Investigations & procedural fairness | Page 32 (656 items)

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.

The High Court has refused to grant special leave to an employee whose $5.2 million damages award for adverse action had been overturned, but the dispute is set to be reheard in the Federal Court.

A candidate has failed to prove a recruiter's "negative" facial expressions during an interview impacted her ability to answer questions, but the employer has nonetheless been ordered to conduct a new selection process.

The past year's unfair dismissal rulings have highlighted new challenges facing employers, while providing important insights and lessons. Watch this webcast to understand what lies ahead in this jurisdiction.

The "extensive support" an employer provided outweighed any unfairness in its decision to demote an underperforming employee who was experiencing personal difficulties, a commission has found.

An employer was trying to protect staff from bullying and harassment when it sacked an employee, but its actions were ultimately a good example of how not to handle workplace complaints, the Fair Work Commission has found.