Adverse action & general protections | Page 6 (448 items)

An employee was unlawfully sacked for discussing remuneration with colleagues and making workplace complaints, the Federal Circuit Court has ruled.

In a general protections case that identified 188 workplace complaints or enquiries, an employee failed to specify which "particular" prohibited reasons led to his termination, the Federal Circuit Court has found.

A recent general protections dismissal claim highlights a need for legislative change in this problematic jurisdiction, according to a workplace lawyer.

The Fair Work Commission has cleared an employee to pursue a late general protections claim, criticising her employer for arguing she should have been able to file it on time despite experiencing health issues and ongoing FDV.

Despite a "substantial overlap" in the facts to be considered in an employee's stop-bullying and adverse action claims, the Fair Work Commission has refused an employer's request for an adjournment.

After saying she would resign due to dissatisfaction with a planned pay rise, an employee has convinced the Fair Work Commission she was in fact dismissed.

It's becoming increasingly difficult for employers to defend general protections claims, according to a lawyer calling on HR to apply more rigour in all termination processes.

Holding conflicting views about an organisation's management and "purpose" was never going to allow for smooth sailing in an employment relationship, the Federal Circuit Court has noted in adverse action proceedings.

It was unfair to ask a P&C team member to show cause as to why she shouldn't be sacked for poor performance, when she hadn't been notified of any concerns in the months after passing a PIP, the Fair Work Commission has ruled.

Blaming a general manager for stalling a redundancy consultation process, when the purpose of any further discussion remained "opaque", was "self-serving and disingenuous", the Fair Work Commission has ruled.