The Fair Work Commission has rejected an employer's claim that a casual worker, found to have an expectation of ongoing employment, only deserved to be compensated for one shift after being sacked for misconduct.
An employee who said she'd escalate allegations of s-xual harassment if her employer wouldn't sign a deed of release didn't repudiate her employment contract, the Fair Work Commission has found.
An employee who admitted to making errors in her work even after receiving a final warning did not receive "explicit and plain and clear enough" notice to make her dismissal fair, the Fair Work Commission has ruled.
An employer had valid reason to sack a worker who tried to delete its Facebook page and behaved aggressively towards colleagues, but its process was so deficient it couldn't be called "fair", the FWC has found.
The Fair Work Commission has rejected that an employee was targeted for redundancy because of his workplace safety activities, finding his evidence "inconceivable", "speculative" and "weak".
A "difficult" employee's redundancy was not a ploy to get rid of him, the Fair Work Commission has found, noting he could have been exited more cheaply and quickly by other means.
In condoning misconduct worthy of summary dismissal by not acting on it at the time, an employer "deliberately abandoned" its right to use the behaviour to justify termination, the Fair Work Commission has ruled.
A court has rejected that a date error in an employee's resignation rendered it invalid, while granting an employer an injunction restraining him from working for a potential competitor.
The Fair Work Commission has questioned an employer's lack of insight into its contingent workforce, while stressing an obligation to redeploy redundant labour hire workers to its new project prior to engaging others.
An employee was dismissed for effectively advertising her own job on LinkedIn, not because she had bipolar disorder and made bullying complaints, a court has ruled.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
