An employer was right to sack an employee who secretly recorded conversations with colleagues and harassed his manager, the Fair Work Commission has ruled.
The Fair Work Commission has ordered an employer to reinstate a worker who was sacked for s-xually harassing a female trainee, after it found the trainee's evidence was unreliable.
An employer has successfully sought an order to access an employee's phone records, following a dispute about whether he accessed p-rn on his company-provided device. Also in this article, a roundup of recent dismissal rulings; and new research on end-of-year celebrations, wage theft, disability inclusion, and more.
In separate s-xual harassment cases, derogatory and hostile comments towards a female colleague warranted an employee's dismissal but the employer's procedural flaws made it unfair; and another employer has defended sacking a worker for sending explicit images to his manager.
The Fair Work Commission's conciliation process can save employers time and costs in responding to unfair dismissal claims, but on specific occasions they should avoid it, according to workplace lawyers.
Some key themes have emerged in unfair dismissal rulings from the past 12 months. Watch this webcast to understand developments in how the Fair Work Commission handles this area.
A host employer had every right to request a labour hire company remove a worker from its site, but the labour supplier was also right to push back against the decision, the Fair Work Commission has found.
An employee who "voluntarily" made herself unfit for work by consuming alcohol engaged in misconduct, but not to an extent that warranted her dismissal, the Fair Work Commission has found.
Workplace bullying complaints continue to pose significant challenges for employers, including where the behaviour doesn't meet the legal definition of bullying or the threshold to make a claim. Watch this HR Daily Premium webcast to understand key lessons from cases where bullying complaints interact with other claims and issues.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
