An employee who claimed his new team leader micromanaged and bullied him has had his stop-bullying application rejected, after the Fair Work Commission found her behaviour "abrupt" but not repeated or unreasonable.
Evidence of a worker's serious misconduct, no matter how strong, is no guarantee an on-the-spot dismissal will be considered fair in court, according to a lawyer.
Misapprehensions abound about summary dismissals and continue to trip up even the most vigilant employers. Watch this webcast to understand why employees can never be dismissed "on the spot", how to ensure workplace policies support disciplinary action, and more.
The Fair Work Commission has found it was harsh to sack an employee who claimed work incidents caused him to fail a random blood-alcohol test. Meanwhile, an employer criticised for massive procedural fairness failings is appealing an unfair dismissal ruling; a third state is introducing labour hire licensing; and more.
The fact it took an employer two weeks to sack an employee for a confidentiality breach indicated summary dismissal wasn't a reasonable response to his misconduct, the Fair Work Commission has ruled.
The Fair Work Commission has condemned an employer for its "gross denial of natural justice" after it summarily dismissed an employee whose ex-wife claimed he was stealing from the company.
Compliance frameworks designed to prevent organisational fraud, bribery and corruption are failing and should be simplified, says the head of EY's fraud investigation practice.
An employer has been ordered to reinstate an employee it sacked for aggressively swearing at supervisors, after a commission found "unnecessarily restrictive" management prompted his outburst.
An employer had a valid reason to summarily dismiss an employee for sending abusive emails from his work address, the Fair Work Commission has ruled, finding they had the potential to damage the organisation's reputation.
The Fair Work Commission has upheld an employee's unfair dismissal claim, finding the employer's two-month delay undermined its claim the sacking occurred for safety reasons.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
