An employer that did not renew a senior worker's employment contract because of insubordinate and unprofessional behaviour has been cleared of adverse action by the Federal Court.
Every day, HR professionals are required to defend and explain their practices in courts and tribunals, with far-reaching ramifications including legal liability and reputational harm. Watch this webcast to understand how to protect yourself.
A boss who engaged in "intolerable, disgraceful and dishonourable" conduct when he s-xually harassed a female trainee has had his penalty reduced, after an appeal court agreed it was "manifestly excessive".
Employers that initially fail to deal with social media misuse in the workplace could be waiving their right to address that misconduct at a later date, warns an employment lawyer.
An executive has been ordered to pay some of the costs her employer incurred in defending her high-profile adverse action claim, after the Federal Court found her allegations of s-xual misconduct were unreasonable.
A court has upheld an employer's decision to keep a complainant's identity confidential in a misconduct investigation, saying the decision was in line with "carefully considered" workplace policies.
A manager who ran her office like a private business - making payments to herself and others without regard to her employer's procedures - committed serious misconduct, a court has ruled, finding the "cumulative effect" of her breaches justified dismissal.
HR professionals are not experts on how people with vision impairment function in the workplace, so to make the most of this untapped talent pool, they must ask the people who are, says former Disability Discrimination Commissioner, Graeme Innes.
An employer that failed to conduct "frank and transparent" performance reviews, or promptly deal with behavioural issues, gave up its right to summarily dismiss two workers for bullying, the FWC has ruled.
A Victorian employer will have legal representation in an upcoming bullying case after the Fair Work Commission accepted it had no employees with sufficient skills or experience to represent it. In a separate case, the Commission has altered its first substantive stop-bullying order to make it more practical to comply with.
General protections claims are the fastest-growing category of applications in the Fair Work Commission, with reforms now underway to stem the tide. This webinar will discuss important developments in both procedural issues and case law.
