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Australia
Employment
Unfair/ Wrongful Dismissal
Australia
Stacks Law Firm
The Court upheld the firm's right to dismiss the employee, who refused to follow the employer's management direction.
People + Culture Strategies
COVID-19 was considered a relevant factor when awarding compensation to an applicant who had been unfairly dismissed.
Coleman Greig Lawyers
The Commission granted an extension of time because the chain of events and evidence showed exceptional circumstances.
Swaab
The case illustrates why it is important for employers to have current, applicable employment contracts in effect.
LegalVision
As a business owner, you will probably need to manage an employee with a physical illness or injury at some point.
Holding Redlich
Termination of employment – what to do & what not to do & lessons for employers.
Sydney Criminal Lawyers
A NSW police officer won a five year battle to regain his job, after a battle that has cost $500,000 in legal costs.
Stacks Law Firm
How an employer goes about sacking a worker could be crucial to determining whether the worker receives compensation.
People + Culture Strategies
When the employee accepted another role at another club as well, this conflict of interest warranted summary dismissal.
Swaab
Link to article outlining the danger in assuming that employer obligations around unfair dismissal have changed due to COVID.
Kells
People + Culture Strategies
The employee's repeated failure to attend an independent medical examination (IME) was a proper basis for termination.
People + Culture Strategies
A failure to consider JobKeeper was a relevant factor in finding that a retrenched employee had been unfairly dismissed.
Coleman Greig Lawyers
Considering making redundancies? You must engage in a thorough and considered consultation process with impacted employees!
Madgwicks
JobKeeper 2.0 updated – partial stand down powers, flexible work agreements & things to be aware of.
HHG Legal Group
Discussion about importance of ensuring proper processes are followed when terminating employment of any employee.
People + Culture Strategies
The reason for the restructure, and the redundancy, was the employer's dissatisfaction with the applicant's performance.
Holding Redlich
This decision highlights key considerations for employers, before terminating employment for breaching safety protocols.
People + Culture Strategies
Employers ensure valid reason for terminating (eg secret recordings). Termination process must be procedurally fair.
People + Culture Strategies
Despite misconduct, employers must consider the context, provide an opportunity to respond & consider if it is out-of-work conduct.
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