A finding that an employee "acted with a lack of urgency" to ensure he maintained legal working rights was open to the Fair Work Commission, a full bench has confirmed in rejecting his unfair dismissal appeal.
A disclosure of mental health issues shouldn't necessarily stop a manager from holding an underperforming employee to account, but the approach they take might need to change, a conflict specialist says.
Ensuring that clients can freely choose who they work with was a crucial point in a court decision that refused to grant an employer's request for an interlocutory restraint order covering its departing employees.
Rude and unprofessional behaviour towards customers, which persisted despite warnings and performance coaching, provided a valid reason for an employee's dismissal, the Fair Work Commission has found.
It was reasonable for an employer to refuse a flexible work request from an employee fleeing family and domestic violence, the Fair Work Commission has ruled.
An absent employee who gave notice of her resignation, then returned company property saying it was "unlikely" she'd return to work, didn't repudiate her employment contract, according to the Fair Work Commission.
"Aggressive and deprecating" comments from a supervisor couldn't be considered reasonable management actions, a commission has noted in finding an employer liable for a psychological injury.
Organisations focus too much on their top-performing employees, which can overload them with work while robbing teammates of an opportunity to shine, a performance specialist says.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
