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While potential benefits of social media are undeniable, consideration should also be given to the risks for businesses.

Consultation would not have produced a different conclusion, so the dismissal was not unfair by the failure to consult.

The award of compensation was reduced from 16 weeks to 4 weeks, which included a deduction for the employee's misconduct.

Secretly recording colleagues can prove fatal to an unfair dismissal application.

APS employers are taking an employee's political activity out of hours into account when making a termination decision.

An employer must ensure that the investigative process is robust and that all involved are given procedural fairness.

Any employer must be in a position to demonstrate that his or her immediate dismissal of the employee was not unfair.

An employer should consult and negotiate with employees before seeking to introduce changes to the terms and conditions of employment that may have the effect of impacting on an employee's family responsibilities.

Here is a guide for employers to help avoid the pitfalls and be fully prepared for any possible 'Christmas shenanigans'.

This decision highlights key considerations for employers, before terminating employment for breaching safety protocols.

Employers should not to dismiss employees for their conduct outside of work if it does not affect their duties at work.

Employers should have stringent email and IT policies, and make employees aware of standards of conduct expected of them.

A recent decision highlights the need for employers to tread carefully when terminating the employment of union delegates.

Article discusses case where the employee who was let go was a repeat offender so their termination was not considered "harsh".

This decision offers insight into factors which bear upon whether the Full Bench of the FWC will entertain an appeal.

The broad nature of adverse action provisions of the Fair Work Act 2009 (‘FWA’) have recently been highlighted by the Federal Court in <em>Barclay v The Board of Bendigo Regional Institute of Technical and Further Education</em> concerning employees who engage in industrial activities.

The Fair Work Act 2009 introduced new provisions designed to allow for flexibility in the workplace. Employers and employees can tailor modern awards and enterprise agreements in certain respects to suit their particular circumstances by using ’individual flexibility arrangements’ (IFAs). The National Employment Standards provide employees with children who are under school age, or who are disabled and under 18 years old, with the right to request flexible working arrangements. Extended parental