A manager who was disciplined and demoted following a misconduct investigation was effectively sacked, the Fair Work Commission has found in clearing him to claim unfair dismissal.
An employee who refused to attend a meeting about a misconduct allegation, then quit after her employer failed to conduct an "urgent review" of her complaints, was not forced to resign, the Fair Work Commission has found.
An employer has successfully appealed against a $5.2m damages payout to a senior manager who claimed his "brutal" dismissal was unlawful adverse action.
The Fair Work Commission has criticised the long and unexplained delay between an employee's disciplinary meeting and her sacking, but found her conduct still justified dismissal.
The High Court's WorkPac ruling ends employers' uncertainty over class actions and reinforces the importance of setting clear expectations when employing casuals, a workplace lawyer says.
An organisation that secured an employee an alternative job could not reduce her redundancy entitlement because lower pay meant the role wasn't "acceptable".
An employee's unfair dismissal claim can proceed after the Fair Work Commission found her resignation and subsequent re-employment as a casual five days later didn't break her continuous service.
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.
