It was "extremely unfair" for an employer to rely on historical – and resolved – performance issues when dismissing an employee, the Fair Work Commission has ruled in awarding him maximum compensation.
One of the most common challenges leaders face is how to approach someone they are concerned about at work, and there are five steps to building "conversation competence", according to a specialist in the field.
The Fair Work Commission has expressed "genuine concern" that an employee would continue to be bullied if it didn't make interim orders halting a disciplinary process.
Because what "improving my wellbeing" looks like will vary between employees, it's important to give them choice, and not make distinctions between work and home, according to a chief people officer.
The Fair Work Commission has chastised a long-serving employee for creating a "false and misleading story" to explain his workplace actions, finding his dismissal for serious misconduct was "wholly justified".
An employee "blatantly" lied to his employer when he said he wasn't recording their meetings, the Fair Work Commission has found, ruling this post-dismissal discovery foiled his case.
A manager's "performance discussion" with an employee was actually an "unsatisfactory exchange of views conducted in a cursory and excited manner", the Fair Work Commission has found in unfair dismissal proceedings.
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.