Case law page 12 of 12

119 articles are classified in All Articles > Discrimination and equity > Case law


Union activity not the reason for failed promotions: tribunal

A long-time power station employee who claimed to have been "oddly unsuccessful" in six promotion applications has failed to convince a tribunal that he was discriminated against because of his union or industrial activity.

Workplace can include pub across the road: Federal Court

A full court of the Federal Court has upheld a finding that a pub two work colleagues visited to deal with s-xual advances one made to the other in their office across the road was a "workplace" under federal discrimination legislation.

Oracle case sets new standard for sexual harassment compensation

In a watershed anti-discrimination ruling, a full Federal Court has found community standards now demand higher compensation for non-economic loss in s--ual harassment cases, and has increased a former Oracle manager's overall damages award from less than $20,000 to $130,000.

FWC tells MUA to ditch "Aussie jobs" clause

The Fair Work Commission has ordered the MUA not to push for "Australians first" job clauses that might breach anti-discrimination laws during the hotly-contested enterprise bargaining round in the offshore oil and gas services sector.


Diabetes sufferer wins temporary job reprieve

The Federal Court has found the balance of convenience favours reinstating a warehouse officer to his position at Peabody Energy's North Goonyella coal mine, pending the hearing of his union's claim that the company took adverse action when it dismissed him because of his Type 1 diabetes.

Abetz asks FWC equal pay bench to focus on legislative "text"

The Federal Government is urging the Fair Work Commission not to be "distracted by" the former Labor Government's broader pay equity principles when assessing an equal remuneration application for childcare workers.


Change to flexible arrangement not discriminatory: Tribunal

A tribunal has found that an employer's failure to formalise an employee's flexible work arrangements to meet her caring responsibilities led to her seeing them as an entitlement rather than a privilege, and any attempts to change them as workplace bullying.