An employee's failure to tell her employer about secondary work didn't justify a formal written warning, the Fair Work Commission has ruled in accepting she wasn't deliberately dishonest.
It was reasonable to dismiss an employee with recurring injuries who took "excessive" time off work, the Fair Work Commission has accepted. Also in this article, a roundup of recent rulings on procedural unfairness, a psych injury, and more.
Sacking an employee on sick leave without warning and via text was "extraordinarily callous and unnecessarily harsh", the Fair Work Commission has found in awarding her $21k in compensation.
A Fair Work Commissioner has lambasted an employer for "one of the poorest displays" of a dismissal process she has seen, involving an employee sacked for taking "unwarranted" sick leave.
Which of 2020's unfair dismissal cases will have lasting ramifications? This webcast provides a roundup of the year's most important rulings to put your organisation on the right footing in 2021.
A dismissal meeting that "blindsided" an employee accused of misconduct while on annual leave "should never have occurred in the way it did", the Fair Work Commission has chided.
The Fair Work Commission has accepted an employer's claim that its procedural failures when dismissing an underperforming manager didn't matter to the usual degree, because he had completed the minimum employment period only 11 hours earlier.
An employee who was "coasting along" under a remote manager has successfully challenged his dismissal, on the basis he was never properly warned that his performance wasn't up to scratch.
An employee's opportunity to respond before he was sacked for serious misconduct was too "narrow in scope", an FWC full bench has ruled, while nonetheless upholding the dismissal as fair.
An employee sacked for deliberately misusing his company credit card has been awarded compensation for unfair dismissal after the Fair Work Commission found his employer's response was "severely flawed", and amounted to an ambush.
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.
