An employee who attributed his repeated lateness to a biological challenge (he wasn't a morning person), while his manager considered it a "pattern of wilful behaviour", has failed to prove his dismissal was unfair.
It was "easy" to see why an employee believed she had been targeted for disciplinary action, but she was ultimately the "author of her own misfortunes", a court has found in rejecting her adverse action claim.
A PIP is not a disciplinary process but "a plan to address deficiencies to enable an employee to succeed", the Fair Work Commission has reminded an employer that "bypassed" proper procedures.
Unreasonable behaviour that occurs more than once won't be considered bullying unless it is persistent, a court has ruled in rejecting an employee's stop-bullying appeal.
Virtual performance reviews are often a "transactional" process, and they need to become much more empathetic conversations, a leadership academic says.
The past year's unfair dismissal rulings have highlighted new challenges facing employers, while providing important insights and lessons. Watch this webcast to understand what lies ahead in this jurisdiction.
The performance management process that preceded a senior employee's dismissal was "ham-fisted and disrespectful", the Fair Work Commission has ruled in awarding him nearly $24k compensation.
The "extensive support" an employer provided outweighed any unfairness in its decision to demote an underperforming employee who was experiencing personal difficulties, a commission has found.
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.
