A recent general protections claim demonstrates that race discrimination laws are "intended to be read broadly and generously", a workplace lawyer says.
It was fair to sack an employee who showed up to work at the wrong time, the Fair Work Commission has found, even though the employer should have discussed its change to his regular shift.
Employees "cannot expect to avoid standard scrutiny" of their performance by claiming they are being bullied, the Fair Work Commission has stressed, in rejecting a stop-bullying bid.
Failing to disclose criminal charges for out-of-hours conduct in a "timely manner" wasn't a valid reason to dismiss an employee, the Fair Work Commission has found, even though his dishonesty undermined the employer's trust and confidence.
Expressing unwillingness to work with a certain manager amounted to refusing a lawful direction, and was a valid reason to sack an employee, the Fair Work Commission has ruled.
An employee has failed to prove she was unfairly dismissed when her employer transferred to a lower-paid role, following a client's complaint about her performance.
It's relatively rare for discrimination claims to proceed to a final hearing at the federal level, but some recent decisions provide "really valuable guidance for employers" on how courts are interpreting these laws, a workplace lawyer says.
Using AI to prepare workplace complaints and responses to allegations led to an employee's "demise", the Fair Work Commission has found, in upholding his dismissal for misconduct.
A manager's fixation on workplace bullying meant he overlooked his employer's financial reasons for dismissing him as part of a leadership overhaul, the Federal Circuit Court has ruled, in rejecting his adverse action claim.
Workplace bullying complaints continue to pose significant challenges for employers, including where the behaviour doesn't meet the legal definition of bullying or the threshold to make a claim. Watch this HR Daily Premium webcast to understand key lessons from cases where bullying complaints interact with other claims and issues.
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.
