The FWC is seeking feedback by Thursday on a 13-page draft form to be completed by workers who claim they have been bullied, which provides them the option of ticking a box for up to six remedies, while also giving them the chance to propose their own solution.
NSW Public Service Commissioner Graeme Head is seeking to determine why 30% of NSW public sector employees report being bullied in the workplace and almost 50% say they have witnessed it, despite the implementation of a wide range of prevention and management measures.
A Fair Work Commission full bench majority has urged DP World to address an "anti-dobbing" culture that contributed to its failure to curb a supervisor's bullying behaviour, in a decision upholding the company's dismissal of a subordinate he goaded into assaulting him.
A tribunal has found that an employer's failure to formalise an employee's flexible work arrangements to meet her caring responsibilities led to her seeing them as an entitlement rather than a privilege, and any attempts to change them as workplace bullying.
The FWC is expecting a "significant number" of bullying applications and inquiries next year and has released a model for dealing with them and a draft benchbook, as well as announcing Commissioner Peter Hampton's appointment as the head of its anti-bullying panel.
A highly-paid Geelong-based anaesthetist has lost his job for a second time after a senior FWC member found that his conduct following his reinstatement in February had contributed to the destruction of his employer's trust in him.
With Australia's new federal bullying regime set to take effect next year, the FWC has turned to the UK's national workplace tribunal for its experiences in dealing with bullying and harassment complaints.
United Voice has asked the Fair Work Commission to order Glad Cleaning Services Pty Ltd to produce employment records for cleaners at several Melbourne CBD offices, after allegedly overhearing the company's HR manager on a mobile phone during a tram ride admitting Glad removed documents before a union inspection.
Sexually explicit text messages between two colleagues in a relationship were found to be inadmissible in an adverse action case because it couldn't be concluded that the "author would be likely to replicate in the workplace the content, tone or subject of text messages which were indisputably intended to remain private".
