There was a "significant degree of unreality" in an employee's claim that his employer no longer wanted to be bound by their contract, the Fair Work Commission has ruled, finding he wasn't forced to quit.
Being busy isn't always a bad thing, but when people are "so busy being busy" they never stop to consider where they're going, they end up wasting time and energy that could be better spent, a career development and leadership expert warns.
The Fair Work Commission has rejected that reinstating an employee would make others think they could "get away" with breaching workplace policies; rather, it said this case would clarify the employer's rules around acceptable behaviour.
A "for the people, by the people" approach to culture is driving industry-leading engagement and retention scores at Hewlett Packard Enterprise, its HR vice president says.
An employer has defended dismissing an employee whose performance figures were improving, with the Fair Work Commission finding the quality of his work was his downfall.
Employers can be "incredibly tactical" about psychological safety, but many focus on interpersonal dynamics without realising that other factors, such as lack of role clarity, might be just as relevant, according to an HR advisor.
A Fair Work Commission full bench has overturned a finding that an "exemplary" employee's 12-month first and final warning for a serious safety incident was an appropriate disciplinary outcome.
When complying with a third-party directive to exclude a worker from a site, commercial considerations don't outweigh the need for a procedurally fair process, a new unfair dismissal claim "demonstrates very clearly".
A "very generalised HR person" had no basis to weigh in on whether an employee's psychological injury risks were foreseeable, a court has ruled in throwing out his "expert" report.
Evidence of an employer's "considerable disinterest" in addressing a general manager's workplace complaint has significantly undermined its defence to his adverse action claim.
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.
