An absence of workplace bullying reports did not mean an employer wasn't aware of the conduct, a court has found, in awarding an employee more than $950k in damages for a psychiatric injury.
"Reasonable schemes reasonably implemented can miscarry without rendering them unreasonable," a commissioner has stressed, in rejecting the psychological injury claim of an employee who had a "troubling propensity for embellishment".
An employee suffered a psychological injury after the breakdown of a workplace friendship group, but his employer wasn't liable for it, a commission has ruled.
Implementing a support plan, holding frequent meetings and providing performance feedback from multiple people were all reasonable actions, a commission has ruled in a dispute over liability for an employee's psychological injury.
Being able to take time off in lieu didn't alleviate the stress caused by a manager's "significant" workload, a commission has ruled in rejecting an employer's psychological injury appeal.
Workplace psychosocial hazards continue to dominate HR priorities, and with good reason. Regulators are cracking down on compliance, and employees have multiple avenues for making complaints and raising issues. Watch this HR Daily Premium webcast to understand the regulatory landscape and key risk areas.
Allowing a disciplinary meeting to go ahead after learning that a manager accused of misconduct hadn't slept or eaten for three days wasn't "reasonable", a tribunal has ruled.
Meetings to address interpersonal conflict led an employee to believe she was being bullied, a commission has ruled, in rejecting this perception was part of her "delusional" thought processes.
An employer must pay workers' compensation for a psychological injury, even though its former employee didn't show signs of mental ill health while she was working, was facing multiple stressors in her personal life, and lodged her claim outside the required timeframe.
