An imperfect disciplinary process and differential treatment of an employee didn't undermine an employer's valid reason to sack her for misconduct, but the Fair Work Commission has nonetheless ordered her reinstatement.

An order to reinstate an employee is set to be reconsidered, after his employer successfully argued that important evidence supporting its serious misconduct allegations wasn't just "hearsay".

Some organisations are still trying to enforce strict office mandates, while others are truly embracing flexibility. Watch this HR Daily Premium webcast to join the ranks of HR practitioners making flexibility 'business as usual' in their organisations.

HR professionals are again being urged to reconsider their definition of remuneration, to bridge the growing disconnect between employee and employer expectations.

Foreshadowing the resumption of an absent employee's performance management process wasn't "retaliatory" after she complained about her workplace culture, the Fair Work Commission has found, in accepting she wasn't forced to quit.

Premium news wrap: persistent complainer was fairly sacked; restructure pivot was a "cover" to sack manager; navigating flexibility demands; and more.

The way that many employers approach workplace s-xual harassment training won't change problematic behaviour at work, and can even do more harm than good, a culture specialist warns.

Being the subject of an apprehended domestic violence order application does not attract protection from adverse action under the Fair Work Act, the Federal Circuit Court has ruled.

Managing workplace violence and aggression as a psychosocial hazard requires considering not just the different risk profiles of particular workers, but how they respond differently to incidents, an expert says.

When employers are disappointed in the value derived from their talent investments, it's often because they've made decisions "one level too high", according to an authority on human performance.