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When employers are confronted with employees who have been absent for prolonged periods, it may be appropriate to require and, in some circumstances, direct an employee to attend an independent medical examination (IME).

Courts and industrial tribunals have long held that serious breaches of safety rules are grounds for dismissal. A recent NSW case found that a dismissal for breaching a "cardinal rule" twice within three weeks was unfair, providing a reminder of the need to consider all the circumstances prior to terminating employment.

Adam Ramsay (previously known as Adam Attia) was employed by AVA as an IT professional from August 2008, on terms described in a common law employment contract drafted by a HR consultant with legal assistance. The applicant’s employment was terminated on 26 February 2010 for alleged "gross incompetence".

The case is a timely reminder for employees of how easily social media can bring out-of-hours conduct into the workplace.

The dismissal of Mr Rojas came about as a result of several allegations against Mr Rojas which occurred during a period of protected industrial action conducted at Esselte's site at Minto.

A warning is a communication to an employee about their performance or conduct at work.

Termination—by either party—is only valid if done according to the contract's termination clause and any applicable industrial instruments.

What are your legal rights if you are sacked on probation?

Where medical evidence shows an employee is unable to safely perform their job requirements, dismissal on the grounds of incapacity may be a valid reason for termination.

The Full Court yesterday handed down a decision that hardens the test that employers must meet to defend claims that they have acted 'adversely' against staff who are performing activities as union officials.

Fair Work Australia has dismissed a claim made by an employee over an offensive Facebook comment.

The Fair Work Commission's recent decision in David Sanderson v Brightest Australia Pty Ltd examines when Australian employment law applies to overseas workers...

Workplace policies and procedures have been widely adopted to prescribe acceptable standards of conduct for employees.

Terminating an employee on sick leave can be in contravention of FWA regulations and a recipe for legal proceedings.

Recent case has arguably extended the potential range of protections for a certain class of employees. .

Employers should be careful about termination of employment, if absence due to illness is supported by medical opinion.

On appeal, the Full Court of the Federal Court of Australia overturned a decision that a trade union was a competent administrative authority as defined by Article 5 of the Termination of Employment Convention .