Compliance & case law | Page 59 (2,356 items)

Raising concerns about a manager's ability to work effectively while at home "played a role" in her decision to quit, but it wasn't a constructive dismissal, the Fair Work Commission has ruled.

An employee accused of making a female colleague feel uncomfortable has lost his psychological injury appeal, after a court found management's response to the complaint was "unremarkable" and reasonable in the circumstances.

The safety risks posed by an employee who was acting "aggressively and erratically" due to a serious mental illness outweighed the procedural flaws in his employer's dismissal process, the Fair Work Commission has found.

It was "serious" for HR to allege that an employee fabricated workplace complaints to support his psychological injury claim, and instead supported evidence he had been singled out and targeted at work.

An employer's decision not to offer an employee a new fixed-term contract after she disclosed she was pregnant did not amount to discrimination, a tribunal has found.

A supervisor whose communication was "frequent and interrogative" possibly needed more support to manage remote staff, but his behaviour wasn't bullying, the Fair Work Commission has found.

An employer that didn't directly underpay workers nonetheless should have reasonably known its franchisees were breaching the Fair Work Act, the Federal Court has ruled in fining it $1.44 million.

When a casual employee's "controversial" social media post prompted her employer to end her engagement early, that constituted a dismissal, the Fair Work Commission has found in an unlawful termination dispute.

An employer did not act in an "unconscionable" or intimidatory manner when accusing an employee of criminal conduct, however it has failed to prove on appeal that its allegations provided a valid reason to sack her.

A manager was unfairly dismissed when her permanent full-time employment changed to casual without her agreement, the Fair Work Commission has found.