Browsing: Bullying and harassment

• Manager with bullying "injury" ordered to repay $100k;
  
• WHS regulator lays fatality charge and issues blade alert; and
  
• NT amends WHS clause on "white cards", reports powerline incidents.

Despite the fact that an employer was negligent in the way it managed an injured worker's return-to-work plan, a superior court has confirmed this negligence wasn't the cause of her subsequent anxiety and depressive illness.

Surprisingly high percentages of workers are exposed to aggression from colleagues, managers and customers, while workplace racism also remains common, creating significant WHS risks and highlighting the need for targeted training, according to safety, wellbeing and human resources specialists.

A major employer has failed to overturn a ruling that a worker, who was previously awarded $200,000 after being featured on a s-xually suggestive WHS poster, is entitled to pursue further damages under unfair dismissal laws.

A tribunal has found that callous treatment by co-workers in the years following a traumatic workplace incident exacerbated a worker's post-traumatic stress disorder and contributed to her adjustment condition.

A manager's comments about a subordinate's body shape, even without intended s-xual innuendo, constituted s-xual harassment and caused the subordinate's post-traumatic stress disorder, a tribunal has found in awarding her damages.

In a timely decision, a commission has upheld the sacking of a mine worker for hugging a camp contractor without consent and making lewd comments to her and her co-worker.

European occupational health researchers have identified the most common types of workplace conflicts that cause psychological injuries to the individuals exposed to them.

Using a two-pronged strategy, and creating "protected time" for wellness education and training, helped improve work-life balance and reduce stress and bullying among workers with high demands, an Australian study has found.

An employer and its director have been found vicariously liable for the s-xual harassment and assault of a worker. The director had "flicked through" the employer's anti-harassment guidance, but did little else to address the issue, a tribunal found.