A senior Commonwealth Bank employee failed to disclose his connection with a mortgage broker, defied the employer's bans on using WeChat and his personal mobile phone to arrange home loans and then paraded "a chaotic collection of lies, nonsense, poorly matched ideas, and manufactured responses" in his doomed unfair dismissal case in the FWC.
A FWC presidential member has likened the Fair Work Act's unfair deactivation provisions to a 1993 movie that is a popular culture symbol of endless, pointless repetition, saying the excessively complex laws clash with the statutory mandate for the tribunal to perform its functions in a manner that is "quick, informal and avoids unnecessary technicalities".
The FWC has found an agreement does not entitle workers to redundancy pay if they are unable to obtain or refuse to obtain a newly-required high level security clearance.
An employer had the right to sack one of the governing directors of its parent company after he chose to "go legal" instead of undergoing an independent medical examination to back up his doctor's claims that he could fulfil his sales role after a period of ill-health, the FWC has found.
Coles had a valid reason to sack a long-serving casual worker for restraining a teenage girl suspected of repeated shoplifting, but must pay $6500 compensation after a FWC finding that he did not knowingly breach the retailer's codes and policies in the "one-off" incident.
The FWC has backed an employer's refusal to grant an employee with caring responsibilities' request to work flexibly outside its peak operating hours, finding the proposed "bespoke arrangement" unreasonable.
The FWC has taken into account the financial pain of missed mortgage repayments and the disruption of being forced to take a drive-in, drive-out role in deciding to reinstate a mineworker who raised a fist towards a colleague after being "triggered" when called a "c—t".
The FWC has found Sydney Trains does not have to fund devices used to treat employees' sleep apnoea, but has suggested a review of arrangements with the employer's external health assessors after workers diagnosed with the condition had to pay up to $4000 for the anti-snoring technology.
A job that required four hours a day of travel did not amount to acceptable alternative employment for a redundant worker who had toiled almost entirely from home, the FWC has ruled.
The working from home term in the clerical award will take effect next Monday, after a FWC full bench today confirmed its August ruling, with minor amendments to phrasing of the proposed new rights.
