In a recent case the Fair Work Commission has reinstated an employee despite the employee returning a positive alcohol breath test over the company's Drug and Alcohol Policy limit of 0.00.
A recent case in the Fair Work Commission found a flight attendant who voluntarily became intoxicated and consequently could not operate their next scheduled flight, was fairly dismissed.
Employee sent home from work without pay: Employer not required to pay employee who was unable to work
A recent case in the Fair Work Commission Full Bench has found that an employer is not required to pay an employee who is sent home for being unable to perform part of their contractual obligations.
Order to stop bullying made by Fair Work Commission: Management action not raised in a reasonable way
A recent case in the Fair Work Commission has found issues raised by the Chairman of a Body Corporate Committee constituted bullying due to the process used in communicating the issues to property managers.
Implied terms in employment contracts: Court of Appeal finds employment contract should not to be interpreted subject to Jewish law
The Appeal Court of the Supreme Court of New South Wales has overturned a previous decision, finding a term of life tenure under Jewish law could not be implied to a Rabbi’s employment contract.
Sexually inappropriate texts to co-workers a valid reason for dismissal: Co-workers not required to tell employee to stop
A recent case in the Fair Work Commission upheld the dismissal of an employee who sent messages with sexual overtones and sent explicitly sexual messages to co-workers.
Employee dismissed based on conflicting medical evidence: Commission required to make findings on employee's capacity to work
A recent case in the Fair Work Commission Full Bench found a previous ruling was “plainly wrong” and stated it was not the employer’s responsibility to resolve conflicts in medical assessments regarding the capacity of an employee to work.
A recent case in the Fair Work Commission found an employee who continuously touched a female co-worker was fairly dismissed despite the co-worker not telling him to stop.
Employee holding multiple jobs with single employer not able to combine hours for overtime entitlements
A recent case in the Federal Circuit Court of Australia found an employee working in two positions for the same employer could not combine the hours of the two positions to determine overtime and other entitlements.
Full Bench decides against established authority in ruling a termination refers to the cessation of the employment relationship and not the employment contract
A recent case in the Fair Work Commission Full Bench found that termination at the employer’s initiative refers to termination of the employment relationship and not the employment contract.
A recent case in the Fair Work Commission has found a dismissed employee claiming he used “self-defence” was not unfairly dismissed due to his employer’s workplace policies that prohibited fighting.
A recent case in the Fair Work Commission has found an employee was not unfairly dismissed as despite his conduct being in line with “local practice” it was still “extremely hazardous”.
A recent case in the Fair Work Commission has found an employee was not bullied but rather subject to reasonable management action despite being asked about his “deformities” by his Team Leader.
A recent case in the Federal Court has found the CFMEU liable for the actions of a union official who acted in an improper manner and was found to have engaged in adverse action and coercion against non-union members.
A recent case in the Fair Work Commission has found 31 days over 10 weeks of an unpaid work arrangement did not constitute employment and thus the employee was not employed long enough to qualify for unfair dismissal protection.
A recent case in the Fair Work Commission has found an employer unfairly dismissed one of their employees, despite the employee breaching safety procedures.
The Fair Work Commission has found an employee who referred to his manager as a “racist bitch” in the workplace and in hearing distance of others was unfairly dismissed.
A recent case in the Industrial Relations Commission of New South Wales has ordered a Correctional Officer be reinstated despite misconduct resulting in an “E1 Maximum Security (Escapee)” inmate escaping.
A recent case in the Fair Work Commission has found an employer must not “simply go through the motions” when providing an employee the opportunity to respond to the reason for dismissal.
A recent case in the Supreme Court of New South Wales found an employee’s employment contract was subject to Jewish law and an implied term of life tenure was found, preventing the employer from dismissing the employee despite going into voluntary administration.
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