An employee is claiming she suffered a compensable psychological injury after reporting her manager for serious misconduct and then continuing to work under him, fearing that he knew.
Management action does not have to be "perfect" or industrially fair for it to be reasonable, a Commission has noted in finding a stressed employee was not entitled to compensation for a psychological injury.
In trying to shield a manager from the embarrassment of suspension, an employer ignored correct procedures and caused his psych injury, a commission has ruled.
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.
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.
