An employee who was told to delete his employer's number after refusing to disobey COVID health directions has successfully appealed a finding that he wasn't dismissed.
A recent ruling has highlighted ongoing difficulties in determining employee/contractor disputes, despite the High Court's clarification earlier this year.
An employee who admitted being late to work every day for four years has failed to prove she was dismissed because she had threatened to bring "the largest s-xual harassment case in Australian history".
A manager's post-employment restraints were far tighter than what was necessary to protect an employer's interests, a court has ruled in denying it interim relief.
An employer should have considered performance management or a "significantly clear warning" after an experienced employee breached its policies, instead of moving straight to termination, the Fair Work Commission has ruled in ordering her reinstatement.
An employer had valid reasons to sack an employee who couldn't maintain constructive workplace relationships, but it unfairly failed to warn him his employment was at risk, the Fair Work Commission has ruled in awarding compensation.
The Fair Work Commission has rejected that an employee's domestic violence disclosure to HR triggered an "exponential" increase in performance conversations that led to his constructive dismissal.
Dismissing a supervisor because she failed to include any "emotions" in her group texts was unfair, the Fair Work Commission has ruled in awarding her three months' compensation.
Costly legal disputes continue to highlight the many risks employers face when managing, disciplining, or dismissing employees while they are absent, injured or incapacitated. Attend this webinar for an up-to-date review of the legal framework applying to workplace absenteeism, injury and incapacity, and lessons from recent case law.
