The Federal Circuit Court has accepted an employer sacked a worker for harassing and intimidating colleagues, not for making workplace s-xual harassment and safety complaints as she alleged in her adverse action claim.
A casual worker employed on a 'temporary' assignment has been cleared to claim unfair dismissal, after the Fair Work Commission heard an extension of her contract had no end date.
In analysing what constitutes a constructive dismissal, the Fair Work Commission has found an employee's resignation following misconduct allegations amounted to termination at her employer's initiative.
The Fair Work Commission has found an employer had a valid reason to sack an employee just days before he returned from medical leave, after he repeatedly refused to hand over covert workplace recordings to assist a bullying investigation.
An employer whose dismissal process was described as involving a plethora of deficiencies has won an appeal against reinstating the worker it sacked for swearing at and threatening his colleagues. Also in this article, a roundup of recent dismissal rulings; new submissions on extending the Fair Work Act; the extent of workplace boredom; and more.
An employer displayed "considerable irony" in sacking an employee for workplace policy breaches while failing to follow its own investigations procedure, the Fair Work Commission has found.
An employer that stood down a worker facing criminal charges, then sacked him for being absent from work for too long, has been ordered to reinstate him.
An employee warned for breaching company policy twice in one shift was not unfairly dismissed, despite being just weeks away from qualifying for long service leave, the Fair Work Commission has ruled.
The Fair Work Commission has upheld the dismissal of an employee who called managers "c-nt" and "f-ggot", rejecting his claim that bipolar disorder fuelled his behaviour.
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.
