The WRC found that a hotel night manager was not constructively dismissed and that his Industrial Relations Act complaint was not well founded. The decision was dated 20 November 2017. The worker said inadequate staffing, a heavy workload and management emails led him to resign. The hotel said staffing was adequate and the emails were routine shift handover messages. The WRC preferred the hotel’s evidence, found no compelling evidence of workplace bullying and harassment, and said the worker had not used the internal grievance procedures before resigning.