An employee's "bizarre" bullying and harassment allegations were not based on "real events", a tribunal has found, in denying her compensation for a psychological injury.
An employee's evidence about the ongoing impacts of experiencing workplace harassment was so "tainted by [her] lies" that she couldn't pass the first hurdle in her psych injury damages claim.
A Fair Work Commission member was wrong to dismiss a stop-bullying application based on the assumption that an employee who was absent and unfit for duties faced no continuing risk of bullying, a full bench has ruled.
In upholding an employee's appeal, a full bench of the Fair Work Commission has declined to determine whether someone can be considered "at work" and at risk of bullying while they're unfit for duties.
It was reasonable to ask an employee to take a D&A test after he was reported behaving erratically at work, a commission has ruled in rejecting his psychological injury claim.
An employee's perceptions of bullying, and her employer's failure to investigate her complaints, were significant precipitating factors in her death, a coronial inquest has found.
Many employers are now far more attuned to their employees' vicarious trauma exposure, but what they might not realise is their high performers are the most at risk, and that the signs can stay "hidden" in these workers for much longer, according to a mental health expert.
An employee's psychological injury was caused by real work events rather than "pure delusion", a commission has upheld in dismissing an employer's appeal.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
