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Her employment was on a regular and systematic basis, so the FWC held that she was protected from unfair dismissal.

It is only in exceptional circumstances that a decision to dismiss will be 'harsh' where a serious assault has occurred.

Recent unfair dismissal case discussed.

HC ruled employers' redeployment duties may include replacing contractors with employees, broadening "genuine redundancy" limits.

Employers must implement effective workplace policies, as not all policies will be considered "reasonable" by the FWC.

The supervisor defied direct instruction and ignored clear company policy, which constituted serious misconduct.

With the Federal Election expected in mid-May 2022, the Liberal Party and the Australian Labor Party have been releasing industrial relations policies that they are taking to the Election.

Employers must ensure that they provide their employees with procedural fairness when terminating their employment.

According to the termination letters sent to employees, the stunt was considered a serious breach of safety procedures.

Constructive dismissal is when an employee resigns, but then claims that they really had been forced into that decision.

These changes will allow FWA to award costs against unreasonable claims, dismiss claims or to demand more information.

Casual employees' hours need not be consistent or predictable for their employment to be regular and systematic.

The Applicant's earnings calculation, including the remote area travel allowance, prevented an unfair dismissal claim.

The employee's repeated failure to attend an independent medical examination (IME) was a proper basis for termination.

A recent decision of the Federal Magistrates Court of Australia has identified that protection from dismissal available to ill or injured employees provided by the Workplace Relations Act 1996 extends to when employees are not on ordinary sick leave but on workers compensation payments.

Does your workplace have adequate social media policies in place for employees - and are these communicated appropriately?

Each case of termination must turn on its own set of facts: sometimes termination is justified, at other times it is not.