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The most common form of pregnancy discrimination is redundancy during or after parental leave.

In a recent Fair Work Commission decision, an employee was awarded nearly $7,000 compensation due to errors in procedural fairness, despite the employee being found to have engaged in misconduct, including distribution of pornographic material in the workplace and driving infringements.

He apparently is threatening to sue the Cronulla Sharks for unfair dismissal, because he was not afforded "due process".

A frequent mistake employers make when dealing with dismissal, is failing to afford employees "procedural fairness".

Despite overseas support for Uber drivers, the FWC has found that Uber drivers are subcontractors, not employees.

Uber claimed he was an independent contractor, so was not eligible to access the unfair dismissal jurisdiction: Uber won.

The case considered an employee's "earnings" when determining whether the employee is above the high income threshold.

It was relevant that the employee in breach of a policy was a senior employee responsible for implementing the policies.

Discussion on the consequences of unfair dismissal via SMS

While this case of dismissal by SMS was not unfair, traditional communication is preferred for disciplinary matters.

This was a breach of the employer's contractual terms with one of its biggest clients, which put that contract at risk

The fact that the FWC made findings different from the Qantas internal investigation is an inevitable dismissal risk.

Any claims for unlawful termination or unfair dismissal should be filed within 21 days of the date of dismissal.

The dangers of social media in the work place are well documented.

Employees who are paid above the high-income threshold are not automatically excluded from unfair dismissal protection.

The employee refused to provide details about planned overseas travel, claiming the questions were in breach of privacy.

In certain circumstances a court can imply into an employment contract a period of "reasonable notice" upon termination. Past cases have shown that this notice period can be as much as 12 months; meaning, in such a case, that the court would order the employer pay the employee 12 months' salary.