The decision highlighted the importance of employers satisfying all elements in dismissals to prevent them being unfair.

Employers should ensure that computer, privacy and confidential information policies are regularly reviewed and updated.

The case demonstrates the care an employer must take in dismissing an employee or assuming an employee intends to resign.

Corporate culture should be regularly audited and appropriate behaviour and culture training should be provided to all.

The NSW Roadmap to Freedom outlines the State's plan for relaxing COVID-19 restrictions for the fully vaccinated.

Recent case highlights that an employer cannot impose a retirement age or treat an employee less favourably on the basis of their age.

Her employment was on a regular and systematic basis, so the FWC held that she was protected from unfair dismissal.

The Court clarified the construction of the Fair Work Act 2009 (Cth) and the jurisdictional boundaries of the FWC .

Employers must implement effective workplace policies, as not all policies will be considered "reasonable" by the FWC.

The new bill defines "casual employee" and encourages employers to ensure that casual employee arrangements are in order.

Employers may decline requests for remote working arrangements if practical and operational reasons make them unviable.

The Applicant's earnings calculation, including the remote area travel allowance, prevented an unfair dismissal claim.

The employee's repeated failure to attend an independent medical examination (IME) was a proper basis for termination.

This redundancy was not genuine, as the employer failed to consult appropriately, and had not considered redeployment.

Employers should be aware that an employees' social media publication of conduct at or outside work can damage a brand.

A psychosocial hazard is anything that could cause psychological harm in the workplace.

Since a majority of uni workers are casual or on short-term contracts, they are at increased risk of wage theft.

The article considers how the minimum rates and wages are determined and likely trends for the next annual wage review.

Changes to the casual employee framework took effect on 27th September 2021.

When a casual employee accepts an offer to convert to permanent employment, they must respond in writing within 21 days.