Browsing: Industrial/employment issues | Page 172

A sales administrator bullied a worker, within the meaning of the Fair Work Act, when she aggressively lectured the worker and "defriended" her on Facebook for raising business concerns with another manager, the Fair Work Commission has found.

Another jurisdiction has proposed amending its mirror WHS Act to reduce union-entry and HSR powers, despite acknowledging that there is "little if any" evidence of these powers being abused.

The Fair Work Commission has outlined what not to do when dealing with workplace conflict, in finding an employer had a valid reason to sack a worker for "quickly and unnecessarily" escalating an altercation.

A worker's mentor acted reasonably in making comments about her appearance and the impression it gave about her work attitude, the Federal Court has found in rejecting the worker's psychological injury claim.

In an important ruling on time limits for starting common law actions in Western Australia, a Federal Court full bench has found in favour of an applicant who began his case before receiving written notification from the Workers Compensation Commission as required under the Act.

• Full bench blocks bullied worker's reinstatement bid; and
  
• ReturnToWork SA reports further improvements.

Improving awareness about menopause in the workplace, and supporting those experiencing it, requires employers to provide information not only to women, but to men in their roles as partners and line managers, a university professor says.

Employers with a "substantial percentage" of overweight and obese workers should take three steps to tackle the issue, US researchers recommend, after finding a high body-mass index was associated with increased costs and time off work.

• "Steve Irwin" and union fined $273k over WHS entry breach;
  
• Regulator warns of unregistered high-risk work trainer; and
  
• Qld regulator investigating two workplace fatalities.

One of the most effective ways to reduce workers' comp claims costs and premiums is to focus on returning injured workers to their pre-injury hours, rather than their pre-injury duties, according to workplace relations lawyer Kim Cunningham.