Browsing: Jurisdiction (NSW) | Page 10

A worker was unfairly sacked, for damaging a client's Mercedes, by a decision maker who wrongly took her suggestion that certain WHS measures could have prevented the incident as an attempt to shift the blame, a commission has found.

Company executives must ensure systems are in place to deal with non-compliance with safety requirements and those systems are properly monitored, a regulator has stressed after an employer was handed a record recklessness fine relating to the deaths of four police officers.

An employer has been convicted of category-3 WHS breaches for failing to monitor a labour-hire worker's tasks at a placement, where he was injured performing work outside of the scope of his experience.

• NSW releases WHS tips for Xmas stress, reviews more Codes;
  
• Assessment tool encouraged in NT's draft psychosocial Code; and
  
• Vic injury Bill passes LA without premium-freeze proposal.

A worker's psychological injuries are impacting on his physical condition but he is still entitled to two sets of incapacity payments, an appeals commission has confirmed.

A PCBU has been fined $450,000 after a worker sustained serious injuries in an area of its site depicted as a "safe zone", 12 months after an almost identical incident occurred.

• Employer fined $551k over rock fall and hazardous rescue;
  
• SafeWork discusses Qantas case, targets high-risk sector; and
  
• New ASEA chief to have broader role.

Qantas Ground Services Pty Ltd has been found guilty of engaging in unlawful discriminatory conduct against an elected health and safety representative during the emergence of COVID-19, with a judge ruling that consultation failings on the HSR's part did not invalidate his cease-work directions or help Qantas's defence.

An employer has been ordered to pay more than $268,000 in damages and compensation to a harassed and victimised worker, with a court rejecting its claim its director's overtures towards the worker, who developed a psychiatric injury, were not s-xual in nature.

A major employer could have identified and eliminated a "blind spot" in its WHS systems by proactively seeking to improve its processes, a judge has ruled in sentencing the company.