The Fair Work Commission has denied anti-bullying orders to a worker claiming her supervisor unfairly assessed her performance and denied her work, causing her psych injury. The FWC found the worker "pushed back and resisted complying" with the supervisor's reasonable requests.
Workers are obligated to raise workplace health and safety issues but also to conduct themselves reasonably while doing so, a commission has stressed in the case of a worker claiming he was victimised and sacked for making safety complaints.
A worker's reporting of serious safety issues led to a long "saga of workplace difficulties" that caused his psychological injury, a commission has found.
A manager did not act unreasonably in accusing a worker of "stealing time" from his employer and "ambushing" him with performance concerns in a meeting, causing the worker to develop depression and anxiety, a commission has found.
A major employer has been ordered to pay a worker more than $1 million in damages, after his superior supplied unproven allegations against him to a medical assessor, who used the information to find the worker was psychiatrically disturbed and not fit to perform his job.
The dismissal of an abusive worker after an act of aggression was unfair because his employer previously tolerated and mismanaged his conduct, which led to one employee resigning out of fear for his safety, a commission has found.
A psychologically injured worker's dysfunctional relationship with a purportedly messy co-worker, whose constant meetings and phone calls disrupted his work, did not constitute an "action" that barred his access to compensation, an appeals judge has ruled.
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.
Lapses in behaviour standards, misunderstood tone and context and the unintended exclusion of workers relying on electronic interactions during the COVID-19 pandemic can exacerbate psychological injury risks, a senior safety lawyer has warned.
An employer unreasonably contributed to a worker's psychiatric injury by trying to test his honesty in a final penalty meeting and withholding key information from an investigation into his misconduct, a tribunal has found.
