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If employers can prove that employees are not working diligently at home, they are justified in dismissing the employee.

If a whistleblower's conduct involves misconduct and/or continued unfounded allegations of the theft, illegal act or wrongdoing, termination may be justifiable.

The article covers a few useful facts which may help to guide you through some potentially complex workplace situations.

With new and emerging technology being used in workplaces, employers must take care to have regard to privacy concerns.

The Banerji case relates to the use of tweets or social media by a Commonwealth public servant about government policies.

On 18 September 2008, Workplace Minister Julia Gillard unveiled the Rudd Government's proposed new unfair dismissal laws that will allow companies with less than 15 employees to terminate an employee's employment after giving them one warning and time to improve their behaviour.

The judgment is a reminder that political opinion is a protected attribute; dismissals, even if partly connected to political opinion, are unlawful.

HR managers are exposed to pecuniary penalties if they are involved in unlawful adverse action against employees.

The Full Bench of Fair Work Australia (FWA) has overturned the decision which held that a dispute resolution term in an enterprise agreement must allow for disputes to be settled by arbitration, whether the parties want to or not.

Recent case reminds of the flexibility that this work structure offers & highlights actions required to manage a labour hire workforce.

While reinstatement is not a common remedy, employers should be aware that it can be ordered by the FWC in certain circumstances.

Absence from work may be a reason to dismiss, but it is not an exception to rules about termination or adverse action.

Any breaches can be costly, so small business employers should know their obligations to employees under employment law.

Small business employers must learn about obligations to employees under employment law, as breaches can be costly.

It is difficult to establish abandonment and the FWC has called for a review into abandonment clauses in modern awards.

Two recent unfair dismissal decisions explore the issues of when a termination of employment is not a dismissal but a genuine redundancy - Mr Francesco Di Masi v Coastal Fisheries Pty Limited ATFT Sea Empire Unit Trust and Mr Gim Pheng Ho v A. P. Eagers Limited

On 18 September 2008, Workplace Minister Julia Gillard unveiled the Rudd Government's proposed new unfair dismissal laws that will allow companies with less than 15 employees to terminate an employee's employment after giving them one warning and time to improve their behaviour.