An employer has failed to block a sacked worker's reinstatement on the basis that his "proven track record of unacceptable workplace behaviour" made the employment relationship untenable.
An employee who believed he could determine his own safe and appropriate way to work, regardless of his employer's policies or directives, has lost his adverse action claim.
It was "highly inappropriate" for an employee to secretly record a meeting about remarks he had made threatening his employer's reputation, the Fair Work Commission has found.
An employee has failed to prove a colleague concocted a "malicious lie" about a single workplace incident so she could have his job, with the Fair Work Commission finding his serious misconduct dismissal was fair.
Reducing an HR manager's responsibilities after she complained about her excessive workload did not amount to a constructive dismissal, the Fair Work Commission has ruled.
An employer had a right to make operational changes that led to a redundancy, even if the impacted employee considered them "bad, or wrong" decisions, the Fair Work Commission has held.
An employee's criticisms of her dismissal process did not outweigh the fact she engaged in serious misconduct by knowingly altering crucial information on forms submitted for Government funding, the Fair Work Commission has ruled.
In a case that highlights the risk of having "complex" workplace policies, the Fair Work Commission has found an employee's valid dismissal for deleting data off her work phone was harsh.
A supervisor who referred to workers as "dumb c-nts" and failed to report a subordinate's harassment and excessive "farting" in the office has failed to prove his dismissal was unfair.
General protections claims are the fastest-growing category of applications in the Fair Work Commission, with reforms now underway to stem the tide. This webinar will discuss important developments in both procedural issues and case law.
