Compliance & case law | Page 101 (2,275 items)

It wasn't reasonable for an employer to enforce "strict compliance" with its policies in requiring a managing director to disclose his relationship with a subordinate, a tribunal has ruled.

An employee has won the right to appeal the rejection of his unfair dismissal claim, after an informal discussion escalated into a termination meeting.

An employee's out-of-hours misconduct wasn't a "trivial instance of drunken frivolity", but rather a serious event that could have damaged an employer's reputation, the Fair Work Commission has ruled in upholding his dismissal.

An employee who had "managed to cope" for years following a stressful work event has lost his workers' compensation claim, after a tribunal found the "tipping point" for his psychological injury was a reasonable disciplinary process.

A worker who was sacked after running late for a disciplinary meeting about his poor punctuality has lost his unfair dismissal claim.

An employee has failed to prove a supervisor's "tirade of abuse" aggravated her post-traumatic stress disorder, with a commission finding her "clear dislike" for him distorted her perspective.

An employer had a valid reason to dismiss a 64-year-old employee on restricted duties, as it wasn't "reasonable" to make further adjustments to his role, the Fair Work Commission has ruled.

It was reasonable for an "empathetic" employer to propose disciplining a worker who failed to improve his poor attendance levels over several years, despite three absence management plans, a commission has found.

The timing of a worker's casual conversion request and an audit into his conduct, which led to his dismissal, was "too coincidental" not to be linked, the Fair Work Commission has ruled in awarding him three months' compensation.

An employer has failed to prove a worker's trial period didn't count towards her tenure, or that her redundancy was genuine, with the Fair Work Commission ordering it to pay her maximum compensation for unfair dismissal.