Investigations & procedural fairness | Page 53 (610 items)

In a case the Fair Work Commission found "disturbing on a number of levels", an employee whose supervisory practices constituted bullying and harassment has failed in her unfair dismissal claim.

Court and Fair Work Commission rulings this year have changed the way your organisation should manage its employment law compliance and liability risks. Watch this webcast to understand how to manage its legal exposure.

An employer with a "broad" video surveillance policy did not have a valid reason for terminating a manager who used it to monitor staff performance, the Fair Work Commission has ruled.

A court has rejected an employee's claim that two HR professionals falsely imprisoned him while investigating a breach of company policy.

The Fair Work Commission has ordered an employer to reinstate an employee it fired based on a "critical error" in an investigation report.

The Fair Work Commission has praised an HR team's response to a "verbal assault" at a work-related function that ultimately resulted in an employee's dismissal.

An employee who was described as a "super manager" - but deemed "unsuitable" for her role after she made a s-xual harassment complaint - was exposed to unlawful adverse action, the Federal Circuit Court has found.

Should an employer provide allegations to workers accused of misconduct before meeting with them? When should employers become involved in misconduct that occurs outside of work? Who should receive a copy of an investigation report? These and more questions are answered in this Q&A.

There are many pitfalls for HR professionals when investigating misconduct allegations, according to workplace lawyer Nick Noonan, who last week told a webinar how to avoid them.

Mishandling a workplace investigation is one of the surest ways for your organisation to end up defending an employee claim. Watch this webcast to understand how to investigate misconduct allegations while minimising your legal exposure.