Identify and deal with high-conflict behaviour
Employers dealing with workplace bullying issues should identify "high-conflict behaviours" in staff, and reduce them using the "EAR response", says a conflict resolution expert.
Employers dealing with workplace bullying issues should identify "high-conflict behaviours" in staff, and reduce them using the "EAR response", says a conflict resolution expert.
A worker who suffered a psychiatric injury after she was removed from higher duties has been denied workers' compensation in the AAT. Also in this article, the Tribunal has found a bus driver who aggravated a back injury when he drove over a bump in the road is entitled to compensation.
FWC anti-bullying orders could lead to safety investigations or be used as evidence in workers' comp disputes, according to IR lawyer Ben Urry, who says employers should update their bullying and harassment policies, and consider addressing such issues in contracts.
Training line managers to have an "early conversation" with workers - who start taking regular sick leave - can prevent such issues escalating into workers' comp or harassment disputes, according to Sparke Helmore Lawyers partner David Davies.
A NSW worker who tried to commit suicide, after one of a series of underperformance meetings, has been awarded workers' compensation, after the WCC found his psychological injury arose from a heavy workload and managerial abuse, and not drug dependency, as claimed by his employer.
A South Australian worker, whose psychological injury arose from perceived workplace bullying, has lost his workers' compensation bid, after the WCT found his managers' "less than perfect" behaviour was reasonable.
In this update, OHS Alert examines all the important OHS and workers' comp legislative changes made in the second quarter of 2013. We also recap the most significant court and tribunal rulings and other developments in each jurisdiction.
A Westpac employee who was bullied and called "Scabby Abby" by colleagues has been awarded workers' compensation, after the Queensland IRC found one manager lied about the worker's performance, and another failed to act on her harassment complaints.
The decision to formalise a casual performance management process didn't fall within the definition of workplace bullying - even if it humiliated a worker, the Federal Court has found in quashing an AAT decision.
A Victorian human services worker, who left a resident with disability on the side of the road 76km away from his home, sustained a compensable psychological injury as a result of her employer's protracted investigation into the incident, a magistrate has found.
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