A director who complained one employee had "pulled the family card" when she missed work for "family reasons", did not discriminate on the grounds of gender or family responsibilities against another employee who he allegedly said cried "like a girl", a tribunal has found.
An employer's delay in allowing an employee to bring her service dog to work was "arguably poor" from a process point of view, but was not disability discrimination, a tribunal has found.
The Fair Work Ombudsman has warned employers to "get their house in order" or risk higher penalties under its new, tougher approach to non-compliance. Also in this article, data on the extent of unplanned sick leave around public holidays; an employer's 'identity' discrimination exemption; and more.
Employers have substantially lifted their game on LGBTI inclusion in the past year, and the top-performing organisations are no longer just banks and professional services firms, results of the Australian Workplace Equality Index show.
Even organisations that claim to be LGBTI-inclusive can inadvertently use "offensive" language in their policies, an expert warns. This article also sets out what employers are doing at the mid-level and leading edge of workplace inclusion.
A tribunal has found a manager didn't discriminate against an employee based on his s-xual orientation, despite publicly expressing his "strongly held negative views" about gay men and women.
An employee's unsuccessful return to work was not in any way his employer's fault, the Federal Court has ruled, finding it "bent over backwards" to make reasonable adjustments once it became aware of his mental illness.
Dress codes have mostly been phased out, but organisations still need to be wary of not discriminating in their expectations of employees' appearances, a lawyer warns.
A candidate has been awarded more than $1.4 million in compensation for discrimination after an employer chose not to hire him because of his public political activity.
An employer has paid a candidate $2,500 compensation and revised its recruitment processes after the Australian Human Rights Commission found it had unlawfully discriminated on the basis of a criminal conviction.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
