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".
The Fair Work Commission has affirmed disciplinary action against a remote worker who drank wine during an online meeting, rejecting that he was not "at work" at the time.
It was fair to sack a director who failed to disclose a s-xual relationship with a subordinate and was "essentially dishonest" when questioned about it, the Fair Work Commission has ruled.
An employer's "abrupt" dismissal of a poor performing employee, after finding he "wasted" seven hours browsing non-work-related websites, was procedurally deficient, the Fair Work Commission has ruled.
It was reasonable to summarily dismiss an employee who responded to performance concerns by calling managers "c-nts" in a staff Facebook group chat, the Fair Work Commission has found.
With the festive season approaching, a workplace relations expert warns employers not to underestimate the effect alcohol has on behaviour, reminding them of their new "positive duty" to prevent inappropriate conduct.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
