The Fair Work Commission has criticised an employer for compromising some fundamental rights when conducting psychometric assessments, but ultimately ruled a worker's dismissal was fair.
Many employers are now preparing or transitioning back to workplaces, and this has given rise to questions around managing employee pushback, safety obligations and liabilities, long-term flexibility, and more. Here, an employment lawyer answers some key questions.
An employer needn't wait for a potential crisis to materialise before taking action to protect its business, the Fair Work Commission has ruled, in accepting a redundancy prompted by early COVID-19 concerns was genuine.
A tribunal full bench has criticised a judge for failing to consider the domestic abuse implications of reinstating an employee who was sacked for stalking a colleague.
The Fair Work Commission, in assessing what constitutes a stoppage of work and useful employment when standing down employees, has rejected a worker's claim that he shouldn't have been stood down because his role was still being performed.
A Fair Work Commission full bench has rejected another jurisdictional challenge by Qantas regarding a JobKeeper underpayment dispute. Meanwhile the Commission has reduced an employer's redundancy obligation to nil, accepting it had no capacity to pay.
Impacts of the Rossato v WorkPac case are likely to include both a loss of flexibility for employers if more casuals convert to permanency, and also a rise in the irregularity and unpredictability of work for those who don't, experts say.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
