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.
A large employer allowed a conflict between a worker and his manager to persist for so long that the mental health of both workers deteriorated, the Fair Work Commission has found.
A worker who suffered a life-threatening disease that triggered mental health issues was harshly dismissed for his unsatisfactory performance under three improvement plans, an industrial commission has found.
A worker suffered a psychological injury after he was assured an upcoming meeting involved a "relatively straight forward matter", before fresh allegations of corruption were levelled against him, a commission has found.
A line manager unreasonably contributed to a worker's psychiatric injury by describing a complaint against him as a "serious" allegation of "harassment" in the first minutes of the very first meeting on the issue, an appeals commission has confirmed.
A supervisor who decided a worker was hard to manage and "needed to be dealt with", traumatised and psychologically injured her by intimidating her during a counselling meeting, the Federal Court has confirmed on appeal.
A worker's actions in "counselling" and psychologically injuring a colleague cannot be considered reasonable action "taken by an employer" unless the worker's role involves managing and disciplining the colleague, a tribunal has ruled.
