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.
Controversial reforms aiming to "stabilise" the NSW workers' compensation scheme will instead "radically reduce" employees' psychological injury rights, according to critics of the proposals.
After abandoning its own disciplinary policy and prematurely deciding an employee was guilty of misconduct, an employer couldn't argue its "reasonable action" was the predominant cause of her psychological injury.
"Any reasonable adult worker" should understand that using offensive language to describe a CEO and other employees constitutes misconduct, a tribunal has noted in dismissing a sacked employee's application for reinstatement.
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.
