An employee made it "impossible" for an employer to make her performance management process collaborative and supportive, a commission has found in rejecting her unfair dismissal claim.
An employer breached its own enterprise agreement when it warned and then sacked an employee for posting his "provocative" views on social media, the Federal Court has found.
Here you'll find links to all resources relevant to HR Daily's 'Out-of-hours and remote behaviour risks' webinar, presented on 20 October by HR Law practice group leader Kristin Duff.
An employee can no longer pursue her unfair dismissal action after a commission found she sent "vicious" and threatening emails to numerous people, which had the potential to interfere with her case.
Failing to show clear and objective evidence of the connection between employees' out-of-hours misconduct and the workplace is often where employers fall down when trying to defend claims, according to a lawyer.
The Fair Work Commission has ordered an employee's reinstatement after finding "one isolated incident" at work, which resulted in criminal charges, didn't warrant dismissal "without some kind of warning first".
The boundaries of what activity an employer can regulate outside the workplace or normal hours have always been blurry, a situation now exacerbated by hybrid and remote working. Watch this HR Daily Premium webcast to get a clearer picture of what your organisation is responsible for, and how behaviour can be managed.
The Fair Work Commission has halted an employee's reinstatement order, while the employer appeals against a ruling that its "drawn out" disciplinary process made her sacking unfair.
The Fair Work Commission has expressed disbelief after an employee was sacked for pretending to knee a colleague in the groin, and ordered his reinstatement with continuity of service and backpay.
