In a recent case an Aboriginal medical service receptionist’s anti-bullying application was dismissed. The applicant alleged she had been bullied by three of her colleagues. She claimed they behaved inappropriately towards her, made comments which made her feel uncomfortable and affected her mental state.
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Employee awareness of the laws that protect them in the workplace has increased exponentially in recent years, meaning employers are being faced with more claims, with greater penalties.
Do you dread having to sit your employees down to deliver ‘bad news’ for them about their performance? Do you put off having difficult conversations with your employees as a result?
Disgruntled dismissed employees are increasingly lodging General Protections (GP) applications instead of Unfair Dismissal actions. Unlike unfair dismissal claims, GP actions don’t require employees to meet a number of required hurdles before they can be lodged. GP actions don’t even necessarily require termination of employment, only ‘less favourable treatment’ by the employer towards the employee, prospective employee or even a contractor
We provide an insight into an employee who gave their employer hell – how self-obsessed employees can cost employers huge time and money.
We Australians have supposedly been basking in an age of entitlement.
The Federal Government’s recent Budget battles in part reflect its philosophical aim to change this. Treasurer Joe Hockey warned in an interview earlier this year ‘the age of entitlement is over, and we’ve got to move to a culture of opportunity and hope’. One thing Hockey has right is that many Australians are becoming more self-obsessed and self-absorbed than past generations. These claims are supported by Australian author Anne Manne, who observes that ‘society is starting to drown in a flood of ‘me, me, me’. Our culture is marked by a radical self obsession’. Manne cites a few interesting reasons why.
While employee drinking and drug use during work hours has obvious implications for workplace safety, productivity, and reputation – consideration also needs to be given to the effects of consumption that occurs away from the workplace and out of work hours.
Workplace bullying complaints are on the rise, and imminent changes to the Fair Work Act will allow complaints to be dealt with at a Federal level. According to Steve Champion, Director of ER Strategies, the best prevention is to recognise workplace conflict and deal with it before it escalates into allegations of bullying or harassment.
Maybe you’ve had other employees approach you and complain that a particular individual is always having long, loud personal conversations on the phone. Maybe they are always ‘sick’ on Mondays and Fridays and near public holidays? Perhaps they smell of booze when they come back from lunch or seem like they’re suffering a hangover a lot of the time.
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