Browsing: Bullying and harassment | Page 2

A workplace manager did not bully a worker, but their employer dealt with the worker's grievances "clumsily", allowing misconstrued interactions to build up to a point where the mental health of both employees was affected, a commission has found.

A full supreme court has ruled on who bears the onus of proving whether an injury was caused by reasonable management action, in a case involving a performance-managed worker forced to record all his movements in a spreadsheet.

A worker who claims his schizophrenia was exacerbated by workplace bullying and harassment has been denied compensation, with a commission accepting the exacerbation was probably caused by a medical error.

A "critical and insensitive" manager who routinely swore at his subordinates in an attempt to motivate them to meet purported "German demands" has lost his adverse action case, with a court finding his behaviour warranted instant dismissal and he wasn't the victim of WHS breaches.

Disingenuous attempts by companies to curb s-xual harassment in response to increased attention on the matter are damaging the chances for change, according to the latest instalment of a landmark Australian study.

Former Federal S-x Discrimination Commissioner Elizabeth Broderick has been tasked with shifting her focus to a new sector and ensuring employers are complying with their positive duties to prevent harassment and protect the safety of staff.

A supervisor did not bully a remote worker by closely monitoring his performance, a commission has found in denying the worker stop-bullying orders.

A worker who claimed her employer bullied and demoralised her for not getting a COVID-19 vaccine has lost her psychological injury case, with a commission finding her commitment as an anti-vaxxer motivated her to "invent exaggerated symptoms".

• Delayed harassment complaint highlights WHS duties;
  
• Alleged ladder breaches lead to death; and
  
• WHS duty holders relying too much on harnesses.

A recent workers' comp dispute has illustrated the "tricky climate" new legislation on workplace s-xual harassment has created for employers, and the need to adapt processes to specific complaints, a senior safety and employment lawyer says.