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The Full Federal Court's decision in Totino v Metro Trains Melbourne clarifies how employers can successfully defend general protections claims when dismissing employees who have made workplace complaints or workers compensation claims. The case establishes critical principles about who must give evidence, the distinction between advisers and decision-makers, and why proper documentation of the decision-making process is essential for employers facing the reverse burden of proof.

A significant number of decisions by the Australian Industrial Relations Commission (AIRC) still concern whether an employee was excluded from making an unfair dismissal application because they were on probation.

An employee's failure to follow a lawful and reasonable direction provides an employer with a valid reason for dismissal.

This financial year brings changes to minimum wages, unfair dismissal regulations and various tax thresholds and rates.

Although Ms Lattouf filed an unlawful termination dispute application with the FWC, this is not an unfair dismissal case.

Beware of the potential impact on employment for both employer & employee arising from being a reality TV show contestant.

The system in relation to adverse action claims is flawed as it encourages and protects unmeritorious claims.

Engaging expatriates, employee entitlements, termination and outsourcing in Indonesia are different from in Australia.

Employers should review employment frameworks with changes to wages, the high-income threshold and other workplace laws.

The High Court will hear an appeal about the dismissal of a government employee for tweeting highly critical comments.

Discussion of HC case regarding protections offered by the FWA which are designed to defend the right to political opinion.

The Industrial Commission of NSW has served notice on large organisations that they defend unfair dismissal cases purely "on the papers" at their peril.

Despite misconduct, employers must consider the context, provide an opportunity to respond & consider if it is out-of-work conduct.

Employers will need a fully-compliant privacy policy, with proper notice to employees and genuine consent from them.

In the recent decision of Jeremy Lee v Superior Wood Pty Ltd [2018] FWC 4762, an employee was dismissed from his job because he refused to provide his fingerprint to his employer.

In case of Power v Lyndons Pty Ltd, the words used were not only grossly offensive but constituted sexual harassment.

No matter how destructive the conduct is, the employer must also look at the issues from the employee's perspective.