Browsing: Bullying and harassment | Page 75

The Fair Work Commission's first substantive stop-bullying order has been amended to remove some of the less practical conditions required of the respondent.

The Fair Work Commission will allow an employer to be represented by a lawyer in an anti-bullying case to speed up the process, but has rejected its alternative claim that its managers and the alleged bullies are incapable of representing the company or themselves.

A worker who suffered a psychiatric injury when she was turned down for a promotion has been awarded workers' compensation, after the AAT found her manager - who held her in "very low regard" - should have been excluded from the recruitment process.

The $130,000 Oracle s-xual harassment case shows that "well-intentioned but unskilled attempts" to respond to workers' complaints can cause as much damage as harassment itself, according to a lawyer.

An HR manager acted inappropriately in sending the details of her bullying complaint against her CEO to a potential witness who worked for another company, the Federal Circuit Court has ruled in dismissing her adverse action claim.

Employers have little to fear from the Fair Work Commission's new anti-bullying jurisdiction, with a "high number" of the applications received so far being resolved quickly and helping companies improve their HR practices, a conference has heard.

The full Federal Court has rejected a contractor's appeal against a s-xual harassment ruling, upholding earlier findings that a hotel and street were "workplaces".

A worker who described his former workplace as a "hell hole on earth" has been awarded workers' compensation, after the NSW WCC found a "toxic" relationship with his manager caused his psychological injury.

A worker who suffered post-traumatic stress disorder after a s-xual assault at an apartment controlled by her employer is entitled to workers' compensation, after the employer failed in its second appeal against liability.

Workplace bullying policies and procedures aren't working, and employers need a new approach instead of "putting their heads in the sand" and thinking everything will be OK, professional speaker and trainer Blythe Rowe says.