In a recent example of a termination going wrong, Qantas was
ordered to reinstate an employee of 25 years standing, partly
because the evidence relied upon to terminate her employment proved
to be unreliable at the hearing of her unfair dismissal claim, and
partly because the incident which triggered the termination was too
trivial to justify drastic disciplinary action.
Ms Adachi had worked as Qantas cabin crew for many years. She
began falling out with her managers in late 2012 and early 2013
when they insisted that she undertake some training, which she felt
that she should not be required to do. She took some time away from
work on personal leave, on the basis of stress, and returned to
work with a medical certificate which identified that she was fit
to return to work, but not to undertake the training with the
particular managers with whom she had difficulties. There was some
confusion about the medical certificate, and she took it back to
her doctor who ticked
