The NSW Catholic Education Office is considering an appeal against an FWC full bench ruling that child protection legislation does not oblige employers to dismiss teachers charged with indecent assault against minors but only stops them from performing "child-related work".
The general manager of a leading insurance brokerage sacked for his drunken conduct has had his $300,000 wrongful termination damages payout discounted by 70%, after the NSW Supreme Court of Appeal upheld the employer's appeal.
The FWC has ordered Toll Holdings Ltd to reinstate a worker it sacked for making inappropriate comments about Islam and the Taliban to an Afghani colleague.
An ANZ state director sacked for allegedly altering a confidential internal email and forwarding it to a journalist has today been awarded more than $100,000 for wrongful dismissal by the NSW Court of Appeal.
A worker purportedly hired to work on a construction project until her demobilisation "automatically" terminated her employment was entitled to make an unfair dismissal claim, because she wasn't employed to perform a "specified task", an FWC full bench has found.
An FWC full bench has overturned a "counter-intuitive" decision to compensate a worker dismissed for his blatant disregard of his employer's drug and alcohol and OHS policies.
A full Federal Court has ruled today that an FWC full bench went beyond the boundaries of the tribunal's fast-track "permission to appeal" process, when it dealt with the "substance" of a sacked Qantas pilot's challenge to his dismissal.
A Fair Work Commission full bench has ruled that representative error does not provide an "inviolable reason" for granting an extension of time for an unfair dismissal claim due to exceptional circumstances.
Prior employee misconduct that did not result in dismissal but demonstrates a "pattern of unacceptable behaviour" must be considered when determining unfair dismissal cases, a Fair Work Commission full bench has ruled.
An FWC full bench has quashed a finding that BHP Coal unfairly dismissed an employee due to shortcomings in procedural fairness, after finding it reasonable for the company to have "leanings or inclinations" on sanctions to apply when its investigation indicated the worker had engaged in serious misconduct.
