Workplace investigations continue to challenge employers in new ways, requiring sensitivity within the legal framework of natural justice and procedural fairness. Watch this webcast to ensure your organisation's practices are up to date.
An employer was entitled to transfer a "socially inept" employee to a different workplace 350km away after finding he bullied a female colleague, the Fair Work Commission has ruled.
A Fair Work Commissioner's tolerance for a sacked employee "evaporated" when she failed to meet relevant case deadlines, and he said her lack of attention to detail supported her employer's many dismissal reasons.
A Fair Work Commission full bench has overturned a finding that an "exemplary" employee's 12-month first and final warning for a serious safety incident was an appropriate disciplinary outcome.
When complying with a third-party directive to exclude a worker from a site, commercial considerations don't outweigh the need for a procedurally fair process, a new unfair dismissal claim "demonstrates very clearly".
A general manager's communication with a CEO didn't reflect "respect, subordination and trust", but it wasn't misconduct that justified his dismissal, the Fair Work Commission has found.
It was "excessive" and unfair to take six months to investigate workplace misbehaviour allegations, a commission has found in upholding an employee's psychological injury claim.
An employer has been ordered to pay a sacked worker $28k in compensation, after it backed out of an agreement to provide him with support to achieve his performance targets.
Defects in a disciplinary process "were not minor or insignificant" as an employer claimed, a commission has ruled in finding it liable for a manager's psychological injury.
It was unfair to move a longstanding senior leader into a non-managerial role, despite complaints he had denied one employee procedural fairness and made inappropriate comments to another, a commission has ruled.
