' recommendations, was unlawful because it "disregarded" the injured employee's right not to be exposed to workplace hazards, the Federal Circuit Court 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.
