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In neglecting to provide clear evidence of who initiated serious misconduct allegations against an employee, an employer has failed to prove it didn't take unlawful adverse action against her.

In neglecting to provide clear evidence of who initiated serious misconduct allegations against an employee, an employer has failed to prove it didn't take unlawful adverse action against her.

The University of Melbourne employee was dismissed on grounds of redundancy in February 2020. She subsequently claimed the employer had taken four unlawful adverse actions against her – specifically in making her role redundant, dismissing her, accusing her of serious misconduct, and issuing her a final written warning – because of her history of workplace complaints...