Substantiating a formal complaint against an employee who had no opportunity to respond was more than a "mere blemish" in a disciplinary process, a commission has ruled in upholding her psychological injury claim.
An employer's investigation into bullying allegations against an executive was reasonable, a tribunal has ruled in rejecting his psychological injury claim.
An employer has defended a psychological injury claim from a manager who said he was "blindsided" by disciplinary meetings and undermined by his superiors.
It was reasonable for an employer to remove an employee accused of "very serious" s-xual harassment allegations, but its miscommunication about the matter aggravated his psych injury, a tribunal has ruled.
An employer's refusal to let an injured employee return to full-time duties, and its subsequent response to her bullying and discrimination complaints, were reasonable actions, a commission has ruled.
An employee has failed to convince a tribunal that a conference call in which she tearfully spoke of her father's death led to her dismissal on the grounds of disability.
An employee who claimed he was left to "drift into irremediable psychological illness" after he made a workers' compensation claim has failed to prove he was unlawfully dismissed.
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.
