Compliance & case law | Page 99 (2,402 items)

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.

An employee's criticisms of her dismissal process did not outweigh the fact she engaged in serious misconduct by knowingly altering crucial information on forms submitted for Government funding, the Fair Work Commission has ruled.

An employee's perception of an "offensive and hostile" workplace, and of managers' attempts to fix it, caused her psychological injury, a commission has ruled.

In a case that highlights the risk of having "complex" workplace policies, the Fair Work Commission has found an employee's valid dismissal for deleting data off her work phone was harsh.

An employee suffered a psychological injury as a result of two assaults and a perceived lack of employer support, and not because of reasonable disciplinary action, a commission has ruled.

Despite having conducted a 19-month investigation, an employer needed "more robust" evidence to prove an employee deliberately tried to provoke workplace conflict, a commission has ruled.

An employer's "absolute failure" to disclose its reasons for sacking a "disruptive" employee has foiled its unfair dismissal defence.