An employer has defended dismissing an employee whose performance figures were improving, with the Fair Work Commission finding the quality of his work was his downfall.
Employers can be "incredibly tactical" about psychological safety, but many focus on interpersonal dynamics without realising that other factors, such as lack of role clarity, might be just as relevant, according to an HR advisor.
A Fair Work Commission full bench has overturned a finding that an "exemplary" employee's 12-month first and final warning for a serious safety incident was an appropriate disciplinary outcome.
The Fair Work Commission has declined to make orders to stop sexual harassment, after the respondent to the application expressed remorse for his action. Meanwhile a conflict specialist is calling for employers to go beyond policies and documentation, and call out poor behaviour more often.
For too long, leaders have treated misbehaviour and misconduct as separate to performance issues at work, but "the world is waking up", a communication specialist says.
When complying with a third-party directive to exclude a worker from a site, commercial considerations don't outweigh the need for a procedurally fair process, a new unfair dismissal claim "demonstrates very clearly".
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.
Evidence of an employer's "considerable disinterest" in addressing a general manager's workplace complaint has significantly undermined its defence to his adverse action claim.
General protections claims are the fastest-growing category of applications in the Fair Work Commission, with reforms now underway to stem the tide. This webinar will discuss important developments in both procedural issues and case law.
