Investigations & procedural fairness | Page 27 (656 items)

A large employer's "enthusiasm" to sack an employee causing "considerable angst" at work resulted in a severely flawed process, the Fair Work Commission has ruled.

Employers increase their risk of litigation if they continue to performance manage an employee who has developed an illness or injury, a lawyer warns.

An employee should have addressed her workplace frustrations internally instead of "openly criticising" her employer to a competitor, but her summary dismissal was unfair, the Fair Work Commission has ruled.

The Fair Work Commission has lambasted an employer for its "unconscionable and unscrupulous" attempt to deny a sacked employee any remedy for unfair dismissal.

An employer has defended dismissing a manager for encouraging a "culture of drinking and fighting", despite the Fair Work Commission finding its investigation was "flawed".

An employee has failed to convince the Federal Court that the real reason for his dismissal was not alleged s-xual harassment, but because he accused his manager of defamation on numerous occasions.

The Fair Work Commission has halted an employee's reinstatement order, while the employer appeals against a ruling that its "drawn out" disciplinary process made her sacking unfair.

An employer gave no explanation for the "inordinately long time" it took to investigate and discipline an employee for misconduct, rendering her valid dismissal harsh.

Removing a manager from her role, informing hundreds of staff of this decision, and then dismissing her, weren't actions taken because she'd made 19 workplace complaints, an appeal court has ruled.

It would be "unconscionable" to allow an employer to dismiss a group of employees for misconduct after an "arbitrary and unfair" investigation, a Fair Work Commission full bench has ruled.