An employer has to compensate a sacked manager for breaching his contractual entitlements, but it has successfully defended his adverse action and whistleblower claims.
An employer has won a costs order against an HR business partner, who persisted with challenging his serious misconduct sacking via "incoherent" claims containing AI hallucinations.
A Fair Work Commission member was entitled to find an employee faced no future bullying risk after her reporting lines changed, despite her fears that former supervisors could use the employer's systems to bully her from afar, an appeal bench has ruled.
An employer yet to face penalties for breaching an employee's general protections has convinced the Federal Court to hear an appeal against findings made about its decision-making process.
Even when an IME suggests an employee permanently can't perform the inherent requirements of their job, it's best not to assume it's safe to dismiss them, a lawyer says.
An employee had no basis for claiming she was unfairly dismissed when she'd "simply allowed" her fifth fixed-term contract to expire by failing to sign an extension, the Fair Work Commission has found.
An employer conducted a "woefully inadequate" investigation into an employee's complaints, then unfairly sacked her after deciding it couldn't provide her with a safe workplace, the Fair Work Commission has found.
Employers should have a positive duty to prevent disability discrimination, similar to their s-x discrimination obligations, because the current regime isn't driving systemic change, according to Australia's Disability Discrimination Commissioner.
When a concern is raised that will potentially result in disciplinary action, HR's early decisions can have a big impact on the success and defensibility of the ensuing process. Watch this Q&A to understand how to triage issues based on initial fact-finding before taking action.
A people and culture manager who conducted regular welfare checks with an absent worker prior to dismissing him has successfully defended his adverse action claim.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
