A worker who claims he was bullied "on a shocking scale" has been allowed to pursue his adverse action case against his former employer (whose response to bullying incidents was slammed by a WHS regulator), with a full Federal Court setting aside a judge's "extraordinary" decision to dismiss the matter because of the worker's mental illness.
A commission has stood behind its decision to stand over rather than extinguish a worker's stop-bullying application, after hearing he perceived being excluded from his workplace and otherwise bullied while working remotely for the coronavirus pandemic.
A project examining cases of work-related post-traumatic stress disorder, in supposedly low-risk occupations, has warned that women often experience hostile behaviour and even "mobbing" when they return to work from maternity or sick leave.
An employer's purported failure to comply with its WHS duties, apply its anti-bullying policies or actively supervise school students did not materially cause an incident where a worker was struck on the back of the head by a soccer ball, a judge has ruled in a $600,000 damages case.
Legal researchers have called for employers to use workplace investigations to eliminate s-xual harassment risks instead of silencing complainants, and warned that COVID-19 is making it harder to detect poor behaviour. Meanwhile, studies have identified links between unsupportive leaders and poor health from bullying and harassment.
At least 78 Victorian workers have been diagnosed with potentially deadly lung disease silicosis since the State Government banned certain high-risk work processes and launched a health screening program last year, figures released today show. Meanwhile, the former team manager of an A-League club has alleged he was bullied and injured in the role.
The Fair Work Commission has admonished a large employer's human resources department and recommended it improve its practices, after a worker's stop-bullying application demonstrated the difficulties workers face when HR isn't actively involved in matters like injury management.
A tribunal has rejected an employer's claim that it isn't liable for a worker's psych injury because its inaction on her bullying complaint was reasonable administrative action. The tribunal identified a string of flaws in the employer's response to the complaint.
An employer's "evident and intelligible justification" for performance managing a worker has sunk his claim that his team leader bullied him and harmed his health and wellbeing by undermining his achievements.