What can an employer do if an employee refuses to get help for their mental illness? How much notice should be given regarding performance meetings? How should an employer manage a worker who is taking advantage of reasonable adjustments? These and more questions are answered here.
It was unreasonable, and "somewhat extreme", for a manager to request an employee meeting at short notice, via text message, and without mentioning its reason, a commission has ruled in a workers' compensation dispute.
Do all organisations need a distinct bullying policy? What should an employer do when a worker wants to withdraw a complaint? How should employers deal with the fallout from a bullying investigation? A specialist answers these questions and more.
Three workers who spent time congregating and socialising when they should have been working were unfairly dismissed, a commission has found in laying some of the blame with management.
A raft of new tribunal decisions are instructive for employers on how to manage bullying complaints and handle disciplinary action following employee misconduct.
Employers can't rely on any general principle to dismiss employees for reputational damage, so those without an explicit policy requiring workers to act consistently with their good reputation could be taking a significant risk, a lawyer warns.
An employer has been ordered to pay a psychologically injured employee $435k in damages, after a court of appeal found it was vicariously liable for a manager's belittling and harassing workplace behaviour.
The Fair Work Commission has rejected the findings of an HR manager's misconduct investigation after hearing she failed to interview key witnesses, including the accused employee.
