Browsing: Bullying

• Manager with bullying "injury" ordered to repay $100k;
  
• WHS regulator lays fatality charge and issues blade alert; and
  
• NT amends WHS clause on "white cards", reports powerline incidents.

Despite the fact that an employer was negligent in the way it managed an injured worker's return-to-work plan, a superior court has confirmed this negligence wasn't the cause of her subsequent anxiety and depressive illness.

Surprisingly high percentages of workers are exposed to aggression from colleagues, managers and customers, while workplace racism also remains common, creating significant WHS risks and highlighting the need for targeted training, according to safety, wellbeing and human resources specialists.

A tribunal has found that callous treatment by co-workers in the years following a traumatic workplace incident exacerbated a worker's post-traumatic stress disorder and contributed to her adjustment condition.

European occupational health researchers have identified the most common types of workplace conflicts that cause psychological injuries to the individuals exposed to them.

Using a two-pronged strategy, and creating "protected time" for wellness education and training, helped improve work-life balance and reduce stress and bullying among workers with high demands, an Australian study has found.

An employer's anti-bullying and grievance procedures require intervention by a WHS regulator because they lack processes to ensure they are timely and don't cause psychological injuries to those involved, a commission has found.

An employer's decision to prevent a worker from attending his favoured worksite was not bullying, but informed by legitimate safety concerns over his behaviour, a commission has found in rejecting his bid for anti-bullying orders.

Employers will be required to implement "prevention plans" for psychosocial hazards ranging from aggression and bullying to high job demands, under proposed Victorian provisions that were informed, in part, by agreed changes to the national model WHS laws.

A new consultation paper examining six legislative reforms, proposed by Kate Jenkins, has included an important reminder to employers of their WHS duty to prevent and address "intimidating, hostile, humiliating or offensive" work environments.