An employee's frustration over his perceived unequal treatment at work didn't warrant the excessive number of harassing text messages he sent his HR manager, the Fair Work Commission has ruled in upholding his dismissal. » more »
An employee sacked for misconduct has won an appeal against his dismissal due to flaws in the investigation, which included "inexplicable and unconscionable delay". » more »
Many redundancy decisions put on hold by JobKeeper 1.0 are now back on the agenda, and a lawyer warns that making fair, defensible decisions about who to select and why will take some careful consideration. » more »
With JobKeeper 2.0 changes coming into effect later this month, an employment lawyer has answered questions from HR Daily Premium members about the new regime. » more »
An employee who was "clearly" frustrated about his delayed return to work after an injury deserved to be dismissed for his derogatory comments to an HR manager, the Fair Work Commission has ruled. » more »
An employer and its two directors have been ordered to pay a worker more than $142k in penalties and unpaid wages, with the Federal Circuit Court labelling them "captains on what was a very poorly crewed vessel". In related news, another employer must pay a worker $78k. » more »
An employee suffered a psychiatric injury as a result of a 15-minute "catch up" meeting, but while the manager's approach wasn't "perfect", it was not unreasonable, a commission has ruled. » more »
Coles has failed on appeal to convince a court that it should not have to bear the costs of defending claims brought against it by a labour hire workers. » more »
Most of employers' early confusion surrounding JobKeeper has been resolved, but recent rulings indicate a lack of understanding about what constitutes fairness during restructuring and workplace changes, an employment lawyer says. » more »
A JobKeeper-enabling stand down that applied only to one worker, who had recently requested to work only from home, was unfair, the Fair Work Commission has found. » more »
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When signs of workplace misbehaviour arise, it's not always necessary or even advisable to launch straight into a formal investigation.
