An employee who was dismissed for refusing to accept a new position has failed to argue he was sacked for taking sick leave, even though his termination letter expressly referred to it.
A successful candidate who claimed his employer misrepresented the nature and likely duration of his role during the recruitment process has failed in his bid for damages.
A 65-year-old employee who forwarded an "entirely inappropriate" anti-Muslim email to multiple work colleagues has failed to obtain reinstatement due to a "real possibility" he would reoffend - and damage his employer's reputation in the process.
Leaders who reduce HR's autonomy and relegate the function to an advisory role are acting well within their rights, the Fair Work Commission has ruled in dismissing an HR manager's unfair dismissal claim.
The Australian Human Rights Commission has launched an assessment tool that distinguishes those employers just "starting out" on fostering workplace diversity from their more advanced counterparts, and offers practical guidance on how they can improve.
A supervisor found to be unfairly dismissed after sending a p-rnographic email at work has been denied reinstatement, after the Fair Work Commission ruled it was reasonable to expect higher standards from a leader than from regular employees.
An employer that failed to comply with its own harassment policy must pay damages to an employee, but according to an employment law specialist, the liability should have been a simple one to avoid.
The Productivity Commission plans to look specifically at whether perceptions of the unfair dismissal jurisdiction match up to reality, as part of its broad workplace relations review.
The Federal Court has handed down an important ruling on what constitutes a "reasonable" recruitment process, in a dispute over whether an allegedly biased supervisor should have excused himself from a recruitment panel.
In a decision that contains useful guidance for HR professionals on when "undesirable" management behaviour is also "unreasonable", the Fair Work Commission has ruled that displaying intolerance or low-level anger towards a worker does not necessarily constitute bullying.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
