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Latest Workplace Acumen

FWC report sheds light on workplace bullying claims

The Fair Work Commission has published a detailed report into the new anti-bullying jurisdiction from the date it took effect.

The report covers the period from 1 January to 31 March 2014.

While the current figures are not as alarming as the predictions of some doomsday prophets, there are still matters of concern for employers.

FWC clarifies support person vs advocate controversy

A recent FWC appeal decision has shed light on the obligations of employers during workplace investigations, particularly when it comes to support persons.

The employer concerned was faced with a raft of accusations by a sacked employee that it had denied her procedural fairness by the manner in which the workplace investigation was carried out.

For now at least, the FWC decision puts to rest arguments about the extent of an employer’s obligation where a support person is requested.

FWC upholds HR investigation of ‘workplace clown’

This employer’s investigation of a workplace ‘clown’ was no laughing matter.

Despite what some may consider to be a ‘harmless joke’ the employee’s mimicking of a co-worker’s accent was something more sinister.

Luckily a watertight workplace investigation process ensured its sacking of the employee withstood the scrutiny of the FWC.

Investigating the workplace jokester who denies any wrongdoing can be daunting.

Find out how this employer got it right.

Court gives 500,000 reason$ to tackle workplace bullying head on

In what is sure to be an employer’s worst nightmare, the Federal Court recently awarded a sum of more than $500,000 in damages to an employee who had suffered years of workplace bullying, harassment and underpayment.

How did the employer get it wrong?

Another workplace investigation crashes before FWC

Employers continue to fall foul of the FWC for failing to conduct proper workplace investigations.

Here, multiple issues from beginning to end led to an employee of 35 years successfully challenging his dismissal and receiving the maximum compensation payable.

Once again, this employer’s rookie mistakes were preventable. Could you have avoided them?