The Embassy of the People’s Democratic Republic of Algeria was order to pay an employee compensation to the amount of $15,506.46, less applicable tax, after the employee’s dismissal was deemed unjust and unreasonable.
A woman who worked at an insurance building company was awarded over $300,000 in damages after the Federal Court ruled her employer had engaged in misleading and deceptive conduct during employment negotiations.
A man who worked as a pick-up and delivery driver for Direct Freight (Qld) Pty Ltd T/A Direct Freight Express was awarded $25,468.13 after the Fair Work Commission found his dismissal was unjust, unreasonable and lacked procedural fairness.
The Supreme Court of NSW has ordered that a senior broker who was earning over $400,000 per year and resigned from his employment to take up a lucrative offer from a direct competitor, be restrained for 9 months after a “flagrant breach” of his employment contract.
A man was issued an injunction to prevent him from working in the media industry for a specified period of time after the Supreme Court of New South Wales found his previous employer had a serious case and not granting an injunction may jeopardise their business
The New South Wales Civil and Administrative Tribunal ruled that a female football player was not unlawfully discriminated against after the Tribunal found the alleged discrimination did not constitute a requirement or condition within the meaning of s 49T(1)(b) of the Anti-Discrimination Act 1977 (NSW).
The Federal Circuit Court found termination without notice can be valid where the employee commits a serious breach of their employment contract.
The Industrial Relations Commission of New South Wales dismissed an application for relief from victimisation after finding the disciplinary action faced by an employee was not due to his political activity but rather a failure to serve the government in a politically neutral manner.
The Supreme Court of New South Wales ruled that partners to a franchise coffee shop were not required to spend the same amount of time working in the business because of the method and terms used to distribute the profits.
The Supreme Court of New South Wales found that procedural fairness and natural justice did not make a suspension invalid because the suspended parties had agreed to rules that excluded these duties.
The Federal Court of Australia set aside an order made by the Federal Circuit Court after finding a recommendation to not continue the employment of a Prison Officer in Training constituted adverse action.
An appeal to gain access to documents was denied after the Fair Work Commission ruled the documents were protected by legal professional privilege and this privilege had not been waived.
A woman whose employment as a solicitor was terminated for repeated unexplained absences, which resulted from domestic violence, was awarded $11,064.28 in compensation after the Fair Work Commission found the dismissal was unfair.
The Industrial Relations Court found Trainee and Apprentice Placement Service Inc had a shared health and safety duty to their employee after placing him with a host employer and was fined $12,000 for failing to uphold this duty.
AIMG BQ Pty Ltd was ordered to pay $272,850 in pecuniary penalties and the director of the company was ordered to pay $8,160 in pecuniary penalties by the Federal Circuit Court of Australia for denying two employees minimum entitlements.
The Victorian Civil and Administrative Tribunal awarded a woman $3,325.25 for economic loss and $10,000 for non-economic loss after her employment was terminated due to a workplace injury and a failure to make reasonable adjustments.
The Fair Work Commission has found that a volunteer and artist who assisted in a small community based not for profit art gallery is unable to bring a bullying application against the gallery after it was found that she was not a “worker”.
The Full Bench of the Fair Work Commission has overturned an earlier decision regarding the definition of “ordinary and customary turnover of labour”, finding that a group of workers were not entitled to receive redundancy pay.
The Supreme Court of Victoria has awarded an employee over $1.3 million in damages after finding that her employer was negligent in failing to provide a safe working environment and allowing her to be subjected to extensive abuse, sexual harassment and bullying by her colleagues.
The Fair Work Commission has held an Enterprise Agreement to be invalid due to formal deficiencies in the application process.