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The FWC could find against an employer if the employee has not first been given the opportunity of job improvement.

This case highlights the importance of being aware of "genuine redundancy", to avoid applications for unfair dismissal.

A Full Bench of Fair Work Australia has confirmed that it was not harsh, unjust or unreasonable for J Boag and Son Brewing Pty Ltd (Boags) to terminate the employment of a process worker within Boags’ packaging department because the worker had been charged with driving his vehicle with a blood alcohol limit of 0.154.

Recent case highlights importance of ensuring that workplace investigations comply with applicable procedures.

The Full Bench of Fair Work Australia has overturned a decision of Commissioner Cargill in which she reinstated a worker who had breached safety procedures. The decision provides some certainty for employers in relation to those employees who flout safety rules.

Former employee successfully claimed damages for breach of contract to compensate his psychiatric injury.

A company was fined and ordered to pay compensation plus interest and costs for dismissing an employee on sick leave.

The case is an alert to gig economy companies that their worker classification of independent contractors is questionable.

The dismissals must be genuine redundancies, or they could be "harsh, unreasonable and unjust" - or unfair dismissals.

The unfair dismissal claim was dismissed because that the termination of employment was not at the employer's initiative.

This FWC decision was a reminder of the importance of workplace policies when dismissing an employee for misconduct.

Employers must be aware of the changes when assessing wages, unfair dismissal eligibility and workplace law. compliance.

Employers must ensure a genuine investigation into allegations of serious misconduct before dismissing any employees.

This bulletin summarises some of the key aspects of the Fair Work Bill concerning unfair dismissal and unlawful dismissal. These particular legislative provisions are intended to take effect on 1 July 2009.

The decision highlights the benefit for all businesses to protect IP with adequately drafted employment agreements.

Employment contracts should require employees to devote their time and attention to their duties during work hours.

Several cases have considered whether covert recordings can be admitted as evidence in unfair dismissal proceedings.