An employer has successfully defended a claim that it breached its policy of preferring internal candidates for roles when it rejected an employee's application.
Informing HR managers of a worker's Asperger's diagnosis was reasonable management action, a commission has ruled in finding an employer not liable for his psychological injury.
An employer has faced down a claim from an unsuccessful candidate who argued the company's "soft target" of offering 50 per cent of available roles to women discriminated against him.
In separate s-xual harassment cases, derogatory and hostile comments towards a female colleague warranted an employee's dismissal but the employer's procedural flaws made it unfair; and another employer has defended sacking a worker for sending explicit images to his manager.
An employer's decision to sack a worker for serious misconduct would have been unfair were it not for facts that emerged immediately after his dismissal, the Fair Work Commission has ruled.
An employer that was unaware of an employee's diabetes, or how increasing his workload would affect him, has been found guilty of indirect discrimination.
The Fair Work Commission has praised Telstra's approach to performance managing and ultimately dismissing an employee who repeatedly failed to meet her targets.
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.
