The Fair Work Commission has described as "perplexing" an HR manager's decision to continue a disciplinary meeting after an employee became emotional, and then sack her as she walked out the door.
Two investigation letters, sent to an employee after a workplace assault, aggravated her psychiatric injuries but didn't amount to a duty of care breach, an appeal court has ruled.
Employers that refer to the broader organisational impacts of social media misconduct when deciding on disciplinary responses might be better placed to defend their actions, an employment lawyer says.
An employer has been ordered to compensate an HR officer for unfair dismissal, after the Fair Work Commission found it was too quick to sack her for poor performance.
The Fair Work Commission has ordered two employers to compensate employees they sacked for serious misconduct after conducting flawed investigations, and has found another two employers fairly dismissed employees for aggressive behaviour.
An employer has been ordered to reinstate an injured worker it sacked for being unfit for work, after its HR manager provided the CEO with "misconceived" advice.
Workplace reviews are an under-utilised way to address work issues in the absence of formal complaints or investigations, according to a workplace investigator.
Some dismissals are guaranteed to be more complex than others, and require up-to-the-minute knowledge of legislation and case law. Watch this webcast to understand the key issues in executive, medical and misconduct terminations, and how to manage them.
Managers who know about interpersonal problems in the workplace often mistakenly assume that in the absence of a formal complaint, they're under no obligation to act, an employment lawyer warns.
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.
