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In an age driven by technology, employers are increasingly using biometric technologies, such as fingerprint scanning and facial recognition, as a way to deal with employee identification, absenteeism, and workplace surveillance.

Does the temporary illness provision provide a "silver bullet" rebuttal to adverse action? Interesting and interactive article.

A "zero tolerance" alcohol policy may not necessarily mean instant dismissal for a first, relatively minor, infringement.

The out of hours conduct must have some relevant connection to the employment relationship to warrant dismissal.

FWC upholds dismissal of employee for refusing COVID-19-specific travel information.

A personal relationship with a colleague at work can be a challenge, especially when that personal relationship sours.

The Fair Work Commission was satisfied that the employer had a valid reason for the dismissal of the applicant.

This case highlights the need for careful consideration of policies and procedures when altering roles of employees.

The decision illustrates how seriously the Commission views departures from safety standards, especially in a pandemic.

The decision highlighted the importance of employers satisfying all elements in dismissals to prevent them being unfair.

An employer's decision to dismiss an employee on circumstantial evidence was found to be harsh and unreasonable.

In the case of Kidd v Linfox Australia Pty Ltd, the Australian Industrial Relations Commission (AIRC) ordered that an employee, who was terminated for refusing to submit to a drug and alcohol test, be reinstated.

Employers are entitled to be assertive about disciplinary processes where there are repeated infringements and warnings.

This decision is useful for employers who find that an employee has been deliberately dishonest in their job application.

FWA upheld a decision that an employee who made 'derogatory and offensive comments' on Facebook was unfairly dismissed.

The employment tribunal dismissed an application for unfair dismissal after an employee failed to attend a medical examination.

In a recent decision of Fair Work Australia, a long serving employee has been awarded $25,000 in compensation for his unfair dismissal from dealership giant A P Eagers.