Even if some complaints about an employee's behaviour were the result of ADHD-related "misunderstandings", her conduct warranted termination, the Fair Work Commission has found.
It was fair to sack an employee whose workplace complaints were so unreasonable and persistent that managing them required another worker's almost full-time dedication, the Fair Work Commission has ruled.
A fake list of achievements on an employee's resume weren't the result of his "faulty recollection" and carelessness, but rather a deliberate attempt to mislead his employer, a commission has ruled.
Capability, rather than "courage", is what drives employees to act when they witness workplace misconduct or inappropriate behaviour, according to a people and culture expert.
The number one barrier to bystander intervention in the workplace isn't apathy, but employees thinking they don't have "permission" to act, a behaviour specialist says.
"Greatly exaggerated" reimbursement claims weren't simply an "innocent error", but rather part of an employee's sophisticated process to derive a financial benefit he wasn't entitled to, the Federal Circuit Court has found.
An employer held an "unshakable" belief that an employee had engaged in misconduct, but it wasn't supported by evidence, the Fair Work Commission has found in unfair dismissal proceedings.
It was "nonsensical" for an employee to argue that he was abusive and threatening towards a member of the public because he was concerned about workplace safety, the Fair Work Commission has ruled.
After wrongly equating all bullying with serious misconduct, a Fair Work Commissioner has, on redetermination, ruled that an employee's behaviour met the definition, and warranted his employer's chosen disciplinary action.
General protections claims are the fastest-growing category of applications in the Fair Work Commission, with reforms now underway to stem the tide. This webinar will discuss important developments in both procedural issues and case law.
