The Fair Work Commission has refused to reopen a worker's anti-bullying application, despite a WHS regulator issuing improvement notices to her employer and advising the parties to seek clarity from the FWC to avoid further conflict.
Workplace bullying and harassment is the number one cause of psychological injury claims and employers should consider which "carrots" and "sticks" in their policies are influencing behaviour, according to an icare senior manager.
The Fair Work Commission has dismissed a worker's stop-bullying application, finding her co-worker's rude and "aggressive" emails should be viewed through a "prism of banter" from when their working relationship was amicable.
A major employer has been cleared of coercing a worker not to make a workers' comp claim, but fined over an HSE manager's unprofessional actions in dealing with the worker's complaints against her injury management coordinator.
> WHS regulator issues Christmas party warning and safety alert; > New WHS Code of Practice introduced in Qld; > Safety inspectors' powers increase with passing of OPGGS Bill; > Journey claims restored by NSW private member's Bill; and > New WorkSafe Vic chief and chair announced.
A reality TV contestant recently awarded workers' compensation developed psychological injuries from being placed in a "hostile and adversarial" environment, and her "employer" not protecting her from negative social media comments, a judgment shows.
A worker who claims she was severely psychologically impaired by being bullied and harassed after making a statement to a taskforce investigating s-xist behaviour in her workplace, has been allowed to sue her former employer for damages.
A worker who claimed she was bullied and abused at work for a decade has been granted permission to sue her former employer over her mental injuries, more than three years after the limitation period ended.
The Fair Work Commission has issued orders prohibiting the parties to a stop-bullying application from yelling at each other or discussing the merits of the case in the workplace or elsewhere, after hearing the alleged bully persistently tried to engage with the applicant on the matter.
A major employer's anonymous behaviour feedback system allows it to quickly identify unsafe practices and resolve them informally, stopping inappropriate behaviour from escalating and requiring formal disciplinary action, its executive director of people and culture says.