Compliance & case law | Page 48 (2,274 items)

"Generic and blanket HR answers" aren't sufficient alone to establish that an employer has reasonable business grounds to refuse a flexible working arrangement request, the Fair Work Commission has ruled.

An employer's "repetitive verbal feedback" was not enough to warn an "insensitive" employee her job was at risk, the Fair Work Commission has ruled in awarding her compensation for unfair dismissal.

A manager who was accused of "hysterical" and aggressive behaviour towards an employee experiencing work difficulties did not bully her, the Fair Work Commission has ruled.

An employer acted "in good faith" when it emailed staff about an employee's health after she suffered a medical episode at work, but it nonetheless breached her privacy, a commission has found.

New delegates' rights could lead to an uptick in general protections claims and more "adversarial" relationships with employees, so it's important for employers to get up to speed on the changes quickly, a workplace lawyer warns.

A long-serving employee who was accused of threatening a colleague with violence has won reinstatement, after the Fair Work Commission found he was sacked based on "circumstantial evidence".

In failing to respond to "very detailed" accusations about belittling an employee and increasing her workload, a manager has undermined an employer's psychological injury defence.

An employer failed its workforce by putting its "head in the sand" rather than addressing misconduct complaints, but it has nonetheless defended a worker's forced resignation claim.

An employee who was "simply not reliable" has won his unfair dismissal claim after the Fair Work Commission found his "unacceptable" conduct didn't outweigh his employer's procedural failings.

A "significant variation" in an employee's regular work pattern shortly before she reached her one-year work anniversary meant she wasn't entitled to convert from casual to permanent, the Federal Circuit Court has found.