Compliance & case law | Page 5 (2,398 items)

An employer had solid reasons for finding a manager's behaviour posed psychosocial safety risks, and for expecting senior leaders to have greater awareness of their conduct obligations, a commission has found.

A resignation email that copied in clients was potentially embarrassing for an employer, but it didn't warrant dismissal, the Fair Work Commission has ruled.

A people and culture leader didn't mischaracterise a manager's conduct as inappropriate based on the "angry black woman" trope, a commission has found.

An employer has been cleared to investigate an employee's out-of-hours conduct, after the Fair Work Commission accepted it held genuine concerns about suffering reputational harm.

The Fair Work Commission has refused to block disciplinary action against an absent employee pending the outcome of his bullying claim.

It was "extraordinarily insensitive" to tell an employee to be "inclusive of all opinions", including racist ones, the Fair Work Commission has found in unfair dismissal proceedings.

Dismissing an employee because he wouldn't agree to his image or voice being shared on social media, unless he was paid extra for it, amounted to unlawful adverse action, the Federal Circuit Court has ruled.

The way a manager responded to misconduct allegations gave his employer "no reason to hope" he would comply with its code of conduct in future, a commission has found in rejecting his unfair dismissal claim.

An employer has unsuccessfully tried to block a s-xual harassment dispute, arguing it had no utility because it was lodged by a former employee it would "never" hire again, and who had also filed a claim in the Australian Human Rights Commission.

It was reasonably foreseeable that accommodating an employee's preferred rostering arrangement would prompt similar requests from other workers, potentially causing an employer to suffer "significant" efficiency and productivity losses, the Fair Work Commission has found.