A court has stopped an IT specialist from working for a competitor and encouraging other employees to join him, finding a four-year restraint period reasonable after taking into account that he sold his stake in the company for a "substantial" sum and continued on as a "key employee".
The FWC has identified "deficiencies" in management of redundancies by a mining services company that replaced its employee relief pool with on-hire workers, counselling that it should have given greater consideration to quarantining some positions for redeployees.
The ACTU has sought to broker discussions with two smaller maritime unions that are objecting to the planned merger of the CFMEU with the MUA and TCFU.
The High Court has refused to grant BHP Coal special leave to appeal a finding that allowed the CFMEU to hold discussions in the crib room of a dragline at its Caval Ridge coal mine.
The FWC has implored a barrister to urge his client to "at least consider" engaging with employees, after conceding it has no jurisdiction to deal with a dispute over a "double standard" on redundancy packages between blue and white-collar workers.
The High Court has reserved its decision on parallel appeals by Esso and the AWU questioning what constitutes a breach of bargaining orders and whether a breach during bargaining means future protected action is not possible.
A warehouse team leader must match wits with Woolworths' in-house HR/IR managers over his unfair dismissal claim after the FWC refused to allow either party legal representation for what it determined was a matter "not complex enough" to involve lawyers or paid agents.
A general manager might have avoided taking unlawful adverse action against a pregnant employee if he consulted the company's HR department before bringing forward her redundancy by eight days, a court has found.
A Tiger Airways employee who claims he was sacked partly because of his age and his response to threats from the airline's chief pilot has won an extension of time to lodge a general protections claim because his legal representative wrongly made an unfair dismissal application.
The Federal Court has rejected claims an employer took adverse action against a dentist it threatened to sack for writing "pugnacious" emails, redirecting mail and refusing to attend disciplinary meetings, ruling that the last two actions amounted to him repudiating his employment contract.
