Misconduct | Page 32 (780 items)

A Tasmanian Supreme Court full bench has halved an employee's compensation for sexual harassment, after finding a settlement sum should have been taken into account when assessing damages.

An employer has been blocked from sacking a worker who it believed lied during her job interview, because it was unclear whether it followed a procedurally fair disciplinary process.

It was unfair of an employee not to tell his employer about a mental disability that could affect his work performance, the Federal Circuit Court has ruled in adverse action proceedings.

An employer should have considered disciplinary action other than dismissal when a long-serving worker breached its dr-g and alcohol policy, the Fair Work Commission has ruled in ordering his reinstatement.

An employee has failed to prove he was unfairly sacked for abusive conduct, despite the Fair Work Commission finding the HR team's investigation and workplace training processes were "obviously inadequate".

A senior employee's "entirely unhelpful and disruptive intervention" in an employer's efforts to trial a four-day work week wasn't serious misconduct that warranted summary dismissal, according to the Fair Work Commission.

An HR manager acted with "unnecessary haste" in sacking a worker who called his superior a "c-nt", the Fair Work Commission has ruled.

A "stupid" comment to a young employee wasn't a "threat of fatal violence" but it nonetheless made his work environment feel less safe, and forced him to resign, the Fair Work Commission has found.

It was "completely untenable" for an employee to suggest he'd had a "mind lapse" regarding a clear instruction not to drink alcohol at a work lunch, the Fair Work Commission has found.

An employer's adverse action defence has fallen down over its failure to confirm which HR professional recommended a final warning for an employee's misconduct.