Compliance & case law | Page 126 (2,527 items)

An employer has failed to prove that an injured employee's alleged incapacity for work was caused by his pre-existing mixed personality disorder, rather than "persistent and racist" workplace bullying.

An employer's extraordinary resistance to providing further information about its proposed enterprise agreement has "amplified" a Fair Work Commission full bench's concerns about its application.

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.