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Unfair dismissal applications may involve the threshold issue whether dismissal is for "operational reasons". The Workplace Relations Act 1996 (Cth) specifically says in section 643(8) that an application for unfair dismissal must not be made if the grounds for termination are "genuine operational reasons" or "reasons that include genuine operational reasons".

The new financial year will bring changes to minimum wage rates, unfair dismissal regulations and various tax charges.

For these facts, successive short-term contracts over a period of 2.5 years were found not to be continuous employment.

The Australian Industrial Relations Commission recently upheld a decision by Coles to terminate an employee who was unable to perform the inherent requirements of his position.

The Fair Work Commission found that the dismissal was "harsh", and ordered the company to pay her $8229 in compensation.

A recent Fair Work Australia decision answered questions which determine whether an employee may claim unfair dismissal.

Constructive dismissal, in effect forced resignation, is generally poorly understood.

The FWC upheld an employer's decision to dismiss an employee who had breached a cardinal safety rule in the workplace.

Where employers have limited investigative experience, skilled advice could minimise expenses and reputational damage.

Employers need to be very careful when deciding whether to dismiss an employee for their posts on social media.

Decisions about performance and dismissal must be communicated respectfully, and in a way that maintains human dignity.

You could be fired or face court for fraud, if you have lied or even just exaggerated on your resume.

Employers should have well-defined policies to outline standards of conduct expected of employees within the workplace.

These are important lessons and reminders compiled from recent unfair dismissal decisions of the Fair Work Commission.

Fair Work Commission has upheld the dismissal of an employee.

For an unfair dismissal remedy, the FWC first had to decide if she was an employee or an independent contractor.

An employee does not have to tell a co-worker to stop behaving in a certain way for the behaviours to be misconduct.