Investigations & procedural fairness | Page 42 (571 items)

The Fair Work Commission has found an employer had a valid reason to sack an employee just days before he returned from medical leave, after he repeatedly refused to hand over covert workplace recordings to assist a bullying investigation.

An employer displayed "considerable irony" in sacking an employee for workplace policy breaches while failing to follow its own investigations procedure, the Fair Work Commission has found.

An employer that stood down a worker facing criminal charges, then sacked him for being absent from work for too long, has been ordered to reinstate him.

An employer was right to sack an employee who secretly recorded conversations with colleagues and harassed his manager, the Fair Work Commission has ruled.

In this HR Daily webinar, a workplace investigations expert will discuss the complex elements of investigations, including expert tips for framing workplace allegations, common procedural fairness failings, and more. Premium members should click through to request a complimentary pass, while free subscribers can upgrade their membership level here for access or register as a casual attendee.

Seemingly trivial workplace behaviour complaints are often employees "testing the waters" before alleging something more serious, a lawyer warns.

An employer was wrong to dismiss a worker based on an HR investigation that excluded him from a crucial aspect, the Fair Work Commission has ruled.

In separate s-xual harassment cases, derogatory and hostile comments towards a female colleague warranted an employee's dismissal but the employer's procedural flaws made it unfair; and another employer has defended sacking a worker for sending explicit images to his manager.

An employer's decision to sack a worker for serious misconduct would have been unfair were it not for facts that emerged immediately after his dismissal, the Fair Work Commission has ruled.