An employer's announcement that it took "positive steps" to remove an employee accused of sexual harassment from the workplace has undermined its claim that he voluntarily resigned.
An employer was entitled to conclude an employee was under the influence of dr-gs when he was involved in a safety incident, despite failing to test him as required by its own D&A policy, the Fair Work Commission has ruled.
An HR officer who claimed she was forced to quit after being "instructed" to discriminate against women actually "misconstrued" the situation, the Fair Work Commission has found.
An employer made "very little attempt" to substantiate serious allegations against an employee, who had "perfectly plausible" reasons for her conduct, the Fair Work Commission has ruled.
A colleague's resignation threat was the "main driver" of an employee's dismissal, the Fair Work Commission has found in awarding him maximum compensation.
An HR leader had a "genuine desire" to understand whether an absent employee was able to continue in his role, and she wasn't trying to "trigger" the end of his employment as he claimed, the Fair Work Commission has ruled.
An employee would have been better off admitting to workplace misconduct as a "brain fart" instead of denying he ever engaged in it, the Fair Work Commission has ruled, finding he was fairly sacked for vandalising client property.
An employer's decision to retrench an HR consultant was an "egregious example of the unfair exercise of managerial prerogative", the Fair Work Commission has found, while criticising its HR leaders for their "disrespect".
Poor attendance at work and refusing to correct behaviour wasn't "sufficiently serious" to warrant a manager's dismissal, the Fair Work Commission has ruled in awarding him 16 weeks' compensation.
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.
