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FWA found that he had been unfairly dismissed, as his various managers had been aware of his injuries and limitations.

An employee may be summarily dismissed if their employer has reasonable grounds to establish serious misconduct.

A warning of the perils of posting offensive comments on social media sites.

In the recent decision in Chris Birt v K&S Freighters Pty Limited, Deputy President Swan found it unfair to terminate a truck driver who had an accident and refused to pay for the truck repairs.

Employers often overlook the importance of their EA consultation obligations, particularly when it comes to redundancies.

Employers should clearly articulate their expectations of taking up any secondary employment, in the employment contract.

Despite the ever-changing employment environment, all of the usual employment obligations and duties still apply.

After all the uncertainty, it's back to ALP workplace relations policy for Australia's employers. Last week's Independents backing for the ALP to maintain Government has cleared a path for the Government to implement its existing policies and pre-election policies.

The caps for compensation and income in unfair dismissal claims increase.

Employers need a well developed strategy to minimise exposure to liability for unfair dismissal of senior employees.

The increase in the high income threshold will enable more employees to access the unfair dismissal provisions.

In this recent webinar, Erin Lynch, Employment Partner, discussed how to manage absent employees, best practice in dealing with unfit employees and potential legal risks.

There should be no presumption that a criminal conviction (or the possibility) alone is a valid reason for termination.

The employee's conduct unambiguously justified termination of his employment, but it did not justify summary dismissal.

Probationary periods are not concepts recognised by the unfair dismissal provisions in the Fair Work Act 2009.

Episode 2 discusses genuine redundancy in an unfair dismissal claim, to supplement the book by PCC Employment Lawyers.

It does increase the risk of the employee claiming that the redundancy or termination was influenced by that reason.