It was highly unlikely an employee would have been sacked if her employer had afforded her "basic procedural fairness", the Fair Work Commission has ruled, in awarding her maximum compensation for unfair dismissal.
The age-old problem that employees "don't behave in the way [employers] expect them to" can partly be attributed to organisations relying on values that are far too vague, a culture consultant says.
Many employers' reconciliation and cultural inclusion efforts are failing to achieve meaningful change, due to widespread fears of having difficult conversations, according to authorities in the space.
An employee's evidence about the ongoing impacts of experiencing workplace harassment was so "tainted by [her] lies" that she couldn't pass the first hurdle in her psych injury damages claim.
Proposals to insert "clearer, and in some contexts prioritised, protections based on biological s-x" in discrimination laws would add a further layer of complexity to employers' obligations in this space, according to a workplace lawyer.
SMART goals, five-year plans, KPIs and performance reviews all aim to keep a leader's eyes "locked on a finish line", but they don't lead to personal growth, a leadership coach says.
A manager wasn't forced to resign due to "ongoing psychological safety hazards"; rather, she just didn't like working for the employer, the Fair Work Commission has found.
A study examining discretionary payment decision-making suggests that women need to achieve high outcomes to receive bonuses, but men can expect bonuses for low outcomes if evaluators hold them in high regard.
It wouldn't be "fair and just" for an employer to face an employee's discrimination claim, after it had already paid him compensation for unfair dismissal, a tribunal has found.
An employee couldn't rely on a generic complaint of "poor workplace culture" to support her s-xual harassment and vicarious liability claims, a court has ruled.
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.
