It was unreasonable to inform an employee who had just raised a bullying grievance that his previous allegations weren't substantiated, a commission has ruled in a psychological injury dispute.
Continuing to engage with a mentally unwell employee who was certified unfit for work left him with no choice but to resign, and amounted to a harsh dismissal, the Fair Work Commission has found.
In the aftermath of an unsuccessful stop-bullying claim, directing an employee to return to her substantive role was reasonable management action, a tribunal has ruled in a psychological injury dispute.
When an employee suffers a psychological injury arising from workplace bullying, the onus is on employers to look beyond interpersonal issues and take accountability for other risks present in the workplace, a regulator says.
An employee held at knifepoint in his home for three hours by his manager is entitled to compensation for a psychological injury, despite his employer's argument that the attack wasn't connected to work.
Job demands attract a lot of attention as a psychosocial hazard when they're high, meaning employers are more likely to overlook the risks posed by demands that are too low, a specialist says.
When it comes to managing the psychosocial hazard of job demands, employers must ensure they consider not just the amount of work but also how work is structured, according to a risk management specialist.
There was no reasonable basis for an employee to believe he was being bullied; rather, he sought to "entrench" himself as a victim, the Fair Work Commission has found in refusing to issue stop-bullying orders.
Accusing an employee of misconduct and issuing her a warning, in circumstances which at their highest pointed to an inadvertent breach, was not reasonable administrative action, a tribunal has found.
Costly legal disputes continue to highlight the many risks employers face when managing, disciplining, or dismissing employees while they are absent, injured or incapacitated. Attend this webinar for an up-to-date review of the legal framework applying to workplace absenteeism, injury and incapacity, and lessons from recent case law.
