An employee has failed to convince the Fair Work Commission that his Facebook posts shouldn't be considered offensive if he didn't "intend" them that way, losing his unfair dismissal claim.
It was "entirely appropriate" for an employer to propose dismissal for workplace behaviour that "fit the classic pattern of an escalation for s-xual harassment", a commission has ruled.
A report on serious incidents in Parliament House recommends training all staff on workplace respect, among other steps. Also in this article, how #MeToo has impacted mentoring.
An employee has failed to prove her public scrutiny concerns warranted removing her name from an FWC ruling. Also in this article, a casual has lost her appeal for greater unfair dismissal compensation; and more.
In a case that illustrates the challenges of shifting a culture where inappropriate behaviour is considered normal, an employer with "a considerable way to go" has defended an unfair dismissal claim because its actions were "consistent with a reforming workplace".
An employee's aggressive and threatening behaviour towards colleagues warranted his dismissal, but his employer's failure to provide an opportunity to respond to allegations was harsh, the Fair Work Commission has ruled.
Especially in light of the broadening 'workplace', employers that still don't provide guidance around social media use are exposing themselves to growing legal risks, a lawyer says.
An employer that failed to follow its own disciplinary process during "bedlam" after negative media reports has nonetheless defended sacking an employee who made a "s-xualised" social media post.
An employer has failed to block reinstatement orders for a manager it sacked for misconduct, after the Fair Work Commission found her "carelessness" could be rectified on reinstatement.
Costly legal disputes continue to highlight the many risks employers face when managing, disciplining, or dismissing employees while they are absent, injured or incapacitated. Attend this webinar for an up-to-date review of the legal framework applying to workplace absenteeism, injury and incapacity, and lessons from recent case law.
