An employer's "very modest step" in limiting an employee's communications with his supervisor was reasonable action, in light of identified risks to the latter's mental health, a tribunal has found.
An employee was understandably concerned about his relationship with a supervisor, who labelled him a poor performer and suggested he attended work "to bludge", a commission has found in psychological injury proceedings.
A "very generalised HR person" had no basis to weigh in on whether an employee's psychological injury risks were foreseeable, a court has ruled in throwing out his "expert" report.
An employer's misguided approach to addressing an "emotional" supervisor's performance issues could have caused even someone of "normal fortitude" to suffer a psychiatric injury, a court has ruled in ordering it to pay $300k in damages.
It was "excessive" and unfair to take six months to investigate workplace misbehaviour allegations, a commission has found in upholding an employee's psychological injury claim.
Defects in a disciplinary process "were not minor or insignificant" as an employer claimed, a commission has ruled in finding it liable for a manager's psychological injury.
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In failing to respond to "very detailed" accusations about belittling an employee and increasing her workload, a manager has undermined an employer's psychological injury defence.
An employee who claimed his workplace absence was weaponised as a disciplinary threat to his whole team has lost his psychological injury claim, after a commission found the employer's warnings were "entirely reasonable".
An employee wasn't "taken by surprise" when told he'd failed a performance review, a commission has ruled, finding his deficiencies were "well documented" and his employer's processes were reasonable.
