Dismissal | Page 185 (1,985 items)

A tribunal has upheld an employer's decision to sack a worker who admitted - then denied - that he sent a s-xually suggestive email from a colleague's account.

An employee sacked for using foul language during an altercation with his supervisor will receive compensation, after the Fair Work Commission found an HR manager misrepresented a "crucial issue" when documenting the incident.

When seeking to return an ill or injured employee to work, employers should be prepared to ask for - and provide - a great deal of detailed information, says employment lawyer Helen Donovan.

Managing long-term absent employees requires a cautious and proactive approach, or employers risk facing claims involving the whole gamut of employment law.



Watch this webcast to understand how to:

• manage prolonged absences from work;
• identify the 'inherent requirements' of a position;
• consider 'reasonable adjustments';
• ensure compliance with the proposed amendments to Commonwealth anti-discrimination laws;
• determine what material to provide in an independent medical assessment;
• return employees to work on suitable duties; and
• evaluate relevant legal risks before a termination of employment.

Employers contemplating redundancies this year should consider the lessons from five rulings before taking any steps, says Lander and Rogers partner Neil Napper.

Employers should carefully monitor and manage how much discretionary sick leave they provide to employees following an injury or illness, according to employment lawyer Helen Donovan.

Interviews are an integral part of any workplace investigation, and play a vital role in ensuring a fair and just outcome after bullying, misconduct or unsafe work. Watch this webcast to develop your skills and help your organisation make the best decisions after workplace incidents.



In this presentation expert investigator Harriet Stacey, from WISE Workplace, explains:

• the PEACE framework for structuring workplace interviews;
• how to interview the respondent of a workplace allegation;
• how to apply procedural fairness principles during interviews;
• privacy, confidentiality, anonymity and related considerations;
• rules around record-keeping, and more.

Fair Work Australia's reinstatement of a Virgin flight attendant, who was sacked following a dispute over his hair length, should not discourage employers from enforcing grooming policies, says Hicksons partner Brad Swebeck.

Do you know how to obtain an honest, reliable account from a complainant after a workplace incident? Watch this webcast to learn which steps to take.



The presentation, by WISE Workplace founder and expert interviewer Harriet Stacey, covers:

• the aim of the complainant interview;
• the nature of incidents reported by complainants;
• the role of memory;
• cognitive interviewing strategies;
• applying the PEACE model to complainant interviews; and
• recording interviews.

HR professionals should ensure they understand all the components of settlement deeds, or risk protracted negotiations and unenforceable agreements, according to employment lawyer Karen Jones.