Investigations & procedural fairness | Page 27 (611 items)

An employee who set out to cause marital problems for his manager deserved to be sacked, but he was denied procedural fairness, the Fair Work Commission has ruled.

A procedurally unfair dismissal process didn't negate an employer's right to sack a worker over social media posts that mocked domestic violence, expressed racist sentiments, and vilified minority groups, the Fair Work Commission has ruled.

An employee who attributed his repeated lateness to a biological challenge (he wasn't a morning person), while his manager considered it a "pattern of wilful behaviour", has failed to prove his dismissal was unfair.

An employer "undertook a degree of crystal ball gazing" when it sacked a worker based on the view it was "only a matter of time" before his mouthy behaviour became "actual violence", the Fair Work Commission has ruled.

It was "easy" to see why an employee believed she had been targeted for disciplinary action, but she was ultimately the "author of her own misfortunes", a court has found in rejecting her adverse action claim.

A recruitment panel did not humiliate a job applicant when it recorded in file notes that he was "crestfallen" about his failure to be selected for a role, a commission has ruled.

An employer had a valid reason to sack an employee who attended a protest during work hours and in breach of stay-at-home orders, but its process was harsh, the Fair Work Commission has ruled.

Communication between managers and employees can sometimes be "wrongheaded or unfair" without amounting to bullying, a court has ruled in rejecting a psych injury appeal.

An employer displayed "marked indifference" to an employee's complaints about appearing in a sexualised workplace safety poster, the Fair Work Commission has ruled.

An employer has defended its decision not to disclose misconduct investigation documents to an employee who claimed its process was flawed.