Case Studies

How to Manage Anonymous Workplace Complaints

How to Manage Anonymous Workplace Complaints

We’ve put some focus in recent months on workplace investigations through our series of videos outlining frequently asked questions on the subject. Today we’re covering a question that wasn’t covered in the series but which has arisen a few times and which we have had some success in addressing – How to manage anonymous workplace […]

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Reoccurring conflict is not grounds for dismissal unless…

Reoccurring conflict can be a puzzle

This item looks at what can we learn from a Fair Work Commission decision dated 5 December 2014. The case was Jacqueline Lumley v Bremick Pty Ltd Australia t/a Bremick Fasteners (C2014/5516). Reoccurring conflict between the same two parties may be grounds for dismissal if all reasonable steps have been taken to resolve the matter underpinning the […]

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Brisbane Courts Support Alternative Dispute Resolution Options

mediation for alternative dispute resolution

Mediation is proving to be a very successful alternative process to resolving disputes. If the courts are endorsing the use of workplace mediation then it makes sense for workplaces to follow suit. The Queensland Magistrates, Supreme and District Courts use Alternative Dispute Resolution in civil cases to help parties (organisations and individuals) to reach settlement […]

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What we can learn from New Jersey?

view of New Jersey

3 simple lessons we can learn from a little Municipal Court in New Jersey, USA ​Being pioneered is a new program that underpins a lateral view to procedural fairness – that ‘people are far more likely to obey the law if the justice system does not humiliate them, but treats them fairly and with respect’ –  […]

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How important is the role of a Return to Work Coordinator?

amputee thinking

Q: How important is the role of a Return to Work Coordinator? A: Important enough that their work can minimise the risk of suicide following a work related injury. In a recent case heard in the Northern Territory Magistrate’s Court –  the family of a worker who committed suicide, as a result of suffering depression […]

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Reasonable Management Action And Aggravating Injuries

sample worker's compensation claim form

This post is contributed by Workplace Conflict Resolution‘s Legal Commentator, Tiffany Healy Employers are constantly required to balance competing priorities in the workplace, from ensuring that they are meeting their statutory occupational health and safety obligations by providing a safe working environment for their workforce, to running a commercially savvy, efficient and viable business.

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Is A Party Held On Work Premises A Work Event?

employee party celebration in custume

True: When the party does not form part of the worker’s course of employment and the employer does not organise or control the party and neither induces nor encourages a worker to attend the party. Clear lessons can be learnt from the workers compensation case of a worker (Kathryn Hill) who attended a party in […]

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Humiliation And Bullying – Good Policy And Procedures

Saved by Good Policy and Good Execution – Humiliation did not Constitute Bullying

Never underestimate the power of good organisational policies. Sure they appear to be just a bit of paper lying around in a folder in the tea room or in a hidden in a file on the shared drive. BUT if they are also detailed, well written, read by staff and kept alive by management – […]

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Don’t be too quick to sack ‘the Geek’ in your business

Don’t be too quick to sack ‘the Geek’ in your business

An interesting article in the Melbourne Age newspaper highlights the need for HR to remain objective and unemotional in any decision making process involving dismissal. A workplace employee who was sacked while on sick leave (and after requesting leave to appear on the TV show ‘Beauty and the Geek’) has had his employment reinstated by […]

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The cost of public rebuke

The cost of public rebuke

Catherine Gillespie, Director of Workplace Conflict Resolution, was asked in Feb 2011 to provide comment to ‘hrdaily’ on a case where a business coach had been accused of publicly rebuke a staff member within a team being coached. Follow this link to read the tribunal ruling, outcomes, and Catherine’s comments of caution and preferred approaches.

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