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".
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.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
