Compliance & case law | Page 48 (2,355 items)

The "sheer number" of bullying and discrimination allegations against an employee should not have persuaded her employer they were true, the Fair Work Commission has found.

It was fair to dismiss an employee who avoided workplace investigation meetings and refused his employer's requests for medical examinations, the Fair Work Commission has found.

An employer's application for approval of a new enterprise agreement has been rejected by the Fair Work Commission, which found it didn't pass the better-off-overall test and wasn't genuinely agreed to by the workforce.

In dismissing an employee's stop-bullying application, the Fair Work Commission has accepted an employer's undertakings to restrict his correspondence and interactions with the alleged bullies.

The potential for an employee's behaviour in an airport lounge to cause "serious damage" to her work relationship meant she couldn't argue it was out-of-hours conduct unworthy of dismissal, the Fair Work Commission has ruled.

An employer has acknowledged its failure to use internal HR support before making an employee's role redundant, which resulted in an order to pay $20k for unfair dismissal.

In neglecting to provide clear evidence of who initiated serious misconduct allegations against an employee, an employer has failed to prove it didn't take unlawful adverse action against her.

It was harsh to summarily sack an employee for timesheet fraud, even though his ongoing performance issues warranted dismissal, the Fair Work Commission has ruled in awarding him five weeks' pay as compensation.

An employer must put in place new anti-bullying measures and keep two senior employees apart, after it found itself caught between retaining a "key employee" and its commitment to a bullied CFO.

The seriousness of an employee's misconduct outweighed the personal and professional harshness of his dismissal, the Fair Work Commission has ruled, finding it was fair to sack him for hitting a minor with a tennis racquet.