An employer that sacked a worker for "flagrant and continuing" dishonesty has been ordered to pay him $33k in compensation, after it failed to address his behaviour while he was employed.
An employer's failure to warn a worker that his repeated swearing and verbal abuse put his job at risk rendered his sacking unfair, the Fair Work Commission has found in awarding him $33k in compensation.
An employee who was "locked out" of her workplace before discovering she'd been sacked for fraud and policy breaches has won compensation for unfair dismissal.
An employer was not required to put the interests of an employee "ahead of all others", in engaging in mediation to help him return to work after an 18-month absence, the Fair Work Commission has ruled in rejecting his unfair dismissal claim.
An employer must pay an employee nearly $40k in compensation for unfair dismissal, after the Fair Work Commission found it sacked him via email and then invited him to "re-apply" for his role.
An employee who made "sarcastic" comments about a colleague after she disclosed being s-xually harassed at work has won his unfair dismissal claim, due to his employer's "significant" procedural errors.
An employee wrongly believed his organisation's formal process for remote-work approvals could be "arbitrarily changed", the Fair Work Commission has found in upholding his dismissal for serious misconduct.
Two employees have failed to win an injunction blocking their employer from dismissing them for misconduct, arguing they were targeted after campaigning for a new enterprise agreement.
It was reasonable to summarily dismiss an employee for biting, physical fighting and buttock slapping, with the Fair Work Commission finding his behaviour wasn't "horseplay or friendly banter".
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.
