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.
It was reasonable for an employer to accept the resignation of an employee who felt "upset and wronged" after a workplace altercation, the Fair Work Commission has ruled.
An employee who insisted performance management and disciplinary processes were "weapons used against him" by hostile managers has lost his psychological injury claim.
An HR manager's criticism of an employee's "unprofessional behaviour" towards her was misplaced, with the Federal Circuit Court finding most of their interactions were "perfectly ordinary".
"Naming and shaming" employers that breach the positive duty to prevent workplace s-xual harassment is an option for the AHRC, but its primary goal is collaboration, according to S-x Discrimination Commissioner Anna Cody.
An employer's right to monitor company property is complicated, especially when employees use devices for both work and private purposes, so clear policies are essential, a workplace lawyer says.
An employer repudiated an employee's training contract when it unintentionally terminated instead of amending it, a Fair Work Commission full bench has found in clearing him to pursue his unfair dismissal claim.
An HR consultant's communication about a manager's potential redundancy or summary dismissal was "bizarre", the Fair Work Commission has found, in criticising his "astonishingly poor advice" to an employer.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
