Compliance & case law | Page 90 (2,318 items)

An employee has failed to prove a colleague concocted a "malicious lie" about a single workplace incident so she could have his job, with the Fair Work Commission finding his serious misconduct dismissal was fair.

Assessing the potential risks that whistleblowers face in their organisation requires HR leaders to take a "really broad" view, a workplace lawyer stresses.

Two workers found by the High Court to be independent contractors have failed to prove they should nonetheless be classified as "employees" for superannuation purposes.

A job applicant's numerous disabilities would not have reduced her ability to perform the inherent requirements of a role, a tribunal has found in upholding her unlawful discrimination claim.

An employee called into "meetings upon meetings" about two workplace incidents, despite the fact she had already provided statements and received a final warning, has won her psychological injury claim.

Employers are being warned not to "shy away" from complicated clauses in employees' contracts, as these can be critical to defending underpayment claims.

The Australian Information Commissioner has upheld an employer's decision not to share details of its rejected job applicants with a candidate who suspected its selection process was biased.

Reducing an HR manager's responsibilities after she complained about her excessive workload did not amount to a constructive dismissal, the Fair Work Commission has ruled.

An employer has failed to prove a long-serving employee "decided to jump before she was pushed", when she verbally resigned after it made serious allegations against her.

An employer had a right to make operational changes that led to a redundancy, even if the impacted employee considered them "bad, or wrong" decisions, the Fair Work Commission has held.