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.
Vicarious trauma has become a hot topic in recent years, but many employers continue to underestimate their exposure and rely on controls that don't go far enough, according to a mental health expert.
It wasn't reasonable for an employer to replace an employee's full-time colleague with two untrained casuals, who worked fewer hours and on different days, a commission has ruled in a psychological injury dispute.
Being sacked for serious misconduct after regularly complaining of workplace bullying and harassment would have made a manager feel like "a grave injustice had been perpetrated", the Federal Circuit Court has accepted in adverse action proceedings.
An employee who saw negative feedback as a "fallacious, malicious and libellous" attack on her reputation is not entitled to compensation for a psychological injury, a commission has found.
An employee's "odd and difficult" behaviours led to personality clashes with supervisors, which in turn aggravated his bipolar disorder and rendered his employer liable for workers' compensation, a commission has ruled.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
