A casual employee who complained about being underpaid and was then punished with reduced hours had no real choice but to resign, the Fair Work Commission has ruled.
An employer's frustration with an employee's poor attitude and performance was understandable, but its procedural deficiencies made her dismissal unfair, the Fair Work Commission has ruled.
An employer did not force a worker to resign when it gave him "false hope" that he would be next in line for training and career progression opportunities, the Fair Work Commission has found.
An employee has failed to prove she was forced to resign because of her employer's lack of support following an illness, with the Fair Work Commission finding it wasn't required to offer her alternative duties.
An employer has defended an HR officer's allegations that its "toxic culture" and investigation failures amounted to a constructive dismissal, with a commission rejecting her claim for reinstatement.
An employer should have given a worker more than 24 hours to recover from her "heightened emotional state" after a threatening incident at work, rather than accepting her on-the-spot resignation, the Fair Work Commission has found.
An employee who resigned in the "heat of the moment" was dismissed, the Fair Work Commission has ruled, finding the employer failed to clarify whether she "really intended" her action.
An employee voluntarily resigned because he couldn't let go of a workplace grievance, the Fair Work Commission has ruled, finding he could have instead followed his employer's directions to stop all disrespectful communications.
It was reasonable to summarily dismiss an employee who responded to performance concerns by calling managers "c-nts" in a staff Facebook group chat, the Fair Work Commission has found.
An employee was forced to resign due to her employer's "persistent" enquiries about her return to work during her pregnancy and parental leave, the Fair Work Commission has ruled.
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.
