Compliance & case law | Page 230 (2,399 items)

Partners of women who give birth via caesarean sections do not automatically become "primary carers" for their new babies, the Fair Work Commission has ruled in a dispute about paid parental leave.

Do you know which policies, procedures and contracts need reviewing, in light of recent legislative and case law developments? Watch this webcast to understand how the employment law landscape has changed in relation to bullying, adverse action, employment contracts, investigations and more.

A large employer that failed to fully engage its HR department in important investigations of safety breaches has been ordered to reinstate two employees.

A successful candidate who claimed his employer misrepresented the nature and likely duration of his role during the recruitment process has failed in his bid for damages.

Leaders who reduce HR's autonomy and relegate the function to an advisory role are acting well within their rights, the Fair Work Commission has ruled in dismissing an HR manager's unfair dismissal claim.

A supervisor found to be unfairly dismissed after sending a p-rnographic email at work has been denied reinstatement, after the Fair Work Commission ruled it was reasonable to expect higher standards from a leader than from regular employees.

The Federal Court has handed down an important ruling on what constitutes a "reasonable" recruitment process, in a dispute over whether an allegedly biased supervisor should have excused himself from a recruitment panel.

In a decision that contains useful guidance for HR professionals on when "undesirable" management behaviour is also "unreasonable", the Fair Work Commission has ruled that displaying intolerance or low-level anger towards a worker does not necessarily constitute bullying.

Turning up to a conference still intoxicated from a work function the night before did not constitute gross misconduct by an executive, a court has ruled in awarding him nearly $300,000 in damages.

An employer has successfully fended off a $9 million damages claim, with a court finding its employment contracts allowed summary dismissal of a worker based on an "opinion" that he had engaged in misconduct.