A psychologically injured worker has unsuccessfully argued that a tense meeting with his supervisor wasn't administrative action because the planned performance appraisal never occurred. In another case, the Federal Court has found that a tribunal misapplied the admin action test.
A recent High Court judgment in an anti-discrimination case does not bar the determination of an interstate worker's injury claim, a tribunal has ruled. However, it rejected the worker's bid for weekly benefits for PTSD arising from bullying and racial discrimination.
A coroner has condemned an employer's actions in demoting a worker struggling with mental illness, instead of seeking to accommodate her condition as required by its procedures and anti-discrimination laws, in an inquest into the worker's suicide.
In a case examining the blurred lines between workplace relationships and friendships, the Fair Work Commission has rejected a worker's claim that her manager bullied her through comments about her appearance and sick leave.
A supervisor's actions in providing personal support and coaching to a worker on a performance management plan, and encouraging him to access an EAP, have helped defeat the psychologically injured worker's stop-bullying application.
A company owner's attempts to alter a worker's role through a snarky email and verbal threats were unreasonable administrative actions that injured the worker, a tribunal has ruled.
A tribunal has ruled, in an injury dispute, that "workplace friction" between subordinates and managers does "not fall within the quality of administrative action" established by the relevant authorities.
An employer unreasonably disregarded an individual worker's mental health when it sent out a group email with a "bare directive" that employees had to pass psychological tests to continue in their roles, a tribunal has found.
A commission full bench has rejected a poor-performing worker's renewed claim that his employer should have postponed performance-managing him while a stomach disease affected his work.
A sacked worker has unsuccessfully argued that his employer should have recognised he was suffering health problems, and directed him to take leave or postponed performance-managing him.
