An employer viewed a leader's actions in a "sinister" light when they were "readily capable" of having an innocent explanation, the Federal Court has ruled in awarding him $130k for unlawful adverse action.
A "lack of effective communication" between directors about an "unreliable" worker's absence contributed to his dismissal, the Fair Work Commission has found.
An employer failed its workforce by putting its "head in the sand" rather than addressing misconduct complaints, but it has nonetheless defended a worker's forced resignation claim.
An employer wanted to keep an employee away from the workplace due to concerns for her own and others' welfare, and not because it had a "vendetta" against her for reporting health and safety incidents, the Federal Court has ruled.
An employer's announcement that it took "positive steps" to remove an employee accused of sexual harassment from the workplace has undermined its claim that he voluntarily resigned.
When a casual employee's "controversial" social media post prompted her employer to end her engagement early, that constituted a dismissal, the Fair Work Commission has found in an unlawful termination dispute.
It was reasonable for an employer to accept the resignation of an employee who felt "upset and wronged" after a workplace altercation, the Fair Work Commission has ruled.
An HR manager's criticism of an employee's "unprofessional behaviour" towards her was misplaced, with the Federal Circuit Court finding most of their interactions were "perfectly ordinary".
An employer's responses to an employee's workplace complaints were "prompt" and "thorough", the Federal Circuit Court has ruled, finding it dismissed him because he couldn't perform the inherent requirements of his role.
Workplace bullying complaints continue to pose significant challenges for employers, including where the behaviour doesn't meet the legal definition of bullying or the threshold to make a claim. Watch this HR Daily Premium webcast to understand key lessons from cases where bullying complaints interact with other claims and issues.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
