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An employee has failed to prove her dismissal for "very serious" misconduct was harsh because she'd already been subjected to a prolonged investigation and "significant" penalty regarding earlier allegations.

In 2016, a Queensland Department of Education investigation substantiated allegations that the school teacher had behaved inappropriately and unprofessionally towards students, including by driving a year 12 student home without authorisation, showing students her breast augmentation, and discussing her personal life with them.

Shortly after the investigation concluded, the employee took pre-approved leave to travel overseas for a year.

The disciplinary process recommenced on her return, but the employer's decision to transfer her to a different school never eventuated, as her teaching registration had been cancelled due to non-payment of her fee...