The national inquiry into workplace s-xual harassment has recommended the model WHS laws be amended to control psychosocial risks, in line with the Boland review, and that a WHS Code of Practice on s-xual harassment be developed.
The adjustments an employer made for a worker recently diagnosed with diabetes have helped defeat his claim that he was unfairly dismissed and discriminated against because his performance suffered from the health condition.
With anti-discrimination laws failing to curb the harm caused by workplace s-xual harassment, Australian labour law experts have called for safety regulators, under WHS legislation, to tackle the behaviour by monitoring, investigating and penalising it as with other types of safety breaches.
A regulator has been formally asked to investigate claims that Deliveroo committed the serious WHS offence of discriminatory conduct, in allegedly failing to allocate jobs to a worker because of his involvement in negotiations to set up work groups and elect health and safety representatives.
An employer's anti-s-xual harassment training failed to deter harassment because it didn't convey the seriousness of the conduct, a full court has found in a vicarious liability case.
The vast majority of workers with disabilities, health conditions or injuries are motivated to retain, secure or return to suitable employment, but necessary work accommodations are rare, and outcomes are stymied by stigma and discrimination, according to a major report on empowering workers.
A worker suffered a mental injury from being bullied and called racist names at work, but his condition ceased to be employment-related when his work-aggravated drug abuse syndrome became his "predominant problem", a tribunal has found.
An employer's lack of policies for preserving CCTV footage of workplace incidents and failings has led to it being found vicariously liable for a worker s-xually harassing and injuring a colleague.
