An employer wanted to keep an employee away from the workplace due to concerns for her own and others' welfare, and not because it had a "vendetta" against her for reporting health and safety incidents, the Federal Court has ruled.
An employee who admitted to sexually harassing a junior colleague has failed to overturn his dismissal, despite a commission finding his employer's four-year delay in taking disciplinary action was unreasonable.
An employer dismissed a manager for regularly leaving work early, without giving him an opportunity to explain his absences, the Fair Work Commission has found.
An employer's response to complaints about a "close personal relationship" between employees was "far too informal", but it didn't amount to a constructive dismissal, the Fair Work Commission has ruled.
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 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".
An employer that raised performance concerns with an employee on multiple occasions has failed to defend its decision to sack him, with the Fair Work Commission finding the issues weren't "overly serious".
An employee who insisted performance management and disciplinary processes were "weapons used against him" by hostile managers has lost his psychological injury claim.
An HR consultant's communication about a manager's potential redundancy or summary dismissal was "bizarre", the Fair Work Commission has found, in criticising his "astonishingly poor advice" to an employer.
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.
